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Oracle Human Capital Management Cloud

What's New in Release 8

21 February 2014

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TABLE OF CONTENTS

OVERVIEW ............................................................................................................................................................. 3

RELEASE FEATURE SUMMARY ................................................................................................................................ 4

HCM COMMON FEATURES ................................................................................................................................... 13

ABSENCE MANAGEMENT ..................................................................................................................................... 40

BENEFITS .............................................................................................................................................................. 44

COMPENSATION .................................................................................................................................................. 52

CONFIGURATION WORKBENCH ........................................................................................................................... 62

GLOBAL HUMAN RESOURCES .............................................................................................................................. 63

GLOBAL PAYROLL ................................................................................................................................................. 78

GLOBAL PAYROLL INTERFACE ............................................................................................................................... 85

GOAL MANAGEMENT .......................................................................................................................................... 89

NETWORK AT WORK ............................................................................................................................................ 97

PERFORMANCE MANAGEMENT ......................................................................................................................... 101

PROFILE MANAGEMENT .................................................................................................................................... 118

TALENT REVIEW AND SUCCESSION MANAGEMENT ........................................................................................... 124

TIME AND LABOR ............................................................................................................................................... 135

WORKFORCE MANAGEMENT ............................................................................................................................. 145

WORKFORCE MODELING ................................................................................................................................... 148

WORKFORCE REPUTATION MANAGEMENT ....................................................................................................... 156

COUNTRY EXTENSIONS ...................................................................................................................................... 158

POST-UPGRADE CONSIDERATION ...................................................................................................................... 193

REVISION HISTORY ............................................................................................................................................. 194

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OVERVIEW

This guide outlines the information you need to know about new or improved functionality in Oracle

Human Capital Management (HCM) Cloud Release 8. 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.

ADDITIONAL HELP AND DOCUMENTATION

Each section of this guide mentions additional resources. These resources are available on the following

sites:

Applications Help:

In your application, view help for the current page or section by clicking the Help

button, if there is one. To reveal the Help buttons on the page, click the Show Help

button in the global area.

In your application, go to the Help home page by selecting Applications Help in the

Settings and Actions menu in the global area.

If you aren’t using the application, you can search for help at

https://fusionhelp.oracle.com.

Documentation Library: To find user and implementation guides, go to docs.oracle.com/cloud

and click the Human Capital Management link.

My Oracle Support:

To find HCM-specific white papers that contain the latest product or more technical

information, go to the All White Papers for Fusion Applications HCM support note. (Doc

ID 1504483.1).

To find other resources available to customers with a support contract, go to

support.oracle.com.

GIVE US FEEDBACK

We welcome your comments and suggestions to improve the content. Please send us your feedback at

[email protected].

https://fusionhelp.oracle.com/

https://support.oracle.com/epmos/faces/DocumentDisplay?id=1504483.1

mailto:[email protected]

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RELEASE FEATURE SUMMARY

Some of the new Release 8 features are automatically visible to users after the upgrade and some

require action from the user, the company administrator, or Oracle. The table below offers a quick view

of the actions required to enable each of the Release 8 features. The categories used in this table are as

follows:

Automatically Available: No action is required to use the new feature. If setup is required to use

some optional aspects of the new feature, the setup is described in the Steps to Enable section.

End User Action Required: End user action is required to take advantage of the new feature. For

example, users may have to add attributes to existing data.

Administrator Action Required: Administrator action is required to take advantage of the new

feature. For example, administrators may have to perform some setup or configuration to

benefit from the changes.

Oracle Service Request Required: Administrator must raise an Oracle service request to ask

Oracle to perform an action that is required for the feature.

Action Required to Enable Feature

Feature Automatically

Available

End User Action

Required

Administrator Action

Required

Oracle Service Request Required

HCM Common Features

HCM Extracts Enhancements

User Friendly Terminology

Extracts Management Using Logical Steps in New Simplified Interface

Lookups Link to Parameters More Easily While Creating Extracts

Quickly Find Database Items in a Hierarchy

Simplified Extracts User Interface With Drag and Drop

Fast Formulas Compile Asynchronously

Relevant Fields Grouped Together

New Extracts Management Landing Page

Database Item Generation for Customer-Defined Flexfields

New Modes for Changes-Only Extract Runs

Extracts Recursive Scheduling

Oracle Transactional Business Intelligence (OTBI) Enhancements

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Available

End User Action

Required


Required


New Subject Areas

Changes to Subject Areas

Extensible Flexfields (EFFs)

Oracle Business Intelligence Enterprise Edition: Sort Presentation Folders

Oracle Business Intelligence Enterprise Edition: Tree Map View

Oracle Business Intelligence Enterprise Edition: Delayed Dashboard Execution

Oracle Business Intelligence Enterprise Edition: Radio Button Dashboard Prompt

Common Payroll Enhancements

Personal Payment Method Enhancements

Payroll Product Usage by Legislation

Database Item Generation for Flexfields

Automated Submission of Reports and Processes

Batch Loader Support for Additional Objects

Data Loading From a File

Real-Time Reporting on Element Entries and Worker Payroll

Absence Management

Absence Management Setup Framework See Absence Management section for details

Configurable Approval Management See Absence Management section for details

Role-Based Work Areas for Absence Management

See Absence Management section for details

Benefits

Plan Configuration Copy

Flex Credits

New Reminder Messages on Self-Service Enrollment

Integrated Microsoft Excel Workbook for

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Available

End User Action

Required


Required


Variable Rate Data Upload and Association to Standard Rates

Standard Rates Duplication

Compensation

Delivered Eligible Salary Proration Fast Formula

Workforce Compensation Approval Analytics Enhancements

Workforce Compensation Promotion Analytics Enhancements

Workforce Compensation Enhancements

Third-Party Recruitment Integration with Individual Compensation Plans and Base Pay

Compensation Surveys

Configuration Workbench

Dynamic Hierarchy Viewer

Global Human Resources

Add Pending Worker User Interface Changes

Interactive Convert Pending Worker Process

Mass Assignment Changes

Manage Person Name Styles

Portrait Employment Card

Primary Contact Flag

Portrait Card Display Enhancements

Vacancies and Requisitions in Organization Chart

Employment Processes in Three-Tier Model Enhancements

Line Manager Handling Enhancements

Department Extensible Flexfields in Portrait

Read-Only Improvements for Manage Person, Manage Employment, and Checklists

Worker and Line Manager Assigned As

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Available

End User Action

Required


Required


Performers

Uniquely Identify an Allocated Checklist

Performer Changes Allowed when the Task is Yet To Be Submitted

Unified Notification to Performer and Owner

Exception Scenario Support for Invalid Performers

HCM – Taleo Recruiting Cloud Service Integration

Global Payroll

Mobile Payslip

Net-to-Gross Processing

Third-Party Payment Enhancements

Country Selection for Implementation

Global Payroll Interface

New Report and Enhancements

Goal Management

Approval Enhancements

Matrix Management Enabled for Goals

Completed Goals Editing

Extensibility Uptake for the Add Goals Dialog

Database Items for Fast Formula

Spreadsheet Loader Enhancements

Mass Assign Goals Enhancements

Goal Plan Management Enhancements

Goal Assignment Scheduled Processes

Network at Work

Oracle Social Network Follow Action Integration

Worker Profile Updates Published to Oracle Social Network Person Wall

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Available

End User Action

Required


Required


Network at Work Setup Enhancements

Social Feature Deprecation

Performance Management

Task Management Enhancements

Bulk Processing of Administrative Tasks

Approval Enhancements

New Database Items

Oracle Transactional Business Intelligence Enhancements

New Audit Features

Profile Management

Simplified UI to View Skills and Qualifications Data

Audit Enablement

Manage Talent Profile Task Added to the Person Management Work Area

Talent Profile Summary Enhancements

Highest Education Level Content Type

Taleo Recruiting Cloud Service Integration with Profile Management

Profile Management Setup Tasks - Alternate Navigation

Writing Assistant

Talent Review and Succession Management

Succession-related Data in the Simplified UI

Succession Plan and Talent Review Management from the Organization Chart

Streamlined Succession Plan Creation

Succession Plan Access Controls

Succession Plan Reporting

Talent Pool Collaboration

9



Available

End User Action

Required


Required


Succession Planning Data Audits

Experience and Qualifications Content Editing Support from Talent Details Dialog

Optimized Names Display on the Talent Review Dashboard

Review Action Plan Page Enhancements

Time and Labor

Calendar-Based Time Entry

Configurable Time Card Entry

Delivered Validations

Real Time Configurable Rules

Configurable Time Card Approval Rules

Time Transfer

Managing Project Time Entries with Project Costing

Payment of Time Entries with Global Payroll

Shared Time Entry with Absence Management

Workforce Management

Configurable Application Interface

Simplified Calendar Interface

Business Process and Transactions Perform Without Interruptions

Common User Interfaces

Workforce Modeling

Workforce Modeling Work Area

Model Management

Hierarchy Modeling

Vacancy Opening Modeling

Impact Analysis

Model Approval

Workforce Reputation Management

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Available

End User Action

Required


Required


Profile Locations Viewer to Search and Review Skills

New Social Connector for XING

Country Extensions

Australia

Automatic Calculation Card Creation for New Hire

Payment Methods

China

Payroll Data Interface Report for State-Owned Enterprises

Bulk Upload Personal Deduction Information

Automatic Deduction Card Association with Tax Reporting Unit and Term for New Hire

France

Legal Reporting: Disability Report

Legal Reporting: Manpower Movement Report

Germany


Hong Kong


Payment Method

India


Payment Method

Kuwait

Automatic Calculation Card Creation for Termination

Payroll Reporting: Payslip

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Available

End User Action

Required


Required


Statutory Reporting: Report 55 – Detailed Salary Statement

Statutory Reporting: Report 168 – Monthly Movements

Netherlands


Saudi Arabia


Statutory Reporting: GOSI Form 4


Singapore


Switzerland

Organization Data Capture

Person and Employment Template

United Arab Emirates

Statutory Reporting: Form 6 - Insured Details - Private Sector

Statutory Reporting: Form 7 - Monthly Movements

United Kingdom


Legislative/Budget Changes

United States

Third-Party Quarterly Tax Filing

End-of-Year Payroll Results Archive

Check Payment Generation

Electronic Funds Transfer Verification Report

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Available

End User Action

Required


Required


PA Act 32 Tax Calculations

HR Legislative Reports Field Data Capture

US Wage Basis Rules

W-4 Data Entry for Federal and States that Follow Federal

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HCM COMMON FEATURES

The following HCM common features include enhancements for Release 8:

HCM Extracts

Oracle Transactional Business Intelligence

Payroll

HCM EXTRACTS ENHANCEMENTS

Use HCM Extracts for archiving, reporting, and as an outbound interfacing tool. The Data Exchange work

area allows you to perform tasks related to inbound and outbound interfaces, which allows exchange of

data between different HR systems. Inbound data exchanges are accomplished through loaders and

outbound data exchanges are accomplished using extracts.

USER FRIENDLY TERMINOLOGY

With this release, new business-user friendly terminology is being introduced for some of the

extract components. For example, block is now called data group, data element is now called

attribute, and block link is now called data group connection. These improvements enable

business users to more easily understand the extract components and their usage.

EXTRACTS MANAGEMENT USING LOGICAL STEPS IN NEW SIMPLIFIED INTERFACE

Use the new simplified user interface to manage extracts using the following steps:

1. Define: Create the extract name and its parameters.

2. Design: Design the extract structure using data groups (blocks), records, attributes (data

elements), data group connections (block links), and filter criteria. Easily manage and

validate data group and attribute connections.

3. Deliver: Define the delivery options.

4. Validate: Export the XML schema definition file to use when you define BI Publisher

template and report, and compile the fast formula asynchronously.

The simplified user interface logically groups the various stages of the extract definition to help

you move through the definition in a guided manner.

The previous desktop user interface still exists and you can create or maintain an extract using

either user interface. Whether you create an extract using the professional user interface or the

simplified user interface, you can manage that extract in either interface. You have the ability to

switch between the simplified and the desktop user interface without the need to migrate data

or perform any additional steps. Using the simplified user interface, you can manually create

data group (block), record, attributes (data elements).

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You can use the simplified user interface for simple to medium complexity extracts, and use the

desktop user interface for any type of complexity.

The following screen capture illustrates the new simplified user interface. The four icons at the

top of the page depict the four logical steps:

STEPS TO ENABLE

There are no steps necessary to enable this feature.

LOOKUPS LINK TO PARAMETERS MORE EASILY WHILE CREATING EXTRACTS

You can now link lookups to parameters when you create an extract. You no longer have to

access separate pages and steps to link lookups to parameters.

Earlier you had to make this linkage in the Refine HCM Extracts page while now this step can be

performed in the extracts page itself.

STEPS TO ENABLE


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QUICKLY FIND DATABASE ITEMS IN A HIERARCHY

You can find key database items (DBIs) quickly using the HCM Data Objects tree. It displays the

key DBIs based on the selected extract type and organizes them into a hierarchy for easy

viewing and searching. DBIs are grouped into folders such as Worker, Person, Contacts, and

Assignment, which makes it easier for you to identify or select the required DBI.

You can access and search for DBIs that are not available in the HCM Data Objects hierarchy

using the Extracts Attributes section.

STEPS TO ENABLE


SIMPLIFIED EXTRACTS USER INTERFACE WITH DRAG AND DROP

The new, simplified Extracts user interface allows for a bottom-up approach, rather than a top-

down approach. You can drag and drop DBIs from the HCM Data Objects tree to the extract

definition to automatically create the necessary data group, record and data group connection.

The application automatically connects DBIs that commonly exist in both data groups. You can

review these connections that are created automatically and make changes, if required.

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The following screen capture illustrates the new drag and drop area and the HCM Data Objects

tree:

If you require additional DBIs that are not listed in the hierarchy, double-click on the record and

search in the Extract Attributes section. After identifying the required DBIs, you can proceed to

design the remaining structure of the extract.

STEPS TO ENABLE


FAST FORMULAS COMPILE ASYNCHRONOUSLY

You can now generate and compile fast formulas while performing other tasks at the same time.

Previously you could not perform other actions while the formula was compiling.

STEPS TO ENABLE


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RELEVANT FIELDS GROUPED TOGETHER

You can view the fields that are relevant to your needs by navigating to the relevant category.

Use the basic category for all mandatory or frequently used fields and use the advanced

category for all non-mandatory or non-frequently used fields located in the properties section.

STEPS TO ENABLE


NEW EXTRACTS MANAGEMENT LANDING PAGE

You can use the new landing page to view search results in a more visual format, rather than the

traditional table representation. You can access more information with additional details and

links, and preview the extract hierarchy without navigating away from the page.

STEPS TO ENABLE


DATABASE ITEM GENERATION FOR CUSTOMER-DEFINED FLEXFIELDS

See: Common Payroll Features, Database Items for Flexfields.

NEW MODES FOR CHANGES-ONLY EXTRACT RUNS

You can use the Changes Only option to generate the following changed values in an extract:

Changed values only (ATTRIBUTE mode: Incremental data-new, marked values)

Changed values and its previous values (ATTRIB_OLD mode: Incremental data-new, old,

and marked values)

Changed values and previous values and any parent data group details (BLOCK_OLD

mode: Incremental data-new, old, marked, and parent data group values)

STEPS TO ENABLE


EXTRACTS RECURSIVE SCHEDULING

See Common Payroll Features, Automated Submission of Reports and Processes

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ORACLE TRANSACTIONAL BUSINESS INTELLIGENCE (OTBI) ENHANCEMENTS

Oracle Transactional Business Intelligence (OTBI) is a real time, self service reporting solution offered to

all Oracle Fusion application users to create ad hoc reports and analyze them for daily decision-making.

OTBI provides HR, business executives, and line managers the critical workforce information to analyze

workforce costs, staffing, compensation, performance, talent, succession plans, and worker benefits.

NEW SUBJECT AREAS

The following subject areas have been added to Oracle Transactional Business Intelligence for

Release 8:

Payroll – Element Entries Real Time Subject Area. The Payroll – Element Entries Real Time

subject area supports reporting on worker element entries related to compensation, benefits,

and tax details for earnings and deductions. An element may represent a compensation or

benefit type, such as salary, wages, stock purchase plans, pension contributions, and medical

insurance.

Workforce Management – Documents of Record Subject Area. The Workforce Management –

Documents of Record subject area supports reporting on worker personal documents,

document issuance, and status details.

Workforce Succession Management – Incumbent Plans Real Time. The Workforce Succession

Management – Incumbent Plans Real Time subject area supports reporting on incumbents

named in incumbent succession plans, even if the incumbent is no longer employed. Incumbent

dimensions such as worker, job, department, potential, risk of loss, work requirements, career

preferences, additional profile content including custom profile content, as well as succession

plan details and plan owners are provided in this subject area.

Workforce Succession Management – Job Plans Real Time. The Workforce Succession

Management – Job Plans Real Time subject area supports reporting on incumbents in jobs

specified in job succession plans. Incumbent dimensions such as worker, job, department, as

well as succession plan details and plan owners are provided in this subject area.

Workforce Succession Management – Plan Candidates Real Time. The Workforce Succession

Management – Plan Candidates Real Time subject area supports reporting on candidates in all

succession plans of any type. Candidate details such as person, job, department, candidate

readiness, potential, risk of loss, work requirements, career preferences, succession plan details

and plan owners, and additional profile content including custom profile content are provided in

this subject area.

Workforce Management – Absence Real Time. The Workforce Management – Absence Real

Time subject area supports reporting for Absence Management. This subject area replaces the

existing Absence subject area that is linked to the Absence functionality in Global Human

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Resources. This subject area supports the reporting on worker absences, absence notification,

and approval.

STEPS TO ENABLE

There are no steps necessary to enable these features.

CHANGES TO SUBJECT AREAS

The following changes were made to existing subject areas:

New Position Hierarchy. The Position hierarchy dimension has been added to the HCM subject

areas. This dimension supports reporting based on the position hierarchy. The subject areas that

have the Position dimension have been enhanced to add the Position Hierarchy.

Performance 360 Feedback and Rating Comments. The Performance Rating Real time subject

area was enhanced to add the following dimensions:

Performance Document Participant

Document and Rating Details

Questionnaire Question

This enhancement allows analysis on the ratings, rating comments, and questionnaire feedback

provided by the worker, manager and additional participants. Participants who did not provide

feedback can be included in the analysis.

Worker Payroll dimension. The Worker Payroll dimension allows reporting such as worker

payroll, payroll frequency, start and end dates. The Worker Payroll dimension is available in the

following subject areas:

Worker Assignment Real Time

Worker Assignment Event Real Time

Work Relationship Real Time

Employment Contract Real Time

All Profile Content in Talent Review. The All Profile Content dimension was added to the Talent

Review Meeting Real Time subject area. It contains profile data for any content in the

reviewee’s person profile, including custom content. A report designer would use the person

profile type definition to interpret the dimension attributes and build analysis on profile data for

the reviewee.

Synchronize Common HR Dimensions. The following common HR dimensions are now available

across all HCM subject areas except Person Real Time. These additions add more flexibility in

constructing queries that span more than one subject area.

Time

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Business Unit

Assignment Manager

Job

Department

Grade

Position

Worker Location

Worker Legislation

The Worker dimension was added to all HCM subject areas, including the Person Real Time

subject area.

The Legal Employer dimension was added to all HCM subject areas except:

Person Real Time

Workforce Goals – Goal Alignments Real Time

Workforce Goals – Goal Tasks Real Time

Workforce Goals – Target Outcomes Real Time

Workforce Performance – Performance Task Status Real Time

Workforce Succession Management – Incumbent Plans Real Time

Workforce Succession Management – Job Plans Real Time

Workforce Succession Management – Plan Candidates Real Time

Workforce Talent Review – Talent Review meeting Real Time

Person Real Time – Worker dimension. The Workforce Management – Person Real Time

subject area has been enhanced to include the Worker dimension. This enhancement allows the

Person Real Time subject area to join with the other HCM subject areas using the Worker

dimension.

Expanded Worker Dimension - Additional Assignment Attributes. The Worker dimension has

been enhanced to add additional Assignment attributes as below. This expanded worker

dimension is available across all HCM subject areas.

Assignment Name

Assignment Number

Retirement Age

Retirement Date

Assignment Status Type

Assignment Type

Assignment Start Date

Assignment End Date

System Person Type

Employee Category

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Employment Category

Primary Assignment Flag

Manager ID

Last Updated Date to Goal Status. The Last Updated Date attribute has been added to the Goal

Status Overview subject area. This attribute helps to report on the date on which the goal status

was changed, or the actual and target completion dates were modified etc.

Eligibility attribute in Workforce Performance. A new Eligibility attribute was added to the

Workforce Performance subject areas:

Performance Document Status Real Time

Performance Rating Distribution Real Time

Performance Rating Real Time

Performance Task Status Real Time

The Eligibility attribute allows the users to report or filter the results by the eligibility status of

the performance document for the employee.

STEPS TO ENABLE


KEY RESOURCES

For more information about subject areas, see the Oracle Transactional Business Intelligence

User’s Guide.

EXTENSIBLE FLEXFIELDS (EFFS)

In addition to the available descriptive flexfields that are enabled for use with BI, several

extensible flexfields have been enabled for use with BI. The following EFFs related to job,

location, position, and person are available to be extended to OTBI:

PER_ASSIGNMENT_EIT_EFF

PER_JOBS_EIT_EFF

PER_JOBS_LEG_EFF

PER_LOCATION_INFORMATION_EFF

PER_LOCATION_LEG_EFF

PER_ORGANIZATION_INFORMATION_EFF

PER_PERSON_EIT_EFF

PER_POSITIONS_EIT_EFF

PER_POSITIONS_LEG_EFF

PAY_ELEMENT_INFORMATION_EFF

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STEPS TO ENABLE

To be able to view extensible flexfields in BI, you must perform the following tasks:

Enable the EFF for use with BI

Run the Import Oracle Fusion Data Extensions for Transactional Business Intelligence

process

To enable the EFF for use with BI:

1. From the Navigator, select Setup and Maintenance.

2. Locate the All Tasks tab, and enter Manage Extensible Flexfields in the Name field.

3. In the row for the Manage Extensible Flexfields task, click Go to Task.

4. On the Manage Extensible Flexfields page, enter the code for the EFF that you want to

enable for BI in the Code field.

5. Select the row for the EFF and click the Edit button.

6. Select the desired EFF and click Edit to navigate to open the Edit Extensible Flexfield

page.

7. Select the desired category. The category contexts are populated automatically.

8. Click Manage Contexts to open the Manage Contexts page.

9. Search for the desired context and click Edit to open the Edit Context page.

10. Select the desired segment and click Edit to navigate to open the Edit Segment page

11. The BI enabled flag is at the bottom of the Edit Segment page. Make sure the BI Enabled

check box is checked to enable the segment for BI.

12. Click Save.

To run the Import Oracle Fusion Data Extensions for Transactional Business Intelligence process:

1. From the Navigator, select Scheduled Processes.

2. On the Scheduled Processes page, click Schedule New Process.

3. In the Name field in the Schedule New Process window, enter Import Oracle Fusion

Data Extensions for Transactional Business Intelligence.

4. Click OK.

5. In the process details window, select how you want to run the process, and click Submit.

6. After the process completes, you will be able to see the extensible flexfield in the

subject area to which the extensible flexfield belongs.

TIPS AND CONSIDERATIONS

After enabling the extensible flexfield for use with BI, ensure that this flexfield already contains

data.

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KEY RESOURCES

For more information about flexfields and Oracle Transactional Business Intelligence, see the

Oracle Fusion Transactional Business Intelligence User’s Guide.

ORACLE BUSINESS INTELLIGENCE ENTERPRISE EDITION: SORT PRESENTATION FOLDERS

A new option is available in the Answers Editor to sort the Presentation Folders in the subject

areas. Valid options for user preference are ascending, descending, and the default out of the

box order. Saved order can also be defined in a new option in My Account -> Preferences as the

default subject area sort order.

The following screen captures illustrate this feature:

STEPS TO ENABLE


ORACLE BUSINESS INTELLIGENCE ENTERPRISE EDITION: TREE MAP VIEW

A new Tree Map view type is available in Answers. The tree map displays hierarchical (tree-

structured) data as a set of nested rectangles. It correlates data patterns with color and size.

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This will help you easily spot patterns in limited space. Hovering around the boxes representing

the grouping will display the respective measure values.

The following screen capture illustrates this feature:

STEPS TO ENABLE


ORACLE BUSINESS INTELLIGENCE ENTERPRISE EDITION: DELAYED DASHBOARD

EXECUTION

A new option to defer the display of the dashboard is provided. The Prompt before opening

check box is provided at the page levels of the dashboard. If this option is selected for the

dashboard page, a message is displayed on the page prompting you to continue with running

and display of reports or not. You can either continue to run the report or cancel the running of

the reports.

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The following screen capture illustrates this feature:

The following message appears before the dashboard displays: Opening this dashboard page

may take a while. Click Continue if you want to open this page.

STEPS TO ENABLE


ORACLE BUSINESS INTELLIGENCE ENTERPRISE EDITION: RADIO BUTTON DASHBOARD

PROMPT

Dashboard prompt type Radio Buttons orientation can now be configured. A new Dashboard

prompt type, Radio Buttons Layout, is available to specify radio button orientation, Vertical or

Horizontal.

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The following screen captures illustrate this feature:

Vertical alignment of radio buttons:

Horizontal alignment of radio buttons:

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STEPS TO ENABLE


COMMON PAYROLL ENHANCEMENTS

This section describes new features that are relevant to all customers who use payroll features such as

elements, formulas, payroll definitions, and database items, even if you don’t use Global Payroll.

PERSONAL PAYMENT METHOD ENHANCEMENTS

On the simplified Manage Payment Methods page, employees can now easily manage their

payroll payment details to indicate how to distribute their pay.

They can define the amount or percentage of payments to be paid by each payment method.

If they have specified multiple bank accounts, they can easily swap the order to prioritize

payments to a specific account.

They can indicate the default payment method for any remaining payroll payments not

allocated to a specific bank account by assigning the lowest processing order to that method.

They can now delete any payment records that they no longer need, such as bank accounts that

they have closed.

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In this example, the first $200 of salary payments are paid to the savings bank account. Any

remaining payroll payments are paid to the joint bank account.

STEPS TO ENABLE

To enable users to manage their personal payment methods, the security manager must

regenerate data roles to update the data security profiles. Repeat these steps for each data

role that inherits the Employee abstract role.

To regenerate a data role:

1. In the Setup and Maintenance work area, search for the Manage Data Role and

Security Profiles task and click Go to Task.

2. Search for the role to be regenerated.

3. In the search results, select the role and click Edit.

4. Click Next.

5. On the Assign Data Role: Security Criteria page, click Review.

6. On the Assign Data Role: Review page, click Submit.

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PAYROLL PRODUCT USAGE BY LEGISLATION

Administrators can use the Manage Payroll Product Usage task to select the correct payroll

product for each legislation, which ensures that payroll-related features work correctly. This

task replaces the Payroll License action parameter, which was maintained on the Manage

Payroll Process Configuration page in earlier releases.

IMPORTANT: You must set the payroll product usage before you create elements for the

legislation to ensure that the correct element templates are used. In some countries, such

as the US, you must also set the payroll product usage before you hire employees to ensure

that the appropriate statutory deduction (withholding) cards are created.

STEPS TO ENABLE

During the upgrade, the payroll product usage is set automatically based on other

information, including:

The setting of the Payroll License action parameter, which in previous releases you

set on the Manage Payroll Process Configuration page.

The seeded status of each legislation.

The existence of a legislative data group for each legislation.

You can check and update the payroll product usage for your legislations:

1. Search for the Manage Payroll Product Usage task in the Setup and Maintenance

work area.

2. Click Go to Task.

3. In the Selected Payroll Product column:

Select Payroll for any legislation where you are using or planning to use Global

Payroll.

Select Payroll Interface for any legislation where you are using or planning to

use Global Payroll Interface.

Ensure that the setting is blank for any legislation where you aren’t using either

of these payroll products.

4. Click Save, and then click Done.

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KEY RESOURCES

For more information on the impact of the payroll product usage selection, go to

Applications Help, Payroll Product Usage: Critical Choices topic.

For a worked example of selecting the usages, go to Applications Help, Setting

Payroll Product Usage for Legislations: Worked Example topic.

DATABASE ITEM GENERATION FOR FLEXFIELDS

Users can now generate database items for information held in flexfields. You require

database items to include the flexfield information in:

HCM Extract reports

Business intelligence reports

Formulas

You can configure flexfields to capture any additional information required to meet your

business requirements, such as your payroll costing account details or an employee’s shirt

size.

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STEPS TO ENABLE

To enable users to run the Generate Database Items process, the security manager must

regenerate data roles to update the data security profiles. Repeat these steps for each data

role that inherits the Payroll Manager, Payroll Administrator, and Payroll Coordinator job

roles.


1. In the Setup and Maintenance work area, search for the Manage Data Role and

Security Profiles task and click Go to Task.



4. Click Next.



Users can generate database items for registered flexfields by running the Generate

Database Items process from the Submit a Process or Report task in the Payroll Checklists or

Payroll Calculations work area.


Skip the legislative data group parameter so that the process generates database

items for use by any legislative data group.

You can generate database items for all flexfields or for one flexfield.

If you make changes to a flexfield’s context and segments, resubmit the Generate

Flexfield Database Items process. The process deletes and regenerates the database

items.

32

If you specified a legislative data group when you originally generated the database

items, select the same legislative data group to regenerate the items.

Be sure to recompile any formulas using these database items.

KEY RESOURCES

For more information about flexfields and database items, go to Applications Help,

Generating Flexfield Database Items: Explained topic.

For a worked example of configuring a flexfield and generating database items for

it, go to Applications Help, Generating Flexfield Database Items: Worked Example

topic.

AUTOMATED SUBMISSION OF REPORTS AND PROCESSES

Payroll managers and coordinators can now automate the submission of payroll flows,

including reports and processes. They can schedule a flow to run:

Once, by selecting a date

On a recurring basis, by selecting:

Predefined frequencies such as daily, weekly, or monthly

A user-defined formula, such as one that defines flow scheduling rules to

run on weekdays but not on weekends

Using the Submit a Process or Report task on any of the payroll work areas, users specify

scheduling details on the Schedule page when they submit a flow, report, or extract process.

They can specify a start date and time. For example, to optimize processing they might

schedule an archiving process to start after normal working hours but end before the start

of the nightly process to back up the enterprise's servers.

33

When the application submits the next occurrence of a flow at the scheduled time, the

application uses the same parameters as the ones originally specified and resets the dates

appropriately. The date parameter defaults to the system date. For the delivered extracts,

processes, reports, and payroll flows, parameters derived from the defaulted date

parameter are automatically incremented. For example, if you schedule a gross-to-net

report to run monthly for a monthly payroll, the application uses the same parameters you

initially entered for the payroll name, payroll statutory unit, and consolidation group, but

increments the process end date. The submitted report covers the payroll period that

corresponds to the incremented end date.

STEPS TO ENABLE

There are no steps necessary to enable this feature. However, if users want to define a

special flow scheduling rule, they must create a formula using the Flow Schedule formula

type before they can schedule the flows.

34


If you change a flow scheduling formula, you must cancel and resubmit any flows

that are scheduled with that formula, to reflect the changes.

If you create your own flow pattern and want to automate its submission on a

recurring basis, specify the following values for the effective date parameter in the

flow pattern:

Context Binding for the parameter basis

System Date for the basis value

Setting these parameters ensures that the application increments the date fields

appropriately on each automatic resubmission of the flow.

KEY RESOURCES

For more information about scheduling reports and processes, go to Applications

Help, Scheduling Flows: Explained topic.

For more information about creating formulas to define flow scheduling rules, go to

Applications Help and review the following topics:

Creating a Daily Schedule for a Payroll Flow that Skips Weekends: Worked

Example

Flow Schedule Formula Type

BATCH LOADER SUPPORT FOR ADDITIONAL OBJECTS

The payroll batch loader now supports:

The migration of elements and formulas between environments or legislative data

groups using the Create Batch for an Object process.

The creation, update, and deletion of elements, formulas, and payroll definitions.

However, it’s recommended that you create elements and formulas using

the Manage Elements and Manage Fast Formulas pages, then migrate them

using the Create Batch for an Object process.

The creation and update of user-define tables.

The creation and deletion of costing setup details for all levels of the costing

hierarchy.

The batch loader workbooks are a fast way to upload batches of data. You enter data in the

workbooks, save the workbooks to load data into staging tables, then transfer the batch

into live HCM tables.

For example, you can download elements and formulas from your test environment into a

batch using the Create Batch for an Object process.

35

When the process completes, you can view the batch in the batch loader workbook. Then

you can create a batch in your target environment and copy and paste the lines from your

downloaded batch to the new batch.

STEPS TO ENABLE

There are no steps necessary to enable these features. To use the batch loader workbooks,

users must install Oracle ADF Desktop Integration for Excel on their desktops.

36

Users can run the Create Batch for an Object process using the Submit a Process or Report

task in the Payroll Administration work area. They can open the batch loader workbooks

using the Batch Loader task in the same work area.

KEY RESOURCES

For more information about using the batch loader, go to Applications Help, Payroll

Batch Load Process: Explained topic.

For instructions on migrating elements and formulas, and for other information

about loading data, refer to the technical essay Loading Data using Payroll Batch

Loader (doc ID 1590004.1) on My Oracle Support.

For setup information, go to Applications Help, Setting Up Oracle ADF Desktop

Integration for Excel: Points to Consider topic.

DATA LOADING FROM A FILE

Using the new Load Batch from File flow, users can load data from a file, such as an XML or

comma-separated file, to the payroll batch loader staging tables. Then they can use the

Transfer Batch flow to move the data from the staging tables to the live tables. This feature

is useful when you have exported data, such as time card entries, from a third-party

application and want to load it into payroll tables.

Users can submit the flow in the Payroll Administration or Payroll Checklist work areas. They

specify:

A batch name – the batch is created if it doesn’t already exist

A transformation formula, which defines the rules for:

How to read the source file

How to transform and convert the data before mapping it to the HCM batch

objects

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After submitting the flow, users can view the tasks in the checklist.

The flow comprises three tasks:

Upload File – A manual task to specify the file containing the data.

Load Batch – An automatic task to create and populate the batch, which runs when

the file is uploaded.

Verify Batch – A manual task to open the batch in a worksheet and check the

contents before transferring to the live tables.

STEPS TO ENABLE

Before users can use the Load Batch from File flow, administrators must create a formula of

type Batch Loader to specify the required data transformation and mapping.

To verify the batch in a worksheet before transferring the data, users must have installed

Oracle ADF Desktop Integration for Excel on their desktops.

KEY RESOURCES

For more details about the formula and flow, refer to the technical essay Loading

Data using Payroll Batch Loader (doc ID 1590004.1) on My Oracle Support.

For setup information, go to Applications Help, Setting Up Oracle ADF Desktop

Integration for Excel: Points to Consider topic.

REAL-TIME REPORTING ON ELEMENT ENTRIES AND WORKER PAYROLL

Oracle Transactional Business Intelligence provides a new Payroll – Element Entries Real

Time subject area. You can use it to report on worker element entries, such as

compensation, benefit, or taxation details for earnings and deductions.

38

You can also use the new Worker Payroll folder to include the name of the employee’s

payroll, such as Weekly Payroll, on your business intelligence analyses. The Worker Payroll

dimension is available in the following Workforce Management subject areas:

Worker Assignment Real Time

Worker Assignment Event Real Time

Worker Relationship Real Time

Employment Contract Real Time

You can create and view analyses in the Reports and Analytics work area.

39

STEPS TO ENABLE


KEY RESOURCES

For more information about subject areas, see the Oracle Transactional Business

Intelligence User’s Guide.

40

ABSENCE MANAGEMENT

Absence Management is a configurable and flexible global solution that enables organizations to

manage absences of their workforce. The framework provides ability to define both complex and

diverse absence plans. It integrates with the Global Payroll and Time and Labor products. There are

dedicated work areas for the roles of Administrator and Employees. Simplified user interface is provided

for employees’ absence data entry.

IMPORTANT: For customers either live or implementing Absence Management Pre-Release 8, please

stay tuned for a Strategy/Development hosted webinar in the next month, to learn more about the

upgrade process for Absence Management and the options available to you. Your organization will be

contacted directly to attend.

ABSENCE MANAGEMENT SETUP FRAMEWORK

Absence Management provides the framework to easily set up occupational sick plans, occupational

maternity plans, and vacation plans, as well as accrual, qualification, and non-balance type plans. You

can specify accrual calculation rules using the matrix method or Fast Formulas. Create and attach

eligibility profiles to govern employees’ participation in the plans.

You set up Absence Management for your enterprise using these components:

Absence types, to describe the nature of an absence

Absence plans, to define absence payment rules and time accrual rules

Absence reasons, to describe an absence request in greater detail

Action items, to define documentation and timeliness rules to authorize an absence

Absence categories, to group absence types for reporting and analysis

41

Advantages:

Highly configurable

Integrates with other products

Provides framework for third-party extract

CONFIGURABLE APPROVAL MANAGEMENT

While defining each absence type, you can configure approvals differently for the roles of employee,

line manager, and administrator.

42

You can configure absence types to:

Enable or disable approvals for all absence submissions

Enable approvers to escalate approval of an absence request to a higher level in the approval

hierarchy

Calculate accruals for confirmed absences only

Advantage:

Provides easy-to-configure approval rules for absence requests

ROLE-BASED WORK AREAS FOR ABSENCE MANAGEMENT

Workers can enter absence time in the calendar. To ease data entry, the calendar renders according to

the type of absence being scheduled and shows all scheduled absences. Analytics present summary

information. Workers can also enter absence time in the Time work area, where they can search for,

view, and update absences, and view balances.

Human resources (HR) specialists and absence administrators can use the Person Management work

area to review and update employee plan enrollment, balances, adjustments, and accrual calculations.

HR specialists and administrators can also use the Absence Administration work area to maintain

absence types, plans, reasons, certifications, categories, repeating periods, and eligibility profiles, and

schedule and monitor absence processes.

43

WORKER ROLE

ADMINISTRATIVE ROLE

Advantage:

Role based work areas ensure all the necessary tasks are together.

44

BENEFITS

Benefits is a complete, configurable, and flexible global solution that enables organizations to

successfully evolve and adapt to the unique requirements of their workforce. Use Benefits to create

appropriate benefits solutions, from simple plans for the entire workforce to highly complex plans that

selectively provide different segments of the workforce with specific benefit packages. The delivered

self-service enrollment presents participants with an intuitive process that guides them through eligible

benefit elections with helpful contextual information and embedded analytics.

PLAN CONFIGURATION COPY

You can export a program, a plan not in program, or an eligibility profile from one environment and then

import it into other environments and to the same or different enterprises in the same environment.

You can create plan objects during the import, including adding prefixes, suffixes, or both to object

names, or reuse objects that exist in both the source and destination environments. You can also map

third-party objects, such as HR and payroll objects, between environments.

After the import completes, you can review the imported plan configuration using a graph to visually

identify any discrepancies between the number of source and destination objects. Click the relevant bar

to view details about the source and destination objects and identify which source objects were

imported.

Access the Export Plan Configuration and Import Plan Configuration tasks in the Setup and Maintenance

or Plan Configuration work area.

45

Advantages:

Ability to mass upload of plan design objects to bring down implementation times.

Ability to copy plan design from test to production instances. Useful for Benefits Service

providers.

Ability to copy plan design from one instance to another during Conference Room Pilots and

demos.

STEPS TO ENABLE


KEY RESOURCES

For more information about exporting and importing plan configurations, including lists of the items

included and excluded in the export process, go to Applications Help for the following topics:

Export Plan Configuration for Benefits: Explained

Import Benefits Plan Configuration: Explained

FLEX CREDITS

The concept of flex credits and cafeteria-style offerings – wherein employers allocate monetary funds

for workers to use towards the purchase of specific benefits -- is common world-wide. In the United

States this is permitted under Section 125 of ERISA.

Benefits administrators can now configure and administer flex credits for their enterprise.

Administrators can configure flex credit pools at the program level, plan-in-program level, and option-in-

plan-in-program level. When participants enroll in the benefit offering associated with a pool, they can

46

spend the calculated credits provided by that pool towards purchase of benefit choices that were

configured as spending options. Credits that remain after enrollment can be disbursed as cash,

transferred to any configured rollover plans, or forfeited depending on the configuration.

A guided process in the Plan Configuration work area enables administrators to create the flex credit

plan and make the following configurations:

Select plan years and attach programs.

Create rates to store the total flex credit value offered to the participant and the excess credit

amount.

Configure the method to calculate the credit value.

Add rates of spending options that must deduct from the credit pool on enrollment.

Define rules to handle treatment of excess credits after enrollment.

Participants can choose higher coverage and more expensive plans than what the flex credits program

covers; they can pay for the remaining costs themselves depending on the configuration of the flex

credit plan.

Existing tasks were updated with the following functionality to support the flex credit configuration:

Administrators can indicate a standard rate as a rollover rate that accepts flex credits.

A flex credits ledger is now available on the Enrollment Results page.

On the Create or Edit Program page, administrators can now indicate that a program belongs to

the flex-credits type or flex-credits-plus-core type.

On the Create or Edit Plan Type page, administrators can configure a plan type for flex credits

usage.

On the Edit Benefits page, participants can view the flex credit usage summary on each guided

process step during enrollment.

On the Benefits Overview page, participants can view a summary of provided credits, used

credits, rolled over credits, credits received as cash, and forfeited credits.

When a participant enrolls in a benefit offering that has flex credit calculations and benefit pool defined,

the total credit value is transferred to payroll through a single element and input value. A third-party

payroll provider can extract this element. The deduction elements also transfer separately to Global

Payroll. Based on the total credits, Global Payroll increases gross earnings, and then decreases earnings

by any pretax deduction elements.

47

FLEX CREDITS CONFIGURATION

48

ENROLLMENT RESULTS

Advantages:

Manage a program design where the employer can provide a monetary allowance towards the

selection of benefits.

Increase employee satisfaction by enabling employees to select a benefit plan that suits their

needs, instead of a one-size-fits-all approach.

Configure US ERISA Section 125 style flex programs.

Configure UK net credits offerings.

STEPS TO ENABLE

Follow this sequence to create a flex credit offering:

1. Use the Manage Benefit Program Details task in the Plan Configuration work area to create a

program of type Flex credits or Flex credits plus core.

2. Create the rest of the benefit objects, such as plan type, plans-in-program, options-in-plan-in-

program, rollover rates, and elements in the Plan Configuration work area.

3. Use the Manage Flex Credits Configuration task to create a flex credit shell plan and associate

with it the flex program.

49

RESOURCES

For more information about flex credits, go to Applications Help for the following topics:

Flex Credit Offerings: Overview

Flex Credit Shell Plan Components: How They Work Together

Flex Credit Shell Plan Configurations: Examples

Creating a Flex Credit Shell Plan: Worked Example

Enrollment Modes for Flex Credit Shell Plans: Explained

Cash Disbursals and Rollovers of Excess Flex Credits: Explained

NEW REMINDER MESSAGES ON SELF-SERVICE ENROLLMENT

Using the Manage Self Service Configuration task in the Plan Configuration work area, you can now

indicate whether to display two new warnings:

Indicate whether to warn participants after they click the Change Benefit Elections button, to

first verify that their contact records are accurate before starting enrollment as they cannot add

new contacts after they start.

Indicate whether to warn participants to select dependent or beneficiaries for designation

before moving to the next step in the guided flow. For plans that are configured to offer

dependent or beneficiary designations and specify a minimum designation, the warning directs

participants to select an offering and then scroll down to the designation section.

STEPS TO ENABLE

There are no steps necessary to enable these features. Use the Manage Self Service Configuration task

in the Plan Configuration work area to indicate whether to display these two new warnings.

INTEGRATED MICROSOFT EXCEL WORKBOOK FOR VARIABLE RATE DATA UPLOAD AND

ASSOCIATION TO STANDARD RATES

Now you can create variable rates by defining variable rate profiles and associating them with standard

rates using the integrated Microsoft Excel workbook. Using this single integrated workbook, you can

create and upload multiple variable rate profiles, associate uploaded and existing profiles with existing

standard rates, and upload the standard rate changes into the application database.

To generate the workbook, use the Manage Benefit Rates task in the Plan Configuration work area. In

the Variable Rate Profiles tab search results, click Prepare in Workbook.

50

Advantages:

Upload new variable rates quickly during a new implementation.

Update variable rates quickly for annual open enrollment rate changes.

STEPS TO ENABLE

There are no steps necessary to enable this feature. To upload variable rates, users must install Oracle

ADF Desktop Integration for Excel on their desktops.

KEY RESOURCES

For more information about variable rate data uploads, go to Applications Help, Managing Variable

Benefit Rates in the Integrated Workbook: Explained topic.

51

STANDARD RATES DUPLICATION

You can now duplicate existing standard rates so that additional legal employers can use them. You can

also elect to copy the variable rates associated with the standard rate, as well as their child objects, such

as variable rate profiles and formulas. Access this new feature using the Manage Standard Rates task in

the Plan Configuration work area.

Advantages:

Create the rate once and use this duplicate feature for multiple legal employers to save time.

Copy the variable rates associated with the standard rate, as well as their associated objects,

such as variable rate profiles and formulas.

STEPS TO ENABLE


KEY RESOURCES

For more information about benefits standard rates, go to Applications Help, Benefit Standard

Rate Creation Methods: Points to Consider topic.

For more information about duplicating existing rates, go to Applications Help, How can I use

existing rates for additional legal entities? topic.

52

COMPENSATION

Compensation enables your organization to plan, allocate, and communicate compensation using the

most complete solution in the market. Make better business decisions using embedded analytics and a

total compensation view of workers, regardless of geographic location or pay package components.

DELIVERED ELIGIBLE SALARY PRORATION FAST FORMULA

You can use five predefined formulas to configure eligible salary for workforce compensation

components. Copy and create your own version of the formula to calculate the default eligible salary

using one of the following methods:

Daily average

Month end average

Daily average with a 90-day minimum

Daily average that considers full-time equivalent for part-time workers

Daily average for specific job codes

The formulas are available from the Manage Fast Formula page and are of the Compensation Default

and Override type. Search for CMP_ELIGIBLE_SALARY_PRORATION% to view all five.

STEPS TO ENABLE

To create your own version of a formula:

1. In the Setup and Maintenance work area, search for the Manage Fast Formulas task and click Go

to Task.

2. In the Manage Fast Formulas page Formula Types field, select Compensation Default and

Override.

3. Click Search.

4. Open the formula that you want to copy and copy the formula text.

5. Click Create and give the new formula a unique name.

6. Paste the original formula text into the new formula.

7. Modify as required.


Use these formulas as samples for testing purposes only. Copy and create your own version of a formula

for use in your own compensation plans. Modifying the sample formula might provide unexpected

results upon upgrade.

53

KEY RESOURCES

For more information on configuring the eligible salary column, go to Applications Help, Eligible

Salary Column: Explained topic.

For more information on the eligible salary proration formulas, go to Applications Help,

Compensation Default and Override Formula Type topic.

WORKFORCE COMPENSATION APPROVAL ANALYTICS ENHANCEMENTS

The analytics available on the approve tab type are enhanced. You can now export data to Microsoft

Excel, detach the table, freeze columns, and filter the results. A new setup task is available in the

Workforce Compensation plan setup area where you configure the filters you want to use to filter

report results. You can also view worker details from the analytics. Wherever there is a count of workers

displayed, you can drill into the number to view the details of the workers who make up that count.

The Allocation Statistics, Salary Statistics (previously known as Salary Range Analysis), Target Analysis,

and Performance subtabs now have their own set of second-level subtabs that can be enabled to display

additional analysis. Analysis by country, performance ratings, various salary metrics, worker potential,

and risk of loss are now available to help managers with their approval decisions.

The Configure Worksheet Display task for the approve tab type is also enhanced to support

configurability of these new second-level subtabs.

IMPORTANT: If you chose to upgrade a previously defined plan you should review the configuration of

the new subtabs and columns. The configuration of the existing columns and subtabs is unchanged.

54

STEPS TO ENABLE

There are no steps necessary to enable this feature when you create new plans. However, you must

update pre-Release 8 plans to configure the new second-level subtabs. When you select a tab type on

the Configure Worksheet Display task for an existing plan, you will be prompted to upgrade to the new

tab type.

KEY RESOURCES

For more information about the approvals subtabs, go to Applications Help, Worksheet Tab Types:

Explained topic.

WORKFORCE COMPENSATION PROMOTION ANALYTICS ENHANCEMENTS

The analytics available on the promote tab type are enhanced to be more robust and provide better

promotion calibration assistance. You can now export data to Microsoft Excel, detach the table, and

show more or fewer rows.

Rather than displaying a simple table and graph of workers promoted, you can now enable up to 10

subtabs that group promotions in the following ways.

By team

By country

By business unit

By department

By proposed job

By years in job

By performance management rating

By compensation performance rating

By custom text column 1

Organization averages by manager’s team, department, business unit, and enterprise

The Configure Worksheet Display task for the promote tab type is also enhanced to support

configurability of these new subtabs.

55

IMPORTANT: If you chose to upgrade a previously defined plan you should review the configuration of

the new subtabs and columns. The configuration of the existing columns and subtabs is unchanged

STEPS TO ENABLE

There are no steps necessary to enable this feature when you create new plans. However, you must

update pre-Release 8 plans to configure the new analytics. When you select a tab type on the Configure

Worksheet Display task for an existing plan, you will be prompted to upgrade to the new tab type.

KEY RESOURCES

For more information about the promotion subtabs, go to Applications Help, Worksheet Tab

Types: Explained topic.

For an example of configuring a promotion type tab, go to Applications Help, Worksheet Tab

Types: Examples topic.

56

WORKFORCE COMPENSATION ENHANCEMENTS

The following features are new in Release 8:

WORKFORCE COMPENSATION ACTION HISTORY INCLUDES INFORMATION REQUESTED

Now when a higher manager requests information from a lower manager, the lower manager’s

action history includes the information request record along with the comments from the

higher manager. Previously, no record was shown in the lower manager’s action history when

information was requested.

PLACEHOLDER MANAGERS IN WORKSHEET TREE VIEW

When viewing the worksheet as a hierarchy, placeholder managers are now included in the

hierarchy and their relevant data is also displayed. Placeholder managers are managers not

eligible for compensation but who have workers under them who are eligible. Previously,

placeholder managers displayed in hierarchy view could not be expanded to view the workers

under them.

WORKFORCE COMPENSATION WORKSHEET DEFAULT CURRENCY CONFIGURATION

When setting up a workforce compensation plan, you can now configure the default currency

display. The default currency can be worker local currency, corporate currency or manager

preferred currency. The default currency is effective whenever managers access their

worksheets. Previously, the default currency display was corporate currency.

WORKERS WITHOUT PAYROLLS OR POSITIONS PROCESS WITHOUT WARNINGS

Reprocess or Add New Plan action no longer issues warnings. Previously, warnings were issued

when workers processed did not have payrolls or positions.

57

PAYROLL ELEMENTS MAP TO MORE WORKSHEET COLUMNS

You can now map payroll elements to the following worksheet columns:

Percentage of eligible salary

Target amount and percentage

Target minimum amount and percentage

Target maximum amount and percentage

Worker budget amount and percentage

Eligible Salary

Miscellaneous Rates 1-6

Custom Text Columns 1-115

Custom List Columns 46-50

Compensation Performance Rating

This allows you to post amounts to element entries for more columns when running the

Transfer Data to HR process. Previously, you could only map elements to compensation amount

columns.

CONFIRMATION AFTER TAKING ACTION FROM WORKFORCE COMPENSATION

NOTIFICATIONS

When you approve, reject or take other actions from a notification, you will now receive a

confirmation so you know the action completed successfully. Previously no confirmation

message was provided.

ALTERNATE WORKFORCE COMPENSATION APPROVERS WORKSHEET ACCESS

Alternate approvers can now access the worksheet of the manager whose worksheet they are

approving. Previously, alternate approvers had to be compensation managers or line managers

with the correct security profile to access the worksheets of the managers they need to

approve.

BUDGET POOL DETAILS IN ACTION HISTORY

When publishing or withdrawing a budget, the budget pool name, cycle name, and budget

amount are displayed in the manager’s action history. Previously, this information was not

available in action history so managers had no context for the budget pool being published or

withdrawn.

58

DELIVERED LINE MANAGER REPORTS EXPORT CAPABILITY

Delivered line manager reports can now be exported into a spreadsheet. You can export the

table in the compare groups tab of each report to analyze offline. Previously, reports could not

be exported.

SIMPLIFIED WORKFORCE COMPENSATION NOTIFICATIONS

Delivered notifications are simplified to include only relevant and useful information. All

notifications also include instruction or information text to guide line managers.

MODEL PREVIEW IN FLAT TABLE

The model preview page now displays workers in a flat table and displays additional details as

table columns, which should eliminate performance issues when viewing large hierarchies of

workers. You can search the table using query by example and filter by various views such as all

workers, workers with values, or workers with blanks. Previously, workers were displayed in a

hierarchy and it was not possible to search the table.

MANAGE USER-DEFINED TABLES FROM COMPENSATION WORK AREA

You can now access the Manage User-Defined Tables page from the Compensation work area.

Previously, there was no quick access to this page from the Compensation work area.

BUDGETING, COMPENSATION, AND MODELING PAGES CONFIGURATION

From the Configure Global Settings page, you can now configure the pages and page names

managers can see while managing their compensation plans. You can change the name of the

budget sheet, worksheet, modeling and reporting pages as well as the corresponding task pane

entries. You can hide any of these pages and entries from the task pane. For example, if you do

not use budgeting, you can hide the Budget Pools link from the task pane and all budgeting

pages. You can also set the number of objects to display under each entry in the task pane.

Previously, you could not change the names of or hide any pages or task pane entries.

BUDGET POOLS AND PAGES MANAGER ACCESS

When configuring a budget pool, you can now choose to hide the pool from managers only. This

allows the HR department to manage budgets without giving access to managers. When you

hide a pool from managers, compensation managers can still access the pool from the budget

overview page when acting as proxy. You can create a global model and adjust budgets for

hidden pools. Previously, you could not hide budget pools from managers while still making

them available to professional users.

59

STEPS TO ENABLE


THIRD-PARTY RECRUITMENT INTEGRATION WITH INDIVIDUAL COMPENSATION PLANS AND

BASE PAY

You can use the new Map Third-Party Plans task in the Compensation work area to map third-party

compensation plans and components to individual compensation plans and options in Compensation.

When you convert pending workers to new hires or contingent workers in Oracle Fusion applications,

compensation promised to the pending workers is automatically given to the new hires or contingent

workers for the mapped compensation plans.

The Manage Salary action is now available in the Person Management work area to manage the base

pay of pending workers.

The Add Pending Worker flow now contains compensation sections that allow you to enter salary and

other compensation information.

60

STEPS TO ENABLE


KEY RESOURCES

For more information about third-party plans, go to Applications Help, Importing Data from Oracle

Taleo Recruiting Cloud Service: Explained topic.

61

COMPENSATION SURVEYS

You can import compensation survey data, such as survey supplier, survey jobs, survey job structures,

and compensation survey data, from flat file reports that you obtain from third-party data suppliers. Use

this data to map your internal jobs to survey jobs so that you can analyze your compensation against

that of various markets.

Manage compensation types. Add compensation types required to upload a salary survey into

the repository, if they are not already defined. For example, if your salary survey measures a

compensation type not listed, such as a benefit, then add it and use the new type in with the

Import Survey task

Manage supplier structures.

Supplier information. Add salary survey supplier and salary survey details.

Surveys. Enter surveys for the supplier. For example, specify a professional survey

provided by Hay, or an executive survey provided by Mercer. You can enter more

details for each salary survey, such as coverage and industry. Optionally you can specify

survey content, such as the 50th percentile.

Job structures. Enter job structures including Job Function, Job Family, Career Stream or

Band, Career Level, or Other Level based on the salary survey data that you want to

upload for comparisons.

Job lists. Create survey job lists, associate the survey jobs to job structures like family

function or career band, and associate survey jobs with your internal jobs. You can enter

job list data manually or upload in batch using the integrated workbook.

Import survey data. Import the salary surveys and manage survey data.

STEPS TO ENABLE

There are no steps necessary to enable this feature. To import survey data, users must install Oracle

ADF Desktop Integration for Excel on their desktops.

KEY RESOURCES

For more information about importing survey data, go to Applications Help, Importing Market Data

Using the Integrated Workbooks: Explained topic.

62

CONFIGURATION WORKBENCH

The Enterprise Structures Configurator (ESC) is an interview-based tool to help you think through how to

represent your business in Oracle Fusion applications. It guides you through an interview that facilitates

the creation of the common objects required for running Oracle Fusion applications.

DYNAMIC HIERARCHY VIEWER

In Release 8, you can view a dynamic, graphical representation of your enterprise structure hierarchy,

which is created automatically by the enterprise structure configuration process.

The following screen captures illustrate the hierarchy viewer.

STEPS TO ENABLE


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GLOBAL HUMAN RESOURCES

The Oracle Fusion Global Human Resources solution enables your organization to plan, manage and

optimize all workforce segments using flexible and extensible best-practices to realize extraordinary

gains while ensuring compliance and increasing total workforce engagement.

ADD PENDING WORKER USER INTERFACE CHANGES

The Add Pending Worker UI now includes the following additional information:

Citizenship and visa information

Payroll and compensation information

Person Profile details containing talent information such as degrees, competencies, and licenses

imported from Taleo Recruiting Cloud Service. See: Global Human Resources, HCM – Taleo

Recruiting Cloud Service Integration.

STEPS TO ENABLE


INTERACTIVE CONVERT PENDING WORKER PROCESS

You can now convert a pending worker to an employee or a contingent worker through an interactive

process.

When you select a pending worker in the New Workers to Process work area and click the Convert

button, the hire record for the pending worker is populated with details from the pending worker

record. You can review, correct, and add additional pending worker details including Person

Information, Employment Information, Work Schedule, Salary, Roles, and Approvals. However, you

cannot change the proposed worker type (employee or contingent worker).

HR specialists can use the Quick Convert option to quickly convert the pending worker without

populating the details.

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STEPS TO ENABLE


MASS ASSIGNMENT CHANGES

In the Mass Updates work area, the existing Mass Transfer guided flow has been enhanced to a generic

Mass Assignment Change guided flow.

More actions and attributes are available to facilitate an assignment update for multiple people at one

time. The action and action reason can be changed for each assignment individually to handle

exceptions.

The maximum number of assignments you can include at one time has been extended to 500.

You can now navigate to a completed Mass Assignment Change in read-only mode for audit.

For ease of use, the population search and the error handling features have been improved and the

mass updates search results are populated out of the box with the most recent mass updates of the

current user.

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STEPS TO ENABLE


MANAGE PERSON NAME STYLES

A new setup task, Manage Person Name Styles, has been added to manage the person name styles for

different countries.

A name style defines the following information, by country:

Name attributes that are displayed

Label for the attributes, the order of attributes

Required and optional attributes

Whether the attributes are supported by a list of values

You can use the Manage Person Name Styles task to create new name styles for countries that do not

have predefined name styles delivered by Oracle. For name styles that are delivered by Oracle, you can

add additional name attributes, change the order and the labels of attributes, define whether an

attribute is supported by a list of values, set attributes as required, and identify whether the local name

is required. You can also copy existing name styles.

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STEPS TO ENABLE


PORTRAIT EMPLOYMENT CARD

The Cost Allocation key flexfield has been added to the Portrait Employment card and is hidden by

default.

The Contract End Date and Full Time Equivalence (FTE) field has been added to the Employment card.

STEPS TO ENABLE

The administrator can use the Page Composer to set the attributes of the flexfield to display the field.

PRIMARY CONTACT FLAG

The primary contact flag has been added to the pages where a contact is maintained and is hidden by

default.

STEPS TO ENABLE

The administrator can use the Page Composer to set the attributes of the flexfield to display the field.

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PORTRAIT CARD DISPLAY ENHANCEMENTS

The Edit Public Settings setup task has been enhanced to allow more control over the display of portrait

cards.

Administrators can now:

Select the portrait cards to be displayed on people’s portraits based on the business

requirements of the enterprise and the products that they are implementing.

Change the sort order of the portrait cards so that more relevant cards are displayed first in the

portrait icon carousel.

Select which portrait card is displayed by default when a portrait is opened.

STEPS TO ENABLE

The administrator can use the Edit Public Settings page to enable these enhancements.

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VACANCIES AND REQUISITIONS IN ORGANIZATION CHART

Managers and HR specialists can now enter and view vacancies from the organization chart.

Line Managers now have a complete view of their organization, including current employees, contingent

workers, vacancies, and requisitions.

Note: For those customers using Taleo Recruiting Cloud Service and HCM, any Taleo Recruiting Cloud

Service requisition imported to HCM will be displayed in the organization chart.

See: Global Human Resources, HCM – Taleo Recruiting Cloud Service Integration.

STEPS TO ENABLE


EMPLOYMENT PROCESSES WITH THREE-TIER MODEL ENHANCEMENTS

You can now promote, transfer, change working hours, change location, and change manager within a

three-tier employment model. Before this enhancement, if the selected assignment was part of a one-

to-many relationship (contains both employment terms and assignment) an error message was

displayed.

With this release, you can initiate the transaction and change the attributes related to the selected

assignment.

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STEPS TO ENABLE


LINE MANAGER HANDLING ENHANCEMENTS

When a new assignment is created, and there is no Line Manager in the assignment record, the

manager now comes from the Department (Department Manager field).

When the assignment is updated, if the Line Manager on the assignment is different from the Line

Manager on the Department, a warning message is displayed, and the user has the option to select the

Department Manager.

If the person whose assignment is being created or updated is the manager of the department, there is

the option to use the manager of the parent department in a department tree. The department tree to

be used must be entered in the Department Tree for Manager Defaulting profile option.

STEPS TO ENABLE


DEPARTMENT EXTENSIBLE FLEXFIELDS IN PORTRAIT

Customers can enable Department EFF contexts to be displayed on the Employment Card in the Portrait.

STEPS TO ENABLE

You can use the Pages functionality in the Edit Extensible Flexfield (Organization Information EFF) user

interface to define which contexts to include in the Employment Card.

READ-ONLY IMPROVEMENTS FOR MANAGE PERSON, MANAGE EMPLOYMENT, AND CHECKLISTS

If you are using the Human Resource Analyst role, you can now view the following pages as read only:

Manage Person page. For the Human Resource Analyst role, there were several regions that

should have been read only but were not, or did not display data. For this release, all the

regions on the page are view only and the History button is available for those objects that have

effective-dated history. If there is data to be displayed, it will be displayed as expected.

Manage Employment and Manage Work Relationship pages. The Human Resource Analyst can

now access these pages in read-only mode. The Worker Work Terms and Assignment View and

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the Worker Work Relationship View duties are, by default, assigned to the Human Resource

Analyst role.

Manage Allocated Checklists page. You can now restrict users to view checklists only and not

create or update checklists. This allows you to view the status of checklists or its tasks without

having to worry about the changes that they may do. The Worker Checklist View duty is

assigned, by default, to the Human Resource Analyst role.

STEPS TO ENABLE


WORKER AND LINE MANAGER ASSIGNED AS PERFORMERS

Performers can be assigned to tasks either through Areas of Responsibility or individually. This list is

now increased to accommodate the worker and the worker’s line manager (the manager maintained in

the worker’s primary assignment). Worker and line managers can be added as performers to checklist

tasks in both the Manage Checklist Templates and Manage Allocated Checklists pages.

When assigning the checklist tasks, the application automatically determines the worker and line

manager details and assigns the task to them. Tasks are automatically assigned to workers or line

managers without having to manually identify the workers and managers involved.

STEPS TO ENABLE


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UNIQUELY IDENTIFY AN ALLOCATED CHECKLIST

With this release, a new Checklist Instance identifies each instance of the checklist uniquely, when the

same checklist name already exists for the category. This assists in identifying checklists uniquely,

making updates and deletes through checklist services, and providing traceability during reporting.

Previously, there were scenarios where a checklist was assigned to a worker multiple times (either

manually or automatically), making it difficult to uniquely identify the assigned checklist.

STEPS TO ENABLE


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PERFORMER CHANGES ALLOWED WHEN THE TASK IS YET TO BE SUBMITTED

While adding new tasks to an allocated checklist, you can now modify the task performer until you

submit the task. Once the task is submitted, then the performer can be modified using the Reassign

action.

STEPS TO ENABLE


UNIFIED NOTIFICATION TO PERFORMER AND OWNER

In previous releases, there were separate notifications being sent to the performer and owner that a

task was assigned to a performer. With this release, there is now one notification sent to the performer,

and the owner is copied on it. This ensures that both the owner and performer view the same

notification details, and notes or comments made on the notification can be viewed by each other.

STEPS TO ENABLE


EXCEPTION SCENARIO SUPPORT FOR INVALID PERFORMERS

Whenever a performer cannot be identified (because the performer could not be derived or performer

is invalid, such as a terminated person, for example), the owner will be defaulted as the performer and a

suitable message will be sent to the owner explaining why the owner was made the performer. It is then

up to the owner to assign the task to a suitable performer.

STEPS TO ENABLE


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HCM – TALEO RECRUITING CLOUD SERVICE INTEGRATION

This integration consists of:

Outbound flow from HCM to Taleo Recruiting Cloud Service (export of foundation data)

Inbound flow from Taleo Recruiting Cloud Service to HCM (import of candidate data)

Export candidate data from Taleo Recruiting Cloud Service to HCM (inbound)

Requisition data import from Taleo Recruiting Cloud Service to HCM

New ESS programs to export HCM Data to Taleo Recruiting Cloud Service

New ESS program to import Taleo data to HCM

Creation of pending worker

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The following figure illustrates the integration components:

OUTBOUND FLOW FROM HCM TO TALEO RECRUITING CLOUD SERVICE (EXPORT OF

FOUNDATION DATA)

Candidate selection, hiring, and onboarding are part of the same process flow in any industry. The

integration between Taleo Recruiting Cloud Service and HCM facilitates this same seamless flow of

the process from recruitment to hire. Creation of job requisitions in Taleo Recruiting Cloud Service

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requires HCM workforce structures and user data. The following HCM objects are sent to Taleo

Recruiting Cloud Service for the purpose of job requisition creation:

Departments

Jobs (Job Field in Taleo)

Positions

Grades (Large User Data Selection (LUDS) in Taleo)

Users

Locations

Business Units (Organizations in Taleo)

Legal Employer (LUDS in Taleo)

Employee

INBOUND FLOW FROM TALEO RECRUITING CLOUD SERVICE TO HCM (IMPORT OF

CANDIDATE DATA)

Once the candidate has been selected in Taleo Recruiting Cloud Service, the candidate data is

transferred to HCM for an employee record to be created. The candidate data received from Taleo

Recruiting Cloud Service also includes compensation and talent related data.

All the candidates meeting the following criteria are imported:

Status is any status mapped to HIRED

Hire event timestamp is greater than the last run of the New Hire

Note: For this functionality to work, you must specify in Taleo the workflow, step, and status

combination that candidates need to reach in order to be considered as new hires before being

exported into Fusion. This is done using the Exportable Statuses feature in the Recruiting

Administration product.

EXPORT CANDIDATE DATA FROM TALEO RECRUITING CLOUD SERVICE TO HCM (INBOUND)

The following candidate data is imported from Taleo Recruiting Cloud Service:

Candidate Details

Candidate Compensation Details

Talent Data

Previous Employment History

Previous Education History

Skills

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REQUISITION DATA IMPORT FROM TALEO RECRUITING CLOUD SERVICE TO HCM

As part of the Taleo Recruiting Cloud Service integration, all requisitions created in Taleo Recruiting

Cloud Service are imported to Fusion HCM. A new data object has been created in Fusion to store

the requisition data.

The following Requisition attributes are captured from Taleo Recruiting Cloud Service:

Requisition Number

Requisition Title

Requisition Status

Hiring Manager

Target Start Date

Employee Status

Job Schedule

Justification

Total Number of Open Positions

Job Code / Job ID

Organization Code

Primary Location Code/ID

Number of Hired

Number of Available Positions (This would be derived from number of open positions –

number of hired)

NEW ENTERPRISE SCHEDULER SERVICE PROGRAMS TO EXPORT HCM DATA TO TALEO

RECRUITING CLOUD SERVICE

Two new Enterprise Scheduler Service (ESS) programs have been included in Fusion to support all

the export from HCM to Taleo Recruiting Cloud Service. One program allows you to export all active

data at the start of the integration, and second program allows you to export the net changes at a

regular frequency defined by you.

NEW ENTERPRISE SCHEDULER SERVICE PROGRAM TO IMPORT TALEO DATA TO HCM

A new Enterprise Scheduler Service (ESS) program, Import Taleo Recruiting Data, has been delivered

in HCM, which supports all import from Taleo Recruiting Cloud Service to HCM.

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CREATION OF PENDING WORKER

Once the candidate has been selected in Taleo Recruiting Cloud Service and the new candidate data

has been moved to HCM, the data is prepopulated in the Pending Worker page. It is then reviewed

by the Line Manager or HR specialist. Once the data has been reviewed and verified, the pending

worker transaction is sent for approval. Once approved, the pending worker would be converted to

an employee (or contingent worker, depending on the type of worker that is imported).

SELECTED CANDIDATES TAB

The New Person work area has been enhanced to include a new tab, Selected Candidates. For

customers using the Taleo Recruiting Cloud Service, this tab lists the Taleo candidates who have

accepted the job offer. You can select a candidate from the list, view details of the candidate, and

initiate the process to add the candidate as a pending worker in HCM.

Once the candidate has been added as a pending worker, the record disappears from the Selected

Candidates table. After the pending worker is approved, the record appears in the Pending Workers

table, where it can be converted to an employee or a contingent worker.


You must add the Taleo candidate as a pending worker before converting to an employee or a

contingent worker.

STEPS TO ENABLE

Your Administrator must raise an Oracle service request to request that Oracle enable the integration

required for this feature.

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GLOBAL PAYROLL

In addition to the common payroll features described in the previous section, customers using Global

Payroll should be aware of the following enhancements.

MOBILE PAYSLIP

Employees can now view their payroll payment details on a mobile device using Oracle HCM Cloud

Mobile (Oracle TAP). They have secure access to summary payroll payment information such as the

payment amount and date. They can also launch and view their full payslip details in a PDF document.

STEPS TO ENABLE

There are no steps necessary to enable this feature. However, if users are new to Oracle HCM Cloud

Mobile, they must install the app on their tablet device.

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KEY RESOURCES

You can download the app using links from fusiontap.oracle.com.

NET-TO-GROSS PROCESSING

Payroll managers can now enable net-to-gross (gross-up) processing to pay people a guaranteed take-

home pay that ‘nets out’ to specific amount, such as a bonus of exactly $1000. When creating the

earnings element, they must indicate that it pays a specified net amount. These gross-up earnings can

be:

Standard, supplementary, or imputed earnings

One-off nonrecurring payments or payments that recur each payroll period

The element template creates the complex rules required to calculate any deduction liabilities, such as

tax and social insurance, and to derive the gross figure.

Once they have created the gross-up earnings element and created an eligibility record, payroll

managers or administrators can assign it to a person using the Manage Element Entries page. They can

define the take-home payment figure, such as a $1000 bonus payment.

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Then they can calculate the net-to-gross payment in a QuickPay flow or payroll run and view the results

on the View Person Process Results page.

STEPS TO ENABLE

Payroll managers must select the following options when they create the earnings elements for net-to-

gross processing. Use the Manage Elements task in the Payroll Calculation work area to create the

elements.

Question Select

Process and pay element separately or with other earnings elements?

Process Separately and Pay Separately

Use this element to calculate a gross amount from a specified net amount?

Yes


You can’t update existing elements to enable net-to-gross processing.

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KEY RESOURCES

For more information about net-to-gross processing, go to Applications Help, Gross-Up

Earnings: How They're Calculated topic.

For a worked example of creating an element for net-to-gross processing, go to Applications

Help, Creating Gross-Up Earnings Element: Worked Example topic.

THIRD-PARTY PAYMENT ENHANCEMENTS


Manage Third Parties page

Third-Party Payment Register report

MANAGE THIRD PARTIES PAGE

Users can use the new page to create third-party organizations and people. Use this page:

When you want to process payments to external organizations and people who aren’t on

the payroll, such as a third-party pension provider. You can associate the third party to a

third-party payment method

To create third-party organizations that aren’t payees, such as disability organizations

Payments to third parties can be included in payroll payment processes. These processes include the

Generate Check Payments process and the Make EFT Payments process, which generates electronic

payment files, such as NACHA and BACS.

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STEPS TO ENABLE

To enable users to use the Manage Third Parties page, the security manager must regenerate data

roles to update the data security profiles. Repeat these steps for each data role that inherits the

Payroll Manager and Payroll Administrator job roles.


1. In the Setup and Maintenance work area, search for the Manage Data Role and Security

Profiles task and click Go to Task.



4. Click Next.

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When users create a third-party organization, they can associate it with a party usage code,

such as Pension Provider, Bargaining Association, or Professional Body.

Users can associate third parties to employees on their calculation cards or element entries.

For example, they could associate a:

State disbursement unit with a calculation component on an involuntary deduction

calculation card

Trade union or other bargaining association with an element entry for a voluntary

deduction

KEY RESOURCES

For more information, go to Applications Help, Creating Third Parties: Points to Consider topic.

THIRD-PARTY PAYMENT REGISTER REPORT

The Third-Party Payment Register shows the total amounts paid to external organizations and

people who aren’t on the payroll. This report displays the third-party payment details such as

payment amount, bank name, account number, and account type.

STEPS TO ENABLE

There are no steps necessary to enable this report.

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COUNTRY SELECTION FOR IMPLEMENTATION

On the Configure Offerings page, you no longer select the countries to implement for payroll as options

under the Payroll functional area. Instead, you select them as feature choices for the Payroll functional

area.

STEPS TO ENABLE


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GLOBAL PAYROLL INTERFACE

In addition to the common payroll features described in an earlier section, customers using Global

Payroll Interface should be aware of the following enhancements.

NEW REPORT AND ENHANCEMENTS


New Global Payroll Interface extract definition

New ADP delivery option and template for nonrecurring elements

GLOBAL PAYROLL INTERFACE EXTRACT DEFINITION

A new Global Payroll Interface report extracts the information required by any global payroll

provider, such as the name, address, salary, and deductions details of your employees. You can send

the extracted data to your payroll provider as an XML file or in a variety of other formats, using

Business Intelligence (BI) Publisher templates.

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Payroll coordinators can copy the global Payroll Interface extract definition, save it under a new

name, and modify it as needed. When they submit their changes, the application generates a new

report process using the modified definition.

STEPS TO ENABLE

Before running the new reports, users must:

1. Copy the delivered extract definition.

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2. Compile the formulas it uses.

3. Optionally, modify the copied extract definition to add any additional data required by

your payroll provider.

88

4. Refine the copied extract definition to change the display format for the Payroll Name

and Payroll Period parameters.

5. If you modified your copy of the extract definition, for example to add database items

or parameters, modify the BI Publisher template provided with the extract definition.


Payroll coordinators must run the Calculate Gross Earnings process before extracting data with

the new report. This process is a required step each time you run the extract. Use the process to

validate the calculated gross earnings results and updated payroll balances.

KEY RESOURCES

For more information about setting up and using Oracle Global Payroll Interface, refer to the

Oracle Global Human Resources Cloud: Using Global Payroll Interface Guide.

ADP DELIVERY OPTION AND TEMPLATE FOR NONRECURRING ELEMENTS

Users can now extract nonrecurring element data to send to ADP for payroll processing. A new

delivery option called US ADP Payroll Nonrecurring is provided, which uses a new eText BI

Publisher template.

STEPS TO ENABLE


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GOAL MANAGEMENT

Using Goal Management, you can transform business objectives into goals across various organization

levels, providing a clear line of sight from managers to employees. Business leaders can communicate

high-level initiatives, which managers can translate into goals for their employees.

APPROVAL ENHANCEMENTS

The following new features are available to support approvals and notifications on goals transactions.

MASS SUBMISSION AND APPROVALS FOR GOALS

Workers can now submit multiple goals for approval in a single submission. Upon submission, the

manager receives a single notification for all submitted goals and can approve or reject them as a

group.

After a worker submits one or more goals, both the worker and manager can view pending goals

awaiting approval. Goals that have been rejected are also available for correction and resubmission.

APPROVAL RULE ENHANCEMENTS

As part of a broader initiative to expand the capabilities for business rules for approvals, you can

route goals approvals to HR specialists based on each specialist’s area of responsibility.

In addition, the set of attributes available on goals approval transactions has been expanded,

allowing more flexibility in how approvals are routed within your organization.

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DELETE NOTIFICATIONS

You can configure a new notification that informs managers and workers when an HR specialist

deletes a worker's goal.

STEPS TO ENABLE


MATRIX MANAGEMENT ENABLED FOR GOALS

Matrix managers, those who have dotted-line responsibility for one or more workers, can view and edit

goals for their matrix workforce through a new filter option available on the My Worker’s Goals page.

STEPS TO ENABLE

1. Sign in to Oracle Fusion applications.

2. In the Navigator, open the Setup and Maintenance work area.

3. On the Overview page of the Setup and Maintenance work area, click the All Tasks tab.

4. In the Search region, complete the fields as displayed in the following table.

Field Value

Search Tasks

Name Manage Administrator Profile Values

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5. Click Search.

6. In the search results, click Go to Task for the Manage Administrator Profile Values task.

7. On the Manage Administrator Profile Values page, enter Matrix Management Enabled for Goals

in the Profile Display Name field and click Search.

8. In the HRG_ENABLE_MATRIX_MGMT: Profile Values region, enter Y in the Profile Value field to

enable matrix management for goals.


The Dotted-Line Reports option is available on My Workers’ Goals only when the selected employee has

dotted-line reports.

COMPLETED GOALS EDITING

Workers and their managers can now edit completed goals. Once reopened, the worker or manager can

edit the details of the goal or reset the status to an In Progress or Not Started state. This functionality is

enabled with a new configuration option, so you can restrict users from reopening goals if desired.

STEPS TO ENABLE




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Field Value

Search Tasks


5. Click Search.


7. On the Manage Administrator Profile Values page, enter Completed Goal Edit Options in the

Profile Display Name field and click Search.

8. In the HRG_COMPLETED_GOAL_EDIT_OPTIONS: Profile Values region, select one of the options

displayed in the following table to achieve the desired effect.

Value Effect

Reopen Enables edits to completed goals only by using the

Reopen button on goal management pages

Always Open Completed goals are open for edits

Never Completed goals cannot be edited

EXTENSIBILITY UPTAKE FOR ADD GOAL DIALOG

The Add Goals dialog box has been enhanced to support extensibility. You can enable additional fields

for display within this dialog box; they are no longer confined to the limited number that appeared in

prior releases.

If desired, you can disable the Add Goals dialog box through a new profile option. When you add a new

goal, you will be taken directly to the full details page to complete the action.

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STEPS TO ENABLE





Field Value

Search Tasks


5. Click Search.


7. On the Manage Administrator Profile Values page, enter Addition of Goals Using Add Goal

Dialog Box Enabled in the Profile Display Name field and click Search.

8. In the HRG_ENABLE_ADD_GOAL_POPUP: Profile Values region, enter Y in the Profile Value field

to display a dialog box for allowing addition of goals. The dialog box is displayed when the Add

Goal button available on Goal Management pages is clicked to add goals.

DATABASE ITEMS FOR FAST FORMULA CALCULATIONS

Goal attributes are available for fast formula calculations, including:

Status

Completion Percentage

Weights

Measurements

Start Date

Target Completion Date

Actual Completion Date

Type

Category

Flexfields

Other Goal Details

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STEPS TO ENABLE


SPREADSHEET LOADER ENHANCEMENTS

HR specialists use spreadsheet loaders to create and update organization goals and publish them to

manager’s organizations on the manager’s behalf. Spreadsheet loaders can also be used to create or

update worker goals other than organization goals.

Additional attributes available when uploading organization goals include:

Organization Owner ID

Organization Owner Name

Organization Owner Number

Flexfields

Additional attributes available when assigning organization goals to a worker include:

Person Number

Assignment Number

Additional values available when updating or creating worker goals include:

Person Name

Person Number

Assignment Number

Flexfields

In addition to the new attributes, several choice lists have been made available in the spreadsheet to

facilitate valid input of controlled values, including Status, Priority, and other lists of values.

STEPS TO ENABLE


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MASS ASSIGN GOAL ENHANCEMENTS

HR specialists can now use the mass assign goals feature to perform the following actions:

Create and save mass assignment definitions.

View and edit attributes of previously saved mass assignment definitions, including associated

eligibility profiles, selected workers, and goals.

Save a mass assignment definition in draft state for later editing and assignment.

Assign a previously saved mass assignment definition to workers through eligibility or other

assignment methods.

STEPS TO ENABLE


GOAL PLAN MANAGEMENT ENHANCEMENTS

HR specialists can now use the manage goal plans feature to perform the following actions:

View and edit attributes of previously created goal plans, including associated goals,

organizations, eligibility profiles, and selected workers.

Save a goal plan in draft state for later editing and assignment.

Assign a previously saved goal plan to workers through eligibility or other assignment methods.

Copy goals from one plan to another.

View results of goal assignment processes.

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STEPS TO ENABLE


GOAL ASSIGNMENT SCHEDULED PROCESSES

HR specialists can establish recurring schedules for goal assignment using either the goal plan or the

goal mass assignment features. Recurring schedules support goal assignment for new hires or other

cases where workers may become newly eligible for goals over time.

HR specialists can set up goal plans or mass assignment definitions once and schedule them to run

periodically. They can also be notified upon completion of the process so that they can view the process

results.

STEPS TO ENABLE


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NETWORK AT WORK

Network at Work provides integration between HCM and Oracle Social Network (OSN) to allow workers

to collaborate with others in the organization. Network at Work also provides the capability for workers

to give each other informal kudos, which can be used in feedback and performance evaluations.

ORACLE SOCIAL NETWORK FOLLOW ACTION INTEGRATION

Network at Work includes several integration points that allow workers to initiate a Follow action in

OSN. When you follow someone, you can see activity about that person in your Overview page in OSN.

You can choose to follow someone from the Gallery Search Results, by taking action on the worker’s

public portrait, or by initiating the Follow action from the Person Contextual Actions popup window.

Once you are following someone, you can similarly choose to Stop Following via the same mechanisms.

This feature needs to be configured for Network at Work and also requires OSN to be in use in your

organization.

STEPS TO ENABLE



3. Select the Configure Offerings task.

4. In the Configure Offerings work area, navigate to the Workforce Deployment offering. Ensure

that this offering is enabled for implementation.

5. Within the Workforce Deployment offering folder, select the Network at Work functional area.

Ensure that this functional area is enabled for implementation.

6. Select to edit Network at Work functional area Feature Choices.

7. Select Yes to enable Social Network Integration.

8. Enable the feature option to Display follow action for workers.


The Configure Offerings task is only available to certain administration and implementation users.

WORKER PROFILE UPDATES PUBLISHED TO ORACLE SOCIAL NETWORK PERSON WALL

When workers update selected data in Network at Work it will be posted to the OSN Person Wall. This

allows others who are following the worker in OSN to see the relevant updates. There are four

components that trigger updates to the person wall. Three of these are found on the Activities and

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Interests card of Portrait: About Me, Areas of Interest, and Bookmarks. The fourth component is Areas

of Expertise, which is found on the Experience and Qualifications card of Portrait.


organization.

STEPS TO ENABLE









7. Select Yes to enable Social Network Integration.

8. Enable the feature option to Publish worker profile updates to wall.


The Configure Offerings task is only available to certain administration and implementation users.

NETWORK AT WORK SETUP ENHANCEMENTS

Within the Workforce Deployment offering, a new functional area has been defined for Network at

Work. This functional area contains two feature choices.

The first is kudos, which is a previously existing feature. What’s new with this release is the way

you enable the feature. You can now configure kudos independently from social networking

options

The second feature choice for Network at Work is OSN integration. This integration is disabled

by default. When enabled, you have some additional options to select. Only two of these are in

use for this release, the other two are reserved for the future.

You can select the option Display follow action for workers. This allows workers to

follow other workers in OSN by initiating the action from within Fusion HCM.

You can select the option Publish worker profile updates to wall. When enabled,

selected updates that the worker makes on his own portrait will be published to his own

wall in OSN.

In addition to enabling these features in the Setup and Maintenance work area, the integration also

requires OSN to be in use in your organization.

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These options are reserved for future use. Enabling or disabling these options will have no impact in this

release:

Publish worker updates to wall

Synchronize worker photos

When workers update selected data in Network at Work it will be posted to the OSN Person Wall. This

allows others who are following the worker in OSN to see the relevant updates. There are four

components that trigger updates to the person wall. Three of these are found on the Activities and

Interests card of Portrait: About Me, Areas of Interest, and Bookmarks. The fourth component is Areas

of Expertise, which is found on the Experience and Qualifications card of Portrait.


organization.

STEPS TO ENABLE









7. Enable or disable Kudos.

8. Enable or disable Social Network Integration. If you choose to enable the feature, you will also

make additional choices for social network integration options.


If you are using the Kudos feature currently in your organization, you will want to follow the

Steps to Implement to enable the kudos feature so that it will continue to be available for use.

The Configure Offerings task is only available to certain administration and implementation

users.

100

SOCIAL FEATURE DEPRECATION

Since Network at Work is now integrated with OSN, there are several social-related features that have

been deprecated.

Connections. Connection-related features are replaced with the Follow concept in OSN. These

features are removed:

The Connection card is removed from Portrait

Add as Connection action is removed from Oracle Fusion HCM

Message Board and Personal Status. Equivalent functionality is achieved with the personal wall

in OSN. Workers can write messages and post updates on the person wall. Therefore, these

features are removed:

Message Board is removed from Activities and Interests card

Personal Status is removed from Portrait header

Activity Stream. OSN does not use the activity stream. Instead the OSN Overview page provides

a list of recent activities across OSN. The following activity stream features are removed from

Oracle Fusion HCM:

Network Activities card is removed from Portrait

Activity Stream section is removed from Activities and Interest Portrait card

Some updates previously posted to activity stream are now posted to the person wall.

These updates are About Me, Areas of Interest, Areas of Expertise, and Bookmarks.

Anything posted to the person wall will be reflected in the OSN Overview page for those

workers following the person.

Integration between Goals and Spaces

The integration between Goals and Spaces is removed. Spaces created in previous

releases will still exist; they will just no longer be linked to a worker’s goal. The spaces

can be reached via direct navigation found in the WebCenter Services page in the

Welcome dashboard. The delivered integration between Oracle Fusion Goal

Management Goal functionality and Oracle Social Network Conversations is considered

the substitute for this feature.

STEPS TO ENABLE

There are no steps necessary to disable these features.

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PERFORMANCE MANAGEMENT

Performance Management supports features and functions for measuring and reporting worker

performance. Managers, workers, and participants can evaluate workers on goals and competencies

according to the scoring system used by your organization. Human resources (HR) specialists and

managers can perform administrative tasks to maintain worker performance documents to maximize

efficiency and prevent bottlenecks.

TASK MANAGEMENT ENHANCEMENTS

We added several new features to improve the usability of Performance Management for HR

administrators and line managers. More configuration options are available to tailor to your business

requirements. We also redesigned the My Organization page to improve viewing of delivered analytics.

To help expedite the manager evaluation process, we added a new writing assistant tool and provided a

quick way for the manager to return the performance document to the worker.

NEW LOOK AND FEEL FOR MY ORGANIZATION ANALYTICS PAGE

The My Organization page has been enhanced with a more user-friendly format and new

features. Managers can select filter criteria at the page level that applies to all displayed

analytics, eliminating the need to filter each analytic individually. Managers can view analytics

for multiple selected performance documents at a time.

103

STEPS TO ENABLE

There are no steps necessary to enable this feature. My Organization page is in the Performance

Management work area.

CONCURRENT EVALUATION TASKS FOR MANAGERS AND WORKERS

Managers often want to start work on an evaluation before the worker completes the self-

evaluation. Using new configuration options, you can set up the performance process flow to

enable workers and managers to work on their evaluation tasks concurrently.

Although the evaluation tasks can be started at the same time, you must set up the task

sequence to indicate which of those evaluation tasks must be completed first.

STEPS TO ENABLE





Field Value

Search Tasks

Name Manage Performance Process Flows

5. Click Search.

6. In the search results, click Go to Task for the Manage Performance Process Flows task.

7. On the Create Process Flow page, click Create.

8. Enter general process flow information.

9. In the Worker Self-Evaluation and Manager Evaluation section, select Evaluation tasks can

be performed concurrently.

10. Select additional tasks, as desired.

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11. Click the Task Names tab.

12. Ensure that the Worker Self-Evaluation and Manager Evaluation tasks are consecutive tasks.

The one with the earlier sequence number must be completed first.

Note: You can set the sequence numbers for two tasks between the between the Worker

Self-Evaluation and Manager Evaluation tasks: Manage Participant Feedback and Set Next

Period Goals.

13. Click Save and Close.

KEY RESOURCES

For more information about performance process flows and concurrent evaluation tasks, go to

Applications Help for the following topics:

Performance Process Flow Setup: Points to Consider

Concurrent Worker Evaluation Tasks: Explained

RETURN TO WORKER ACTION

When performing an evaluation, managers can click a button to quickly return the performance

document to a worker for corrections or updates.

After a worker completes an evaluation, the worker’s manager may want the worker to modify

the document. The manager can select the Return to Worker button on the performance

document. The worker receives notification, and can return to the document to edit and

resubmit it.

STEPS TO ENABLE

There are no steps necessary to enable this feature. It is available on the manager view of the

performance document.

105


The Return to Worker button provides the same functionality as the Reset Evaluation

Status manager administration task. It allows managers to save the ratings and

comments they entered in the Manager Evaluation task and return the performance

document to the worker. Workers can correct, update, or continue the self-evaluation

task.

When you use the Return to Worker functionality, the Manager Evaluation task is saved

and closed and the Worker Self-Evaluation task is set to in progress. Any tasks

configured between the Worker Self-Evaluation and Manager Evaluation tasks are set to

not started status and must be completed again once the worker self-evaluation is

completed. Any data entered previously in those tasks is retained so the tasks can be

completed using the same data, or can be updated.

The functionality presumes that the Worker Self-Evaluation task is configured before

the Manager Evaluation task in the process flow. You can hide the button using

customization if you configure a process flow that does not include a Worker Self-

Evaluation task or the Manager Evaluation task before the worker self-evaluation task

or simply don’t wish to provide managers this functionality.

NEW CONFIGURATION TO DEFINE REQUIRED RATINGS AND COMMENTS BY ROLE

If your business rules require workers and managers to provide ratings and comments, you now

have configuration options to ensure this. When setting up a performance document template,

the template administrator can make ratings and comments required.

These configuration options are available for each role type participating as an evaluator in the

performance document. This allows more flexibility over what managers, workers, and

participants are required to provide when accessing a performance document. Evaluators are

informed which sections have incomplete ratings and comments.

The values available for configuration include:

Competencies and goals item ratings and comments

Competencies and goals section ratings

Overall ratings and comments

Worker final feedback comments

Manager final feedback comments

For each section and item and rating comment field, you can specify that it is:

Required

Optional Without Warning

Optional With Warning

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STEPS TO ENABLE





Field Value

Search Tasks

Name Manage Performance Templates

5. Click Search.

6. In the search results, click Go to Task for the Manage Performance Templates task.

7. On the Create Performance Templates page, click Create.

8. Enter general performance template information.

9. Click the Process tab.

10. Complete the fields on the tab.

11. Click the Structure tab.

12. In the Sections section, click the Add icon.

13. In the Section Name column, select a Profile Content type section that contains

competencies.

14. In the Section Processing section, in the Section Type field, enter Profile Content.

15. Complete the fields in the rest of the Section Processing section, and in the Item

Processing and Section Content sections as required.

16. In the Processing by Role section, click the Add icon.

17. In the Role column, select Manager.

18. In the Item Ratings column, select Optional Without Warning, Optional With Warning,

or Required.

19. Repeat step 18 for the Item Comments, Section Ratings, and Section Comments

columns, as available for the section type.

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20. Repeat steps 17 thru 19 for the Worker role, and any other roles you require to evaluate

the worker.

21. Repeat steps 12 thru 20 for the Goals, Overall Summary, Worker Final Feedback, and

Manager Final Feedback sections.

22. Complete the rest of the performance template as desired.


KEY RESOURCES

For more information about performance templates, sections, and section processing, go to


Setting Up the Performance Template: Critical Choices

Defining Processing Roles for Performance Template Sections: Points to Consider

Creating a Performance Template: Worked Example

Performance Template Section: Critical Choices

CALCULATED SECTION RATINGS AS OFFICIAL RATINGS

If your company does not want managers and workers to provide manual overall or section

ratings in the performance document, you can set up a performance template to use the

calculated ratings as the official ratings. When you set up the performance template to use

calculated ratings only, calculated ratings are used for the Profile Content (Competencies),

Goals, and Overall Summary sections. Workers and managers cannot provide manual ratings.

You can set up the template to display calculated ratings in either of two ways:

The calculated rating level name appears with the actual calculated number.

Only the calculated rating level name appears.

108

STEPS TO ENABLE





Field Value

Search Tasks

Name Manage Performance Templates

109

5. Click Search.

6. In the search results, click Go to Task for the Manage Performance Templates task.

7. On the Create Performance Templates page, click Create.

8. Enter general performance template information.

9. Click the Process tab.

10. In the Process Flow field, select the process flow.

11. In the Calculation Rules section, select Calculate

12. In the Calculation Rules section, complete the fields as shown in the table.

Field Value

Calculate ratings Select

Display calculated

ratings to worker

Select to display both the rating level name and

actual calculated number to the worker; deselect to

display only the rating level name to the worker

Display calculated

ratings to manager

Select to display both the rating level name and

actual calculated number to the manager; deselect

to display only the rating level name to the manager

13. Complete the fields on the tab.

14. Click the Structure tab.

15. In the Sections section, click the Add icon.

16. In the Section Name column, select a Profile Content type section that contains

competencies.

17. Complete the section.

18. Repeat steps 15 thru 17 for the Goals and Overall Summary sections, and any sections

required in the process flow.

19. Complete the rest of the performance template as desired.



Calculated ratings for a section are based on ratings on individual competencies and goals

provided by the worker and manager. The calculated overall rating for a performance document

is based on the calculated ratings of the sections.

110

KEY RESOURCES

For more information about performance templates, go to Applications Help for the

following topics:



For more information about template sections, go to Applications Help, Performance

Template Section: Critical Choices topic.

For more information about calculated ratings, go to Applications Help, Calculated

Ratings: Explained topic.

WRITING ASSISTANT TOOL

The new Writing Assistant tool assists managers in writing useful comments in a worker’s

performance document. The Writing Assistant takes content that is associated with

competencies and their associated proficiency levels and provides it to the manager to help

describe the observed behaviors and desired behaviors. The content associated with the

competencies comes from third party vendors who specialize in providing this content tailored

to the customer’s organization.

The Writing Assistant provides:

Feedback Suggestions: Associated with the competency proficiency level selected by the

manager.

Development Tips: Associated with the competency.

To access the Writing Assistant in a performance document, the manager clicks the Suggest

Comments button. In the Suggest Comments dialog, the manager can filter between Feedback

Suggestions and Development Tips. The manager can use the delivered content as is, or edit it.

The manager is not required to use any of the suggested comments.

To set up the Writing Assistant, you must:

Create the Profile Content section and enable the Writing Assistant

Upload development tips and feedback using the Manage Profile Content Items task in

Profile Management.

STEPS TO ENABLE





111

Field Value

Search Tasks

Name Manage Performance Template Sections

5. Click Search.

6. In the search results, click Go to Task for the Manage Performance Template Sections

task.

7. On the Create Performance Template Sections page, click Create.

8. Enter section detail information.

9. Enter desired information in the Section Processing and Item Processing sections.

10. In the Section Content section, enter desired information for the profiles, goals, and

specific content.

11. Select Enable writing assistant for manager.

12. In the Content Items section, add content items as desired.



The Writing Assistant provides feedback suggestions only for competencies and their respective

proficiency levels. If you set up the competencies section to use both proficiency levels and

performance ratings, the Writing Assistant provides feedback suggestions only for the selected

proficiency levels. If you set up the section to use only performance ratings, Writing Assistant

displays only development tips associated with the selected competency.

KEY RESOURCES

For more information about the Writing Assistant, go to Applications Help for the

following topics:

Writing Assistant: Explained

Setting Up Writing Assistant for Performance Documents: Explained

Writing Assistant: How it Works with Performance Documents

For more information about performance templates and sections, go to Applications

Help for the following topics:


Creating a Profile Content Performance Template Section: Worked Example

112

PARTICIPANT ACCESS TO SUBMITTED RATINGS

Participants, along with the manager and worker, can now view and provide ratings and

comments in the performance document for a worker. A new check box was added to the

Manage Performance Roles task so you can select the participant roles that are eligible to view

and provide ratings for workers.

STEPS TO ENABLE





Field Value

Search Tasks

Name Manage Performance Roles

5. Click Search.

6. In the search results, click Go to Task for the Manage Performance Roles task.

7. On the Create Performance Roles page, click Create.

8. In the Role field, enter a role name.

9. In the Description field, enter a description.

10. In the From Date and To Date fields, enter dates.

11. In the Status field, select Active

113

12. Select Allow role to view worker and manager evaluations.



After you create the role, you must add the role to the performance template in the sections for

which the role can provide ratings. You add the role in the Processing by Role section on the

Structure tab of the performance template.

KEY RESOURCES

For more information about roles, go to Applications Help, Performance Roles:

Explained topic.

For more information about participant feedback, go to Applications Help, Participant

Feedback: Explained topic.

For more information about performance templates, sections, and section processing,

go to Applications Help for the following topics:



For more information about sections and section processing, go to Applications Help for

the following topics:

Defining Processing Roles for Performance Template Sections: Points to

Consider


BULK PROCESSING OF ADMINISTRATIVE TASKS

Human resources (HR) specialists can now save time by selecting multiple performance documents to

perform administrative tasks on them. They can run the following tasks on a set of documents at once:

Monitor missing performance documents (including creating performance documents)

Transfer performance documents

Cancel performance documents

Reopen performance documents

Delete performance documents

To mass create missing performance documents, HR specialists use the Monitor Missing Performance

Documents task to search for specific performance document names and identify which workers’

performance documents do not exist. They can select all, or any of the workers, and create the missing

performance documents for them.

114

You can only use the mass create feature to create performance documents that have the same name.

If you need to create multiple performance documents for performance documents with different

names, you must create the documents separately.

STEPS TO ENABLE

There are no steps necessary to enable these features. The tasks are available in the regional task list in

the Performance Management work area.

KEY RESOURCES

For more information about administrative tasks and creating performance documents, go to


Evaluate Worker Performance: Overview

Creating Performance Documents: Points to Consider

APPROVAL ENHANCEMENTS

Enhancements to the approval process ease the process of approving performance documents and

expand the list of available approvers to the HR specialist.

PERFORMANCE DOCUMENT FROM APPROVALS NOTIFICATION

Approvers can open a performance document from a link within the approval notification.

While reviewing the document, the approver can approve or reject the document using buttons

in the notification. These buttons are disabled if the document is already approved.

STEPS TO ENABLE

There are no steps necessary to enable these enhancements. The links appear automatically in

the worklist and email approval notifications.

KEY RESOURCES

For more information about performance document approvals, go to Applications Help for the

following topics:

Performance Document Approvals: Explained

Managing HCM Approval Transactions: Explained

Managing HCM Approval Rules: Explained

115

GLOBAL HR APPROVALS UI

You can now use the Global HR Approvals UI, along with the BPM worklist, to define approval

rules for Performance Management. This new interface has an improved visual representation

of the defined approval flow and allows easy inclusion of an HR specialist in the approval rule

using Areas of Responsibility.

STEPS TO ENABLE


APPROVAL RULE ENHANCEMENTS

As part of an initiative to expand the capabilities for business rules for approvals, you can route

performance approvals to HR specialists based on the specialist’s Areas of Responsibility in the

BPM Worklist.

STEPS TO ENABLE





Field Value

Search Tasks

Name Manage Approval Transactions for Human

Capital Management

5. Click Search.

6. In the search results, click Go to Task for the Manage Approval Transactions for Human

Capital Management task.

7. On the Manage Approval Transactions page, in the Name field, enter Performance.

8. Click Search.

9. In the Search Results section, in the Approve Performance Document row, click

Configure.

10. Add the Representative icon after Hierarchy Manager.

11. Click Submit.

116

12. In the Navigator, select Person Management.

13. On the Search Person page, in the Name field, sent the name of the HR specialist who

will be an approver.

14. Click Search.

15. In the Search Results field, select the name of the HR specialist.

16. In the Tasks menu, scroll down and select the Manage Areas of Responsibility task.

17. In the Assigned Areas of Responsibility section, click Create.

18. On the Create Area of Responsibility page, enter the values as shown in the table.

19. In the On the Create Area of Responsibility page, complete the fields as displayed in the

following table.

Field Value

Responsibility Name Human Resources Representative

Responsibility Type Human resources representative

From Date Today’s date

20. Click Submit.

KEY RESOURCES

For more information about performance document approvals, go to Applications Help for the

following topics:

Performance Document Approvals: Explained

Managing HCM Approval Transactions: Explained

Managing HCM Approval Rules: Explained

NEW DATABASE ITEMS

All performance attributes are available as DBIs to use in fast formula calculations.

STEPS TO ENABLE


117

ORACLE TRANSACTIONAL BUSINESS INTELLIGENCE ENHANCEMENTS

The Workforce Performance – Performance Ratings Real Time subject area includes new attributes for

participant, questionnaire, and rating comments, permitting analysis on ratings and questionnaire

feedback by all evaluation participants.

All Performance Management OTBI Subject areas include a new eligibility indicator to indicate if the

worker is still eligible for the created performance document.

The Workforce Performance – Performance Management Task Status Real Time subject area and the

Workforce Performance – Performance Management Rating Distribution Real Time OTBI subject area

include a new worker dimension.

STEPS TO ENABLE


NEW AUDIT FEATURES

The following performance management data is available for audit, captured for all roles participating in

the performance process:

Overall Rating

Overall Comments

Section Ratings

Item Ratings

STEPS TO ENABLE


118

PROFILE MANAGEMENT

Profile Management provides a common foundation for the Talent suite of products as well other

Oracle Fusion applications to retrieve, insert, and update talent profile information. Profile

Management also supports Human resource (HR) specialists, line managers and workers in performing

critical HR talent functions including managing people and job profiles, career planning functions, and

managing and tracking talent data.

SIMPLIFIED UI TO VIEW SKILLS AND QUALIFICATIONS DATA

A new user interface displaying an employee’s skills and qualifications has been added. Employees and

managers can use the new interface to view their skills and qualifications such as area of expertise,

degrees, and languages. The new user interface also includes a view-only competency radar graph that

plots how well an employee’s competency ratings match the required proficiency ratings of a job or

position profile. In addition, users can navigate to the comparison and best-fit tools from the new user

interface.

STEPS TO ENABLE


119

AUDIT ENABLEMENT

Profile Management now enables auditing for a new Internal Auditor job role. This role will access the

audit reporting user interfaces, plus all the auditable objects. Customers can also add auditing capability

to their own custom roles by adding the appropriate duty roles. For more information about the Audit

duty role, see the Oracle Fusion Applications Common Security Reference Manual.

Within Functional Setup Manager, auditing can now be enabled for the following Profile Management

object references:

Content Items

Rating Levels

Profile Types

Profile Keywords (such as Areas of Interest and Areas of Expertise)

Profile Items

While these objects can be enabled for auditing, you must use caution and work with your security and

performance teams when implementing these options.

STEPS TO ENABLE

The administrator can assist in adding the audit capabilities you need to support this feature.

MANAGE TALENT PROFILE TASK ADDED TO THE PERSON MANAGEMENT WORK AREA

Human resource (HR) specialists can now manage an employee’s talent profile from the Person

Management work area. They can access the Manage Talent Profile task from the Person Management

work area under Personal and Employment.

120

In addition to making it easier to navigate and providing a more unified view of person management,

this feature enables HR specialists to view workers’ profile details for existing pending workers and

future dated hires, and update applicants and prospective hires’ talent information as part of the

onboarding process.

TALENT PROFILE SUMMARY ENHANCEMENTS

The Print Profile action available in Profile Management and Talent Review pages is now enhanced to

include the following options:

Highest education level

Memberships

Licenses and certifications

121

STEPS TO ENABLE


HIGHEST EDUCATION LEVEL CONTENT TYPE

Profile Management now includes Highest Education Level as a seeded free-form content type that HR

specialists can use to capture the employee’s highest education level information. This content type

includes the HRT_HIGHEST_EDUCATION_LEVEL lookup with predefined values. This content type is

available in Profile Details, Experience and Qualifications Card, and Talent Profile Summary.

122

STEPS TO ENABLE


TALEO RECRUITING CLOUD SERVICE INTEGRATION WITH PROFILE MANAGEMENT

You can now migrate talent data of a candidate profile from the Taleo Recruiting Cloud Service to the

Oracle Fusion employee profile for new hires. Now previous employment, education, and licenses and

certifications data provided by candidates in Taleo Recruiting Cloud Service will be displayed in their

Oracle Fusion employee talent profile after they become employees.

STEPS TO ENABLE


PROFILE MANAGEMENT SETUP TASKS – ALTERNATE NAVIGATION

HR specialists now have access to the Profile Management setup tasks from the Profiles work area. The

Profiles work area now includes the following setup tasks:

Manage Model Profiles

Manage Education Establishments

Manage Profile Rating Models

Manage Content Types

Manage Content Subscribers

Manage Content Items

Manage Instance Qualifiers

Manage Profile Types

123

STEPS TO ENABLE


WRITING ASSISTANT

The Writing Assistant feature helps managers write useful comments about worker competencies in the

performance document. This feature provides suggestions for comments that are associated with

competencies and their correlated proficiency levels.

HR specialists can now upload Writing Assistant data and development tips and feedback, using the

Manage Profile Content Items task in Profile Management.

STEPS TO ENABLE


124

TALENT REVIEW AND SUCCESSION MANAGEMENT

Talent Review and Succession Management supports your succession planning process by enabling your

organization to develop and maintain succession plans that indicate who will eventually replace

personnel currently in key positions. You can also track and manage workers in talent pools. Using the

Succession Management business process, you can determine who is ready to transition to positions

before the positions are vacant to ensure a smooth transition, and provide visibility to the appropriate

individuals to manage the process.

SUCCESSION-RELATED DATA IN THE SIMPLIFIED UI

You can use the simplified UI to view your workers’ succession plan and talent pool membership, and to

review the candidates for the succession plans associated with your workers’ jobs.

Use the Career Planning card to verify that your workers are members of the appropriate succession

plans and talent pools. Review the succession plans that apply to your workers’ jobs on the new

Succession Planning card, where you can confirm that you:

Have the right candidates on each plan

Have candidates who could fill a critical vacancy immediately

Are developing more candidates to fill these roles in the coming years

125

STEPS TO ENABLE

There are no steps necessary to enable these features. Simplified UI is available by default for all users.

However, you must create succession plans and talent pools for them to appear on the Career Planning

and Succession Planning cards.


Managers can view the succession plans on which their direct reports are candidates or incumbents on:

Public plans.

Private plans for which they are owners.

For both succession plans and talent pools, manager can view only their direct reports, even if

there are other candidates on the plan or members of the pool.

SUCCESSION PLANS AND TALENT REVIEW MANAGEMENT FROM THE ORGANIZATION CHART

While viewing the organization chart, if you notice that a job needs a succession plan, you can quickly

create the plan right there on the spot. Or, you can just as quickly and efficiently create a talent pool

from the organization chart.

126

STEPS TO ENABLE

There are no steps necessary to enable these features. The Organization chart is available to all users.

However, access to the Succession Plans work area is restricted to roles with the Succession Plan Duty

duty role.

127

STREAMLINED SUCCESSION PLAN CREATION

You can decide which of five succession plan type best fits your situation. The application then shows

you the appropriate fields required to create the plan.

The five plan types that are available include:

Job. Associate the succession plan with a specific job, such as Chief Financial Officer.

Job Family. Associate the succession plan with a particular job family, such as Accounting or

Engineering.

Job Profile. Associate the succession plan with a specific job profile such as the Marketing

profile.

Position. Associate the succession plan with a position in a selected business unit.

Incumbent. Use the Incumbent plan type to create a plan to replace a key employee or

particular individual.

STEPS TO ENABLE

There are no steps necessary to enable this feature. The Organization chart is available to all users.

However, access to the Succession Plans work area is restricted to roles that have the Succession Plan

Duty duty role.

128

KEY RESOURCES

For more information about succession plans, go to Applications Help for the following topics:

Succession Management: Explained

Selecting Owners and Privacy Levels for Succession Plans: Points to Consider

SUCCESSION PLAN ACCESS CONTROLS

You now have enhanced capabilities to control succession plan access for public and private plans.

For public succession plans:

These plans are visible to everyone who has access to succession planning tasks.

Candidates on your public plans are visible only to the managers above them in their reporting

hierarchy.

For private succession plans:

Only people that you specify can see these plans.

You also control their level of access on each private plan:

Administrators manage the plan’s general information, ownership, and candidates.

Candidate managers can add candidates and assess those candidates’ level of readiness

on the plan.

Viewers have read-only access to the plan and its candidates.

Each user’s security profile determines which candidates they can see on private plans.

STEPS TO ENABLE


2. In the Navigator, open the Succession Plans work area.

3. On the Overview page of the Succession Plans work area, click the Succession Plans tab.

4. Click the Create button.

5. On the Create Succession Plan: Enter Details page, in the Plan Name field, enter a succession

plan name.

6. In the Plan Type field, select a plan type.

7. In the Status field, select Active.

8. In the Privacy field, select Private.

9. Next to the Owner field, select the Manage Owners icon. Note that the default administrator

type for the owner is Administrator.

Note: A succession plan must have at least one owner with the Administrator role.

129

10. To add additional owners, on the Manage Owners dialog, click Select and Add. You can select

additional owners to assign other administrator roles, such as Candidate Manager or Viewer.

11. Click OK.

12. On the Create Succession Plan: Enter Details page, in the Key Job and Position Information

enter required information, and optional data as desired.

13. Click Next.

14. On the Create Succession Plan: Select Candidates page, add candidates as desired.


KEY RESOURCES

For more information about succession plans, go to Applications Help for the following topics:

Succession Management: Explained

Selecting Owners and Privacy Levels for Succession Plans: Points to Consider

SUCCESSION PLAN REPORTING

Because developing your next generation of talent is essential to your organization’s ability to execute,

you need to keep a close eye on your succession planning process. You can use the Job Plans, Incumbent

Plans, and Candidate subject areas to analyze and understand how effective and thorough your

succession planning has been.

Our reporting solution helps you to achieve crucial goals:

Confirm that you have assigned your top talent to suitable succession plans.

Identify that your succession plans have candidates who are ready now along with a deep bench

of candidates who are “up and comers” in your organization that you are developing for future

leadership positions.

Determine if the same few, high caliber workers appear on numerous succession plans,

exposing your organization to risk if those candidates are likely to leave.

TALENT POOL COLLABORATION

Integration with Oracle Social Network allows pool owners to collaborate on what they intend for the

pool members and how they would like to help them develop. It also allows pool members to share

thoughts and experiences, and to support one another as they strive to achieve their development

goals.

130

STEPS TO ENABLE





Field Value

Search Tasks

Name Manage Oracle Social Network

Objects

5. Click Search.

6. In the search results, click Go to Task for the Manage Oracle Social Network Objects task.

7. On the Manage Oracle Social Network Objects page, expand Oracle Social Network Objects.

8. Expand Profile Management.

9. Select the Talent Pool row.

10. Click Enable Object.

11. On the Talent Pool: Enable Object dialog box, select an option according to the options

displayed in the following table.

Field Value

Manual Users can decide if business object information is

sent to Oracle Social Network (Recommended)

Automatic Business object information is sent automatically

to Oracle Social Network

No Business object information is not sent to Oracle

Social Network

12. Click OK.

13. In the Talent Pool: Attributes section, click the Add icon.

14. On the Talent Pool: Select Attributes dialog box, select Enabled for both Talent Pool and

Description.

15. Click OK.

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16. On the Manage Oracle Social Network Objects page, click Save.

17. On the Confirmation dialog box, click OK.

SUCCESSION PLANNING DATA AUDITS

You can track who changed data in your succession plans and talent pools, and when the changes

occurred and quickly generate reports about these changes with a simple search.

You often want to know what is changed on your succession plans and talent pools, as well as who

made the changes and when. For example, you might need to know who added members to or removed

them from a talent pool, or who changed a succession candidate’s readiness level. The native audit

functionality of Oracle Fusion applications helps you to track just that kind of information as well as to

report on it by entering a few, simple search criteria. Then you can use the Export to Excel feature of

Oracle Fusion applications to further analyze your audit information in a Microsoft Excel spreadsheet.

STEPS TO ENABLE


EXPERIENCE AND QUALIFICATIONS CONTENT EDITING SUPPORT FROM TALENT DETAILS

DIALOG

You can configure custom profile content that is specific to your business to capture additional talent

profile information about your workers during a talent review.

The custom content is available when you create a custom content type in Profile Management and

specify Talent Review as a subscriber. The content type appears in the Talent Details dialog on the

Experience and Qualifications tab that is available both from the Talent Review dashboard and

Succession Plans work area.

STEPS TO ENABLE

1. Create a custom content type using the Manage Profile Content Types task.

2. Select Talent Review as a subscriber.

3. Create content items.

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To view the custom content:

From the Talent Review dashboard, select a worker

Click Show Details

On the Details dialog, select the Experience and Qualifications tab

Click Edit to see the editable fields

You can also open the Details dialog from the Succession Plans work area by right-clicking a name in the

Candidate Readiness starburst analytic.

KEY RESOURCES

For more information about content types and how they work in a Talent Review meeting, go to


Content Types: Explained

Content Type Properties: Explained

Content Items: Explained

Talent Review: Explained

OPTIMIZED NAMES DISPLAY ON THE TALENT REVIEW DASHBOARD

We have vastly improved how we display workers’ names on the box chart matrix. The names are now

listed in columns, and are alphabetized according to the list name that you specify in Global HR. You can

see even more names on the dashboard by zooming into a single box.

STEPS TO ENABLE

There are no steps necessary to enable this feature. To make the names visible, on the Talent Review

dashboard, select Show Names.

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KEY RESOURCES

For more information about Talent Review meetings and name formatting, go to Applications Help for



Person Name Formats: Explained

REVIEW ACTION PLAN PAGE ENHANCEMENTS

Several enhancements to the Review Action Plan page make it easier for you to create tasks and track

the statuses for each.

The enhancements allow you to:

Export the tasks to Excel to track completion of and report on tasks in a spreadsheet.

Use the new Assignees and Owners table columns to more easily view the task actors.

Filter your tasks in the table using Query by Example.

In addition, the more logical column display order makes reading the table's contents easier.

STEPS TO ENABLE

There are no steps necessary to enable this feature. However, you must enable the Add Task option

when creating a talent review template for tasks to be available in the meeting.

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KEY RESOURCES

For more information about Talent Review meetings, action plans, and tasks, go to Applications Help for



Talent Review Life Cycle: Explained

Talent Review Tasks: Explained

Talent Review Template: Explained

Talent Review Data Options: Points to Consider

135

TIME AND LABOR

Time and Labor is a comprehensive, easy to use, rules-based time recording and management system.

Time and Labor fully integrates with Global Human Resources, Absence Management, Global Payroll,

and Project Costing and supports a wide range of time recording needs including calendar-based time

entry and a fully configurable time card. The real-time rules engine and rule templates provide an

extensible and easy method to validate time entries and apply pay rules, with the results displayed on

the time card. Close integration with Absence Management means scheduled absences are shown on

the calendar and time card, and absences can be reported through the calendar and time card.

Integration of Time and Labor with Global Payroll and Project Costing provides support for time entry

adjustments, as well as accurate and consistent time-related data for payment, project management,

costing, and billing.

CALENDAR-BASED TIME ENTRY

A worker can quickly report time from a simple time entry dialog accessed from a calendar. Time entries

can be reported for either a single day or a range of days. The display of fields and time entry values to

select is completely configurable.

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STEPS TO ENABLE


CONFIGURABLE TIME CARD ENTRY

Workers and administrators can enter time in time cards. Weekly and biweekly time cards are available

for entry. Layout Sets enable you to configure the display and usage of all time entry fields in the time

card. An administrator can create, modify, or view time cards as needed either for adjusting time or for

troubleshooting workers’ questions.

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STEPS TO ENABLE



The general steps to configure time entry include:

Create time period definitions that produce repeating periods for use in time card entry,

approvals, time rules processing, and absence accruals

Create time card fields, which are a collection of properties that enables different user groups to

report time against different time attribute values

Create a collection of different time entry layouts for entering, reviewing, and approving time.

Associate time card fields with layout sets

Create groupings of time attributes as categories. Use these categories to group time entries for

summarizing, validating, and transferring time and for processing time rules

Create time consumer sets that specify approval periods, validation rules, and time transfer

rules for each time consumer

Create group definitions that are used by Time and Labor

Create worker setup profiles that associate time entry configurations with workers

KEY RESOURCES

For more information about configuring time and labor, go to Applications Help, Define Time and Labor:

Overview topic.

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DELIVERED VALIDATIONS

Consuming applications that use time entries, such as Global Payroll, Project Costing, and Absence

Management deliver validations to ensure all time entries can be accepted without errors.

STEPS TO ENABLE


REAL TIME CONFIGURABLE RULES

Delivered rule templates enable you to configure various time rules for different populations of workers.

These include time entry rules that can trigger error or warning messages if defined conditions are not

met when reporting time. Additionally, time calculation rules can act on reported time entries and

generate updates in the calculated time. These time entry and time calculation rules are applied on the

time card immediately, to enable the worker to correct any invalid entries before submitting the time

card for approval.

Advantages:

Define time entry or time calculation rules

Use Fast Formula in defining and executing rules

Use company-defined Fast Formula in rule templates and rules

Use a guided process to associate a Fast Formula with a rule template

139

STEPS TO ENABLE



The general steps to configure time rules include:

Create rule templates that enable reuse of a formula to define multiple rules.

Create time entry and time calculation rules based on rule templates. Time entry rules validate

time entries and generate messages. Time calculation rules generate calculated time, which is

transferred to payroll and project costing.

Create sets of time entry and time calculation rules that can be assigned to a group of workers

using the worker time processing profile.

KEY RESOURCES

For more information about configuring time rules, go to Applications Help, Define Time and Labor:

Overview topic.

CONFIGURABLE TIME CARD APPROVAL RULES

You can configure delivered approval tasks with various conditions and multiple routing options, such as

automatic approval, line manager approval, or project manager approval. You can update these flexible

approval rules within the delivered Payroll and Project Time Card Approval tasks.

STEPS TO ENABLE


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TIME TRANSFER

Consuming applications control the transfer of time. For example, Global Payroll is a consuming

application that uses time entries to pay workers. The consuming applications can retrieve time using

delivered retrieval filters as needed. Delivered troubleshooting pages help an administrator correct time

cards that did not successfully transfer to the consuming application

STEPS TO ENABLE


PROJECT TIME ENTRIES WITH PROJECT COSTING

The integration with Project Costing enables time entry against Project fields in a time card or calendar.

Both primary and multiple assignment time entry are supported. Once Project values are setup in

Project Costing, these values are immediately available for time entry. Time cards that contain project

time entries are routed to the appropriate project managers for approval.

Project Costing uses various retrieval filters to retrieve time entries containing project values. New,

changed, and deleted project time entries are transferred to Project Costing. During transfer, the

process sends a status back to Time and Labor to audit the transfer of these time entries. Project

Costing can then use time entries summarized against Projects for costing, billing, and project

management.

141

STEPS TO ENABLE



Prerequisite Project Costing steps are:

1. Classify employee’s departments as expenditure organizations:

a. Search for the Manage Project Organization Classifications task in the Setup and

Maintenance work area and edit each department by selecting the Classify as project

expenditure organization check box.

b. Search for the Submit Process to Denormalize Organization Hierarchy task and run the

process.

2. Populate Project tables in Project Foundations so that values are available for the predefined

time card fields.

KEY RESOURCES

For more information about integrating with project costing, go to Applications Help, Using Time and

Labor with Project Costing: Points to Consider topic.

TIME ENTRIES PAYMENT WITH GLOBAL PAYROLL

The integration with Global Payroll enables time entry against payroll time types and dependent input

values that are set up in Global Payroll. Workers can enter time in a time card or in a calendar. Eligibility

rules limit payroll time type values displayed to a worker, based on the assignment and legislative data

group. Both primary and multiple assignment time entry are supported.

Time cards that contain payroll time entries can be automatically approved or routed to the worker’s

line manager for approval.

Global Payroll retrieves time using the delivered Load Time Card Batches process, filtered by legislative

data group. The process transfers new, updated, or deleted time entries to Global Payroll for proper

adjustments and payment.

142

STEPS TO ENABLE


143


Prerequisite payroll setup steps are:

1. Create payroll elements with an input value of Hours within a legislative data group and enable

element eligibility for each element.

2. Run the Create Time Card Calculation Component process to generate the calculation

components that record the time card entries transferred to payroll from Time and Labor.

3. Run the Generate Time Card Fields process to create multiple attribute time card fields for the

selected legislative data group.

KEY RESOURCES

For more information about integrating with payroll, go to Applications Help, Using Time and Labor

with Payroll: Points to Consider topic.

SHARED TIME ENTRY WITH ABSENCE MANAGEMENT

The close integration with Absence Management enables automatic population of absence entries in a

time card, no matter where the absence is entered. The worker’s Time calendar is a shared user

interface between Time and Labor and Absence Management, for entering and viewing time.

Workforce Management is an umbrella that encompasses shared functionality for Time and Labor and

Absence Management, such as the Time work area and calendar for the display and entry of time.

Workers can easily schedule absences in advance, review their accrual balances, or enter current work

and absence time entries all in this shared work area.

The Payroll Time Card Approval task routes absence entries in a time card for automatic approval or line

manager approval.

Absence Management always calculates the absence entry for payment and transfers it to Global Payroll

as soon as the absence is approved in the time card

STEPS TO ENABLE


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To report absence types from a time card, the following conditions must be met:

The worker must have a schedule associated to an assignment

The absence type must be configured with units of measure for either hours or calendar days

The absence type must be enabled for time cards

If the type is associated with plans based on accruals, the worker must be enrolled in the plan

and applicable balances must be calculated and available

KEY RESOURCES

For more information, go to Applications Help, Using Absence Management with Time and Labor:

Points to Consider topic.

145

WORKFORCE MANAGEMENT

Workforce Management is a terminology umbrella that encompasses the architecture, core

components and applications that enable you to manage your workforce in a fully integrated way. In

this initial release, those applications include Time and Labor and Absence Management. The common

objects support the integration of the products and related time data and processes, such as the Time

work area, calendar time entry, time repository, time periods, and much more.

The benefits of using Workforce Management are:

A single integrated calendar to manage worked and absence time. Time or absence data

entered through other interfaces is made available throughout workforce management

applications.

The ability to manage and distribute worked and absence time, irrespective of how the time is

entered.

The ability to deploy it on-premise or in the cloud.

CONFIGURABLE APPLICATION INTERFACE

Workforce Management provides business-driven configuration to enable you to meet the specific

business needs of your enterprise. For example, Absence Management includes absence types

associated with user interface patterns that influences the behavior of absence transactions. It is a

highly configurable solution for setting up even the most complex plans.

Time and Labor delivers ready-to-go time cards for projects and payroll time entry. You can change the

layout to display the fields you require, the sequence in which you want them to display, and also hide

fields, using the editable layout sets for time cards.

Time and Labor also provides configurable rules engine templates that provide a more user-friendly face

on top of formulas to enable you to configure time entry and time calculation rules. For example, you

can set up rules so that any time over eight hours in a day is paid as overtime.

Another way you can configure the applications is by using the Groups functionality, which enables

administrators to set up groups of people for a variety of different reasons, such as a way of assigning

profiles to workers for flexible time entry. Groups can be updated, refreshed or frozen as required.

Advantages:

Global compliance

Support for all absence types, accrual plans, eligibility and entitlement rules

Absence data and trends analysis

Integration with payroll, time and labor, and scheduling

Approvals capability

146

STEPS TO ENABLE


SIMPLIFIED CALENDAR INTERFACE

The calendar time entry interface enables you to enter time or schedule absences quickly and easily. For

example, you can use the Drag to Report feature to enter frequently entered time. You do this by

dragging one of the time types to the calendar to open the Report Time dialog. Alternatively, you can

click in the calendar cell for the date you want to enter time to open the Report Time dialog. The start

and end date are entered as that selected date by default.

There are other features that also enable you to enter your time and absences quickly and easily, such

as the Schedule Absence button, which provides tremendous flexibility in how you enter an absence.

Advantages:

Integrated entry of worked and absence time

Time repository for ease of display and data sharing

Ability to prepopulate absence entries into the time card

Ability to view accrual balances while reporting time

STEPS TO ENABLE


BUSINESS PROCESSES AND TRANSACTIONS PERFORM WITHOUT INTERRUPTIONS

You can perform your business processes and transactions without interruptions. For example, an

absence entered by a human resources professional is visible immediately on a worker's time card, and

can then be transferred to the consuming applications. The time repository stores worked and absence

time for ease of validation and transfer to consuming applications, such as Global Payroll.

Once time is transferred to the consumer applications, the data is used to initiate or continue the

consumer’s business processes. For example, Global Payroll takes transferred time entries and converts

them to element entries while Project Costing transforms these same time entries into expenditure

items.

The bottom line is that you can schedule an absence that populates a time card automatically, record

your time worked, and once it is approved, transfer it to Global Payroll for payment.

147

Note: Absence Management transfers confirmed absence entries directly to the time repository, ready

for transfer to Global Payroll.

STEPS TO ENABLE


COMMON USER INTERFACES

All the Workforce Management interfaces are built on top of the time repository, and are available

across the applications. It doesn’t matter if you are scheduling an absence or entering time, the

boundaries between the Workforce Management applications are transparent, making the presentation

and entry of data, including worked time and absence entries, consistent and therefore quick and easy

to learn.

Advantages:

Stores all time-related information in a central place

Ensures data integrity as time is entered only once

Provides easy access to all this data in a common format

STEPS TO ENABLE


148

WORKFORCE MODELING

Workforce Modeling provides an integrated solution supporting Global Human Resources and provides

an easy to use, drag and drop interface that allows you to create reorganization proposals and assess

their impact before they are even sent for approval. The intuitive interface and integration with Global

Human Resources will ensure that changes are accurately reflected and validated in the transactional

system.

WORKFORCE MODELING WORK AREA

A new Workforce Modeling work area will allow managers or HR specialists to view models that they

have authored or for which they are the top manager. The author of the model can prevent the top

manager from seeing models relating to them, recognizing that modeling is not always open to the

affected manager.

Basic information is displayed against each model, including the number of changes and the change in

headcount and salary costs due to the modeling, allowing you to easily compare several different

models.

Access is provided to this work area to both Line Managers and HR specialists via the navigator, or via

the action menu in the Manager Resources dashboard, Person Gallery and Person Search.

The following screen capturesillustrates the feature and its benefits.

STEPS TO ENABLE


149

KEY RESOURCES

For more information about Workforce Modeling, go to Applications Help, Workforce Modeling:

Explained topic.

MODEL MANAGEMENT

You can create new models, and edit or delete existing ones. You can also withdraw models that are

already in the approvals process.

Models are effective-dated and that date applies to all the transactions generated when the model is

approved. The model will be initially built using information that is correct as of that effective date. For

example, any future-dated transactions will appear in the model as if they occur after the current date

and before the model effective date.

STEPS TO ENABLE


150

HIERARCHY MODELING

The main modeling page displays the line manager hierarchy for the specified top manager. You can

easily drag and drop worker assignments around the hierarchy to model changes. You can choose

whether to include a manager’s organization with the move or just move the manager. Basic

information (for example, job, grade, and salary) can be captured about each change made. The model

changes can be saved for later or submitted for approval.

A synchronization process runs when a saved model is opened. This identifies any conflicting changes

that occurred in the live transactional system since the model was last updated. Some of those changes

(like terminations and hires) will be automatically applied to the model, whereas the user can choose

whether the model is updated with other live changes or whether they are ignored in the model.

Information displayed within modeling is secured, so certain information, like salary, will not be

displayed if you do not have Fusion security access to that information. Modeling will not prevent you

from entering a new salary it will just hide a person’s current salary. Of course, you can always ask that

person to share their information via the Share Information transaction, and then you will have full

access to their information.

The modeling page provides the ability to search for people from anywhere in your enterprise. You can

view a person’s hierarchy from within the search results to check that you have the correct person and

then you can drag and drop that person into the top manager’s hierarchy to include him or her in the

modeled changes.

You may also filter the hierarchy to identify individuals meeting certain criteria, for example, all people

with modeled changes who are located in India.

151

A tabular view provides a method for entering changes quickly and easily. Many other columns can be

personalized into the table format and filtering in a table will only display those rows that you are

interested in.

The holding area is located across the bottom of the modeling page. Copy worker assignments into this

area until a decision is made on where to place them. Expanding the node in the holding area displays

additional information.

152

STEPS TO ENABLE


VACANCY OPENING MODELING

Vacancies sourced from Taleo Recruiting Cloud Service and those created in Oracle Fusion will be

displayed in the model. It is also possible to create new vacancies within the model.

Vacancies can be easily filled by dragging and dropping workers over a vacancy. The worker can either

report to the vacancy or be used to fill it. Note that vacancies cannot be managers when the model is

submitted for approval and modeling will automatically resolve such anomalies.

The following screen captures illustrate this feature and its benefits.

STEPS TO ENABLE


153

IMPACT ANALYSIS

The scoreboard displays analytics while you are modeling to keep you fully informed of the impact of

their changes. The analytics display:

The number of changes you have made

The number of alerts or issues that need your attention

The modeled headcount and the change since modeling started

The modeled salary cost and the change since modeling started

The predicted engagement due to modeling and the change since modeling started

Predicted engagement is a system prediction and is based on the predicted voluntary termination and

the predicted performance metrics that are already available in Workforce Predictions. It is a

combination of these two so that larger numbers mean the worker is less likely to leave and more likely

to perform, and therefore, more effective.

You can drill on all of these analytics to reveal more detailed information on the impact of the proposed

changes.

The following screen captures illustrate this feature and its benefits.

155

STEPS TO ENABLE


KEY RESOURCES

For more information about the Workforce Modeling analytics, go to Applications Help, Workforce

Modeling Analytics: Explained topic.

MODEL APPROVAL

Modeling uses the standard HCM approvals. Two approval rules are seeded, one for when all the

modeled changes fall within the top manager’s hierarchy, the other where some changes are from

outside that hierarchy (for example, when an individual is transferred from a team outside of the top

manager’s hierarchy). Where all changes are in the top manager’s hierarchy, then the model is sent to

two levels of manager above the top manager for approval. Where some changes are outside the top

manager hierarchy, then, in addition to the two managers above the top manager, approval is also

sought from the first manager where all the hierarchies that contain changes meet and then one more

manager above that manager.

Both seeded rules also send the model to the author’s HR representative as the first approver. This HR

representative has edit access to the model and can check the model and fill in any missing information.

The model is sent to the HR representative first to ensure that all the changes are valid and to fill in any

missing data. It then goes on to the managers.

The modeled changes will be implemented in the live system when the final approver approves the

model. At this point, assignment records are updated and vacancies are created or updated using the

model effective date.

STEPS TO ENABLE


156

WORKFORCE REPUTATION MANAGEMENT

Workforce Reputation Management harnesses social networks to help organizations discover, mobilize,

and retain talent. It provides insight into the social reputation and influence of workers and candidates.

It also helps organizations to monitor workers’ compliance with social-media policy, and to mitigate

social-media risk.

PROFILE LOCATIONS VIEWER TO SEARCH AND REVIEW SKILLS

A Search and Review Skills feature polls internal and external sites for people with skills that match

those selected by a hiring manager. A new mapping capability uses information from candidate profiles

to display maps that pinpoint the candidates’ locations. A map may situate all the candidates returned

by a search, or a single candidate selected from among them. Locations are color-coded, each appearing

as a pin on the map. A summary of each location identifies the profile from which it came, and whether

it is a work, school, home, or other location.

STEPS TO ENABLE

No steps are needed to enable the feature.

NEW SOCIAL-NETWORK CONNECTOR FOR XING

For this release, a new social network connector has been added that supports the XING social network.

STEPS TO ENABLE

You will need to use a Workforce Reputation Subscription Application (WRSA) to opt in and consent to

have their social-media use monitored. At a high level, the steps are:

1. Create an application in XING that provides a link from it to WRSA.

2. Reconfigure WRSA with “key” values appropriate for the XING application.

3. Reinstall WRSA.

157

KEY RESOURCES

For detailed instructions to enable XING, refer to the Deploying Oracle Fusion Workforce Reputation

Subscription Application white paper. If you need access to the white paper, please contact your

Support representative.

158

COUNTRY EXTENSIONS

Country Extensions include localized country-specific features that are new and unique to one or more

countries, or are enhancements of existing global features. These Country Extensions enable users to

comply with local regulatory, cultural and business practices and typically cover data capture, processing

and statutory reporting.

AUSTRALIA

Oracle Fusion HRMS (Australia) added the following features in Release 8:


Payment Method

AUTOMATIC CALCULATION CARD CREATION FOR NEW HIRE

If your Payroll Product Usage is set to Payroll Interface, then a statutory calculation card for

Taxes, Superannuation, and Payroll Tax Information is created automatically as part of the new

hire process. A calculation card captures values required for calculating and processing payroll

deductions.

Once the card is created a Payroll Manager or a Payroll Administrator can view the deduction

components and the values that are defaulted on the card and edit or override them as

required.

You can use the Manage Calculation Cards task in the Payroll Calculation work area to view and

update the card as needed. For example:

Tax File number, tax scale information and Superannuation Guarantee Contribution rate

are defaulted on the card, but you can override them if required.

The Effective Start Date of the State Payroll Tax Information is automatically created on

the card, but you have to update the Applicable State.

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STEPS TO ENABLE



Calculation cards are only created for users with a Payroll Interface license.

PAYMENT METHODS

You can now define payment methods specific to the Australia localization. Organization

payment methods identify the payment type and the currency to be used for payroll payments

to workers and for disbursing employee deductions to third parties.

No organization payment methods are predefined for Australia. Implementation teams will

need to create them and select the appropriate payment type while defining the Organization

Payment Method. The Australia localization supports Cheque and Direct Debit payment types.

Use the Manage Organization Payment Methods task in the implementation project task list in

the Workforce Deployment work area and define the third-party payment sources and also

define the payment method rules.

160

STEPS TO ENABLE


KEY RESOURCES

For specific information on Organization Payment Methods, review the Manage Personal

Payment Methods section in the Global Payroll User Guide, accessible from Applications Help.

CHINA

Oracle Fusion HRMS (China) added the following features in Release 8:

Payroll Data Interface Report for State-Owned Enterprises

Bulk Upload Personal Deduction Information

Automatic Calculation Card Association with Tax Reporting Unit and Term for New Hire

PAYROLL DATA INTERFACE REPORT FOR STATE-OWNED ENTERPRISES

This is a payroll report that generates data to facilitate the government auditing process for

state-owned enterprises, according to Chinese recommended national standard document

24589.

161

Payroll Managers and Payroll Administrators run this report to extract payroll data in a format

compliant with the National Audit Office of the People's Republic of China guidelines for the

filing of payroll data by state-owned enterprises. You can run this report on an entire accounting

year or specify an accounting period of between 1 and 12 months.

The national standard mandates that each legal entity of type State-Owned Enterprise should

submit five separate XML output files. These are:

SharedInformationInstance.xml. Reports information that is shared across various

modules

GLInstance.xml. Reports General Ledger information

AR&APInstance.xml. Reports Account Receivables and Accounts Payables information

FixedAssetsInstance.xml. Reports Fixed Assets information

PayrollInstance.xml. Reports Payroll information

The first four files are generated by Financial Management. The fifth file, PayrollInstance.xml, is

generated by Oracle Fusion HRMS (China).

You can run the State-Owned Enterprise Payroll Data Interface Report from the Payroll Checklist

or Regulatory and Tax Reporting work area.

STEPS TO ENABLE



You do not need to archive payroll results prior to running this report; the report process

archives data before generating the report output.

Review the balances currently available under the balance group Chinese State-Owned

Enterprise Payroll Data Interface Report, which is shared among legal employers, to ensure that

it only contains the balances relevant to the legal employer for which you are running the

report. Add and remove balances to and from the balance group if required using the Batch

Loader.

KEY RESOURCES

For more information on Payroll Data Interface Report for State-Owned Enterprises in China, go

to Applications Help, State owned Enterprise Payroll Data Interface Report topic.

BULK UPLOAD PERSONAL DEDUCTION INFORMATION

You can use this feature to create and update personal deduction information using the payroll

batch loader. By using the loader, you can set up employee statutory deduction information in

bulk mode for the sizable workforce in China. The application uses the payroll flow task, batch

162

loader functionality, and the web service interface to achieve this requirement. The batch

loader is an end-user friendly tool which can choose a payroll flow task to invoke the function

that is exposed as a service interface.

The table below lists the tasks and task actions that the China localization has delivered in this

release.

Task Name Task Action Name

Chinese Personal Calculation Card

Information

Create Foreigner Code


Information

Create Individual Income Tax Component and Details


Information

Create Social Security Component and Details with

Possible Taxable Contributions

To be used for creating the information for:

Public Housing Fund

Basic Pension Insurance

Basic Medical Insurance

Unemployment Insurance


Information

Create Social Security Component and Details without

Taxable Contributions

To be used for creating the information for:

Supplementary Medical Insurance

Maternity Insurance

Work-Related Injury Insurance


Information

Update individual Income Tax Details and Associations

163

Task Name Task Action Name

Update Social Security Details with Possible Taxable

Contributions

To be used for updating the information for:

Public Housing Fund

Basic Pension Insurance

Basic Medical Insurance

Unemployment Insurance

Chinese Personal Calculation

Information

Update Social Security Details without Taxable

Contributions

To be used for updating the information for:

Supplementary Medical Insurance

Maternity Insurance

Work-Related Injury Insurance

STEPS TO ENABLE

There are no steps necessary to enable this feature. To use the batch loader workbooks, users

must install Oracle ADF Desktop Integration Runtime Add-in for Excel on their desktops.


Download the batch loader from the Payroll Administration work area.

KEY RESOURCES

For more information on the bulk upload personal deduction information for China, go to


Selecting the Personal Deduction Card Information Task Action: Critical Choices

Using the Batch Loader to Manage Personal Deduction Information: Worked Example

Payroll Batch Upload Tasks: Explained

164

AUTOMATIC CALCULATION CARD ASSOCIATION WITH TAX REPORTING UNIT AND TERM

FOR NEW HIRE

You can now use this feature to specify a Tax Reporting Unit (TRU) for a new employee during

the hiring process and create association information for the employee’s statutory card.

If a TRU is selected in the Payroll Details section on the Hire an Employee: Employment

Information page, an association to that TRU is added to the calculation card.

Association details are also added, linking the calculation component to the assignment or

employment terms created for the new hire.

Associations on a calculation card specify which TRUs should handle the tax, social security, and

benefits deductions defined on the card.

Associations also determine how these deductions should be calculated and reported, which is

based on the local policy of the legal jurisdiction for the associated TRU.

The automatically created card does not contain any tax, social security, or benefits

components. You must add components for all deductions that the employee will be taking,

such as individual income tax, Public Housing Fund (PHF), basic medical insurance, and so on.

You must also provide the required component details, such as the tax exemption category or

the employee's social insurance account number, for each component you add.

Use the Manage Calculation Cards task or the Batch Loader to add new components,

component details, and overriding values if required.

STEPS TO ENABLE



Calculation cards are only created for users with a Payroll or Payroll Interface license.

Association information is created only if a tax reporting unit is selected for a new hire

during the Hire an Employee flow. If no TRU was selected on the Employment

Information page, no association is created. You must create a TRU association on the

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card manually using the Manage Calculation Cards task. A TRU association is required

for calculating and reporting tax, social security, and benefits deductions.

Create element eligibility for the Aggregation Information element, with an effective

start date that is early enough to hire the employee with the earliest hire date.

KEY RESOURCES

For more information on automatic calculation card creation for China, go to Applications Help,

Automatic Calculation Card Creation (China): Explained topic.

FRANCE

Oracle Fusion HRMS (France) added the following features in Release 8:


Legal Reporting: Manpower Movement Report

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LEGAL REPORTING: DISABILITY REPORT

The French Disability Report or the DOETH is a mandatory declaration of disabled workers in the

establishment. Oracle Fusion HRMS (France) provides four reports that enable you to fill the

DOETH:

Disabled employees with relevant information

Disabled trainees

Employees with ECAP jobs

Total headcount

This report can be run for a specific legal employer or for a reporting establishment associated

with a legal employer. This is an annual report.

When the report is run for a specific legal employer, the disabled employees, disabled

trainees, employees on ECAP jobs, and total headcount calculations are included,

irrespective of their reporting establishments.

When the report is run for a specific legal employer and a reporting establishment

associated with it, the disabled employees, disabled trainees, employees on ECAP jobs,

and total headcount calculations for that reporting establishment are reported.

Employer information includes company and establishment names, SIRET, and report date and

the year for which the report is generated. Employee information includes:

Personal and Assignment details such as person name, person type, gender,

employment start date, and job details.

Disability information such as disability registration or category.

You can run this report from the Regulatory and Tax Reporting work area.

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STEPS TO ENABLE


KEY RESOURCES

For more information on the French Disability Report, go to Applications Help for the following

topics:

French Disability Report (DOETH)

Statutory Reports for France: Explained

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LEGAL REPORTING: MANPOWER MOVEMENT REPORT

The Manpower Movement Report (MMO) is a statutory HR report with details of newly hired

employees, employee transfers, and terminated employees.

The report contains establishment information, headcount information, and employee details

with information on employment terms. The employee details depend on whether the

employee is newly hired, transferred, rehired or terminated.


STEPS TO ENABLE


KEY RESOURCES

For more information on the Manpower Movement Report, go to Applications Help, Statutory

Reports for France: Explained topic.

GERMANY

Oracle Fusion HRMS (Germany) added the following features in Release 8:


LEGAL REPORTING: DISABILITY REPORT

The German Disability Report is a legal requirement and helps you to:

Determine the employer’s workforce

Collect the information for disabled persons

Manage exceptions

Calculate the required person groups

Produce files which are the base for the import into REHADAT-Elan and an audit file for the

internal review

The German Disability report generates the input files (in the required CSV-Format) for the

REHADAT system. You can then import the files into the REHADAT-Elan software and make

modifications if needed and finally send the information to the unemployment office.

It is mandatory to setup Reporting Establishments while implementing the German localization.

Employees are assigned to a reporting establishment during the hire process. The reporting

establishment links the employee’s assignment to a TRU and a legal reporting unit (LRU) in the

169

organization setup. The LRU holds the standard company number. This is the way the system

finds the standard company number (Betriebsnummer) under which the employee reports to

the disability reporting.

A Payroll Manager can execute the German Disability Report from the Checklists work area.

Enter the following parameters and submit the report:

Payroll Flow. Identifier for the process that is being run. You can enter a value each

time the process is executed. You can choose any format to describe the payroll flow.

Legal Employer. It is mandatory to select the Legal Employer for which the report must

be run.

Start Date and Effective Date. The report runs for a specific year, it is an annual report.

Enter the year end date of the reporting year into both Effective Date and Start Date.

Once the report is executed successfully, you can view it in Business Intelligence Publisher (BIP).

The report produces three different input files of types A, C and D, and an audit file.

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STEPS TO ENABLE

There are no steps necessary to enable this report. You must set the Employer Legal Status and

the Company Type according to the list of keys that are defined in the REHADAT-Elan interface

description. This is required for disability reporting.


Use the Manage Reporting Establishments in the implementation project task list to select

an existing TRU and designate it as an existing organization to define as a Reporting

Establishment.

Use the Manage Legal Entity HCM Information task in the Workforce Deployment work area

to complete the following fields under the Legal Employer Information: Germany tab:

Employer Legal Status: It holds the legal status of the employer (e.g. GmbH or AG).

Company Type: For most users the value will be “Private Employer”.

KEY RESOURCES

The Oracle Fusion HRMS (Germany): HR Implementation and Functional Considerations Guide

white paper (My Oracle Support Doc ID 15800084.1) includes more information regarding the

German Disability Report.

HONG KONG

Oracle Fusion HRMS (Hong Kong) added the following features in Release 8:


Payment Method


If your Payroll Product Usage is set to Payroll Interface, then a Statutory Deductions and

Reporting card is created automatically as part of the new hire process. A calculation card

captures values required for calculating and processing payroll deductions.

The TRU association added to the card is based on the LRU that is set as the main LRU.

Association details are then added, linking the calculation components to the assignment or


Payroll Managers and Administrators can use the Manage Calculation Cards task in the Payroll

Calculation work area to view and update the card as needed. You can enter the necessary

information for Reporting Information for Inland Revenue Department (IRD) and Mandatory

Provident Fund Schemes Authority (MPFA) using the calculation card and its components.

https://support.oracle.com/epmos/faces/DocumentDisplay?_afrLoop=186953655841850&id=1580084.1&_afrWindowMode=0&_adf.ctrl-state=b087k2qci_4

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STEPS TO ENABLE




TRU association is made based on the main LRU. User can change the TRU association

manually.

PAYMENT METHOD

This feature enables you to define organization and personal payment methods, specific to the

Hong Kong localization.

No organization payment methods are predefined for Hong Kong. Implementation teams will

need to create the ones applicable to the enterprise. Organization payment methods identify

the payment type and the currency to be used for payroll payments to workers and for

disbursing employee deductions to third parties.

You can select the appropriate payment type while defining the Organization Payment Method.

The payment types that are specific to the Hong Kong localization are Cash, Cheque and

Autopay.



define payment method rules.

STEPS TO ENABLE


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INDIA

Oracle Fusion HRMS (India) added the following features in Release 8:


Payment Method


The new hire process ensures the automatic creation of a calculation card for each employee to

enable statutory regulations like Income Tax, Employee State Insurance, and Provident Fund.

You can define the necessary information for respective deduction components. Association of

an employee to the TRU does not entail any default statutory deduction component. You should

manually associate the statutory deductions wherever applicable.

Payroll Managers or Administrators can use the Manage Calculation Cards task in the Payroll

Calculation work area to view and update the card as needed. You can enter the information

required for calculation and reporting of statutory deductions using calculation card and its’

components.

STEPS TO ENABLE




PAYMENT METHOD

You can now define payment methods specific to the India localization.

No organization payment methods are predefined for India. Implementation teams will need to

create the ones applicable to the enterprise. Organization payment methods identify the

payment type and the currency to be used for payroll payments to workers and for disbursing

employee deductions to third parties.

You can select the appropriate payment type while defining the Organization Payment Method.

The payment types that are specific to the India localization are Cash, Cheque and Direct

Deposit.



define payment method rules.

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STEPS TO ENABLE

There are no steps necessary to enable this feature. They are available immediately in Release

8.

KUWAIT

Oracle Fusion HRMS (Kuwait) added or changed the following features in Release 8:


Payroll Reporting: Payslip

Statutory Reporting: Report 55 – Detailed Salary Statement

Statutory Reporting: Report 168 – Monthly Movements

AUTOMATIC CALCULATION CARD CREATION FOR TERMINATION

For terminated employees, the Gratuity calculation card is created automatically. If necessary,

you can override the gratuity amount using the calculation card and its components.

The calculation card is automatically associated to the default tax reporting unit (TRU),

belonging to the payroll statutory unit (PSU), for which the payroll relationship is terminated.

The calculation card and all the employment terms for the employee are associated with only

one TRU.

Once the card is created, you can use the Manage Personal Calculations task in the Payroll

Calculation work area to view and update the card as needed. For example, you can enter an

174

override amount that has to be paid to the employee as gratuity. This amount will override the

gratuity amount calculated using the reference formula defined at the payroll statutory unit

level.

STEPS TO ENABLE



The Gratuity calculation card is created automatically upon employee termination.

An element entry for Gratuity details component is created automatically when the card

is created, provided that eligibility has been defined for those elements and the

employee meets the eligibility criteria.

KEY RESOURCES

For more information on the Gratuity calculation card, go to Applications Help for the following

topics:

Automatic Creation of Gratuity Details Card: Explained

Gratuity Details Calculation Card: Points to Consider

PAYROLL REPORTING: PAYSLIP

A sample PDF format of the employee’s payslip is delivered that includes Kuwait-specific gross

to net information.

The payslip contains information about employee’s personal details, earnings, deductions and

payments. It can be customized to meet your business needs.

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STEPS TO ENABLE



You must run the following processes before you generate this report:

Payroll Run

Pre-Payments

Payroll Archive

STATUTORY REPORTING: REPORT 55 – DETAILED SALARY STATEMENT

You can now generate the report that an employer needs to submit to the Social Insurance

Office each year. The report is a detailed statement of the employees who are insured and their

salaries in the private and oil sectors, for a specific year.

This report includes the current employees and their data as of January, irrespective of when

the report is run. There is no requirement to enter a period number



Payroll Flow. Identifier for the process that is being run.

Legal Employer. It is mandatory to select the Legal Employer for which the report must

be run.

Year. Year for which the report is run.

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STEPS TO ENABLE




Payroll Run

Pre-Payments

Payroll Archive

STATUTORY REPORTING: REPORT 168 – MONTHLY MOVEMENTS

You can now generate this monthly report that an employer needs to submit to the Social

Insurance Office each month. This report shows the employees’ movements during the month.

The report lists employees who joined the service during the month, or left the service during

the month, or had their salaries changed during the month.

For current Private and Oil Sector employees the new Contributory Salary amount is

reported in January. No further change to the Contributory Salary will be reported,

unless there has been an agreed change during the year and there has been a

permanent adjustment to the Contributory Salary.

For Government sector employees the Contributory Salary is not fixed in January,

therefore any monthly changes will be reported.



Payroll Flow: Identifier for the process that is being run.

Legal Employer: It is mandatory to select the Legal Employer for which the report must

be run.

Month: Month for which the report is run.

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Year: Year for which the report is run.

STEPS TO ENABLE




Payroll Run

Pre-Payments

Payroll Archive

NETHERLANDS

Oracle Fusion HRMS (Netherlands) added the following feature in Release 8:



If your Payroll Product Usage is set to Payroll or Payroll Interface, then a Statutory Calculation

card is created automatically as part of the new hire process. A calculation card captures values

required for calculating and processing payroll deductions.

For new employees, the Tax, Social Insurance, Subsidies and Discounts, Sector Fund, and Wage

Report information is defaulted automatically. If necessary, you can override this information

using the calculation card and its components.

The calculation card is automatically associated with the default TRU of the reporting

establishment to which the employee is attached. Associations are also automatically created

between all the employment terms or assignments created during the new hire and the default

sector fund for the TRU. The calculation card and all the employment terms for the employee

can be associated with only one TRU.

Payroll Managers and Administrators can use the Manage Calculation Cards task in the Payroll

Calculation work area to view and update the card as needed. You can edit and override the

Tax, Social Insurance, Subsidies and Discounts, Sector Fund, and Wage Report information. In

the Special-Rate Tax component details, you can select the Enterable Value on Calculation Cards

tab to define employee-specific values for special-rate tax.

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STEPS TO ENABLE




The personal calculation card is created automatically for all payroll relationships of

type Standard. The standard payroll relationship applies to the person types Employee

and Nonworker (paid).

A TRU calculation card must exist for the personal calculation card to be automatically

created. Use the Manage Legal Reporting Unit Calculation Records task to do this.

The element eligibility must be defined for the element Tax and Social Insurance for the

Dutch legislative data group (LDG).

When an employee is rehired on an existing payroll relationship, the existing calculation

card can be reactivated for the employee.

KEY RESOURCES

For more information on the Automatic calculation card for the Netherlands, go to Applications


Automatic Creation of Statutory Deductions and Reporting Card: Explained

Dutch Statutory Deductions and Reporting Card Components: How They Work

Together

Creating Dutch Statutory Deductions and Reporting Card Manually: Examples

Creating Dutch Statutory Deductions and Reporting Card: Worked Example

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SAUDI ARABIA

Oracle Fusion HRMS (Saudi Arabia) added or changed the following features in Release 8:




AUTOMATIC CALCULATION CARD CREATION FOR TERMINATION

For terminated employees, the Gratuity calculation card is created automatically. The card is

created with the calculation component and component details, and associations. In the

termination month, gratuity payment is automatically generated, if the employee is eligible. This

amount is added to the employee’s net pay. You can review and edit the card to enter an

override amount for gratuity, if necessary.

You can enter an override amount to be paid to the employee as gratuity. If override amount is

specified, this amount overrides the reference formula for gratuity calculation defined at the

PSU level, and also the calculation formula defined at legislative level.

STEPS TO ENABLE



For the automatic card creation to be enabled, your Payroll Product Usage must be set to

Payroll or Payroll Interface.

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STATUTORY REPORTING: GOSI FORM 4


Office at the end of each month. The report details information about monthly contributions

that are to be paid to the Social Insurance Office. The report is submitted to the GOSI office

where the employer is registered. This report contains the following blocks of information:

Employer Information

New hires

Terminations

Monthly contributions

Elements that contribute to each information block are defined by the element classification.

Elements created at the implementation phase with classifications that are mapped to report

fields will contribute to the values reported in those fields.





Payroll Statutory Unit. Payroll Statutory Unit for which the report is run.

Month. Month for which the report is run.


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Verify that the process runs to success and go to the task to check the results:

STEPS TO ENABLE


STATUTORY REPORTING: GOSI FORM 5

You can now generate the consolidated report that an employer needs to submit to the Social

Insurance Office at the end of each month. The report details information for each employee

who is a new hire or has been terminated. Each page of the report displays 10 joiners and 10

leavers. The report is submitted to the GOSI office where the employer is registered. This report

contains the following blocks of information:

Employer Information

New hires

Terminations

Monthly contributions




You can run this report from the from the Regulatory and Tax Reporting work area.




182




Verify that the process runs to success and go to the task to check the results:

STEPS TO ENABLE


SINGAPORE

Oracle Fusion HRMS (Singapore) added or changed the following feature in Release 8:



If your Payroll Product Usage is set to Payroll Interface, then a Statutory Deductions and

Reporting card is created automatically as part of the new hire process. A calculation card

captures values required for calculating and processing payroll deductions.

You can enter the necessary information for Central Provident Fund, Inland Revenue Authority

of Singapore (IRAS) reporting information, Taxes, Involuntary Deductions and Charitable

Donations using the calculation card and its components.

The TRU association added to the card is based on the LRU that is set as the main LRU.

Association details are then added, linking the calculation components to the assignment or



update the card as needed.

STEPS TO ENABLE


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TRU association is made based on the main Legal Reporting Unit. User can change the TRU

association manually.

SWITZERLAND

Oracle Fusion HRMS (Switzerland) added the following features in Release 8:

Organization Data Capture

Person & Employment

ORGANIZATION DATA CAPTURE

This feature supports Swiss-specific organization information, such as:

Legal employer information details including:

Legal Employer registrations on the correct level

Legislative Category to define the registrations for all purposes

Legal authorities including:

Swiss specific categories

Legal entities are connected to legal authorities through legal entity registrations. A registration

is automatically created for the identifying jurisdiction you select when you create a legal entity.

If the legal entity is registered with the Swiss UID-BFS jurisdiction, it can interact with UID-BFS

authorities. If the legal entity will interact with other legal authorities, you must create

additional registrations as appropriate.

Legal authorities are the government entities with which an enterprise interacts, for example to

send legal reports. No legal authorities are predefined for Switzerland. You must create a legal

authority for each government entity, such as a UID-BFS office, that has a relationship with the

enterprise. Later, you will register each legal entity you create unit with a legal authority.

184

Implementation specialists can use the Manage Legal Authorities in the implementation project

task list in the Workforce Deployment work area to define a legal authority.

Use the Manage Legal Entity Registrations task in the implementation project task list in the

Workforce Deployment work area to create registrations.

STEPS TO ENABLE


KEY RESOURCES

The Oracle Fusion HRMS (Switzerland): HR Implementation and Functional Considerations Guide

white paper (My Oracle Support Doc ID 1572755.1) includes more information regarding the

Swiss organization.

PERSON AND EMPLOYMENT TEMPLATE

This feature supports Swiss person and employment information such as:

Person names (Swiss name style)

Swiss Address structure

Swiss National Identification (NNSS)

Passport (Swiss passport types)

Cross border worker information

Swiss specific contact types, such as concubine

Contract (Swiss contract types)

An HR specialist can maintain the person and employment information using the tasks under

Person Management or New Person work areas.

STEPS TO ENABLE


KEY RESOURCES

The Oracle Fusion HRMS (Switzerland): HR Implementation and Functional Considerations Guide

white paper ( My Oracle Support Doc ID 1572755.1) includes more information regarding the

Swiss person and employment model.



185

UNITED ARAB EMIRATES

Oracle Fusion HRMS United Arab Emirates (UAE) added the following features in Release 8:

Statutory Reporting: Form 6 - Insured Details - Private Sector

Statutory Reporting: Form 7 - Monthly Movements

STATUTORY REPORTING: FORM 6 - INSURED DETAILS - PRIVATE SECTOR


Office at the end of each month. The report details information about the insured employees

for private sector employers. The information includes employee number, social insurance

number, the insured's full name, nationality, job, contribution wage, and other comments.

This report contains the following blocks of information:

Employer information includes name, social insurance number, and address.

Employee information includes basic information, salary, and social insurance

calculations.











Verify that process runs to success and go to task to check results:

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STEPS TO ENABLE


KEY RESOURCES

The Oracle Fusion HRMS (United Arab Emirates): Payroll Implementation and Functional

Considerations Guide white paper (My Oracle Support Doc ID: 1565449.1) includes

more information regarding FORM 6.

For more information about this report, go to Application Help, UAE Statutory Reports:

Overview topic.

STATUTORY REPORTING: FORM 7 - MONTHLY MOVEMENTS


Office at the end of each month. The report provides information about employees’

movements, including new hires, terminations, changes to salary, and other changes.

This report contains the following blocks of information:

Employer information includes name, social insurance number, and employer

contribution for current and previous month.

Employee information is based on whether the employee is hired or terminated, or

salary changes of existing employee.

STEPS TO ENABLE


KEY RESOURCES

For more information about this report, go to Application Help, UAE Statutory Reports:

Overview topic.

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UNITED KINGDOM

Oracle Fusion HRMS (United Kingdom) added or changed the following features in Release 8:


Legislative/Budget Changes


For new employees, a Statutory Deductions card for PAYE (Pay As You Earn) and National

Insurance (NI) will automatically be created. Mandatory values held within the calculation card

will be defaulted, for example the Tax Code, Tax Basic and NI Category and Pension Basis.

If a TRU is selected in the Payroll Details section on the Hire an Employee: Employment

Information page, an association to that TRU is automatically added to the calculation card.

Association details are also added, linking the PAYE and NI components to the employment

terms (or assignment in a 2-tier employment model) created for the new hire.


update the card as needed. For example, you may need to update the employee's Tax Code or

Tax Basis if they differ from the default values created. If necessary, you can override NI

Category and Pension Basis using the calculation card and its components.

188

If necessary, you can override NI Category and Pension Basis using the calculation card and its

components.

STEPS TO ENABLE




An element entry for the NI and PAYE component is created automatically when the

card is created, provided that eligibility has been defined for those elements and the

employee meets the eligibility criteria.

If no TRU is selected, the process creates a calculation card with the components

described above, but the card contains no TRU association or association details.

If no association information was created automatically, you must update the card to

add a TRU association. You must also create association details for the PAYE and NI

components to associate them with the employment terms or assignment. Deductions

cannot be calculated and reported until you provide this information.

KEY RESOURCES

For more information about Automatic Card Creation for United Kingdom, go to Application


Automatic Statutory Deduction Cards Creation (UK): Explained

When to Create UK Statutory Deductions Calculations Cards Manually: Examples

189

LEGISLATIVE/BUDGET CHANGES

To maintain legislative compliance for 2013/14, legislative updates have been made to PAYE,

National Insurance and other statutory thresholds for the UK.

STEPS TO ENABLE


UNITED STATES

Oracle Fusion HRMS (United States) added or changed the following features in Release 8:

Third-Party Quarterly Tax Filing

Archive End-of-Year Payroll Results

Generate Check Payments

Electronic Funds Transfer Verification Report

PA Act 32 Tax Calculations

HR Legislative Reports field data capture

US Wage Basis Rules

W-4 data entry for Federal and States that follow Federal

THIRD-PARTY QUARTERLY TAX FILING

You can use this feature to extract data for filing of payroll tax liabilities on a quarterly basis.

This data can be sent to a third-party provider. A BI Publisher template supporting the ADP

Transporter third-party product is provided.

STEPS TO ENABLE


KEY RESOURCES

The Oracle Fusion HRMS (US): Payroll Third-Party Tax Filing Interface white paper

(My Oracle Support Doc ID 1594079.1) has more information on third-party tax filing.

For more information on the instructions necessary for configuration of both Oracle

Fusion and ADP, go to Application Help, Tax-Filing Setup for US ADP Transporter:

Critical Choices topic.

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190

END-OF-YEAR PAYROLL RESULTS ARCHIVE

Oracle Fusion HRMS (United States) has modified this feature from Global Payroll to include US

specific balances and data in the end-of-year archive to support creation of W-2s.

STEPS TO ENABLE


CHECK PAYMENT GENERATION

Oracle Fusion HRMS (United States) has modified this feature from Global Payroll to include a

check stub to be generated in addition to the check output.

STEPS TO ENABLE


ELECTRONIC FUNDS TRANSFER VERIFICATION REPORT

Oracle Fusion HRMS (United States) has modified this feature from Global Payroll to include a

verification report to be generated as part of the electronic funds transfer process.

STEPS TO ENABLE


PA ACT 32 TAX CALCULATIONS

You can use this new feature for earned income tax calculations for Pennsylvania local

governments and school districts. Use this feature to:

Support the calculation of earned income tax for Pennsylvania local governments and

school districts

Capture data for PA Act 32 processing

The following flexfields are provided, on the work location structure under Legislative

Information, to capture PA Act 32 information:

PSD code for Pennsylvania work location

Non-Resident EIT rate for Pennsylvania work location

191

STEPS TO ENABLE



Employers with multiple locations across the state are permitted to remit to the county

tax collection district where they are headquartered rather than to multiple collectors

around the state.

A PA32 tax card component is automatically created when an employee is hired in

Pennsylvania.

HR LEGLISLATIVE REPORTS FIELD DATA CAPTURE

You can use this new feature to capture data for the following HR reports:

New Hire

EEO-1

VETS-100 & 100A

The New Hire report data capture provides the ability to:

Define the legal entity for the New Hire Report

Indicate whether employees are to be included or excluded from the New Hire Report

The VETS-100 and VETS-100A reports data capture provide the ability to:

Capture reporting rules specific to the VETS-100 and VETS-100A Reports

Override information at TRU level

Capture information specific to a location

STEPS TO ENABLE



Ensure that a TRU is associated to a legal employer. Employer details will be selected

from the TRU selected in this field.

When hiring or rehiring employees, indicate whether they are to be included or

excluded from new hire reporting. Existing employees can also be reported using this

New Hire Status field.

You can capture data specific to VETS in the VETS Reporting Rules context under

Organization Information extensible flexfields (EFF) for a legal employer. You can

identify if you are a Single or Multiple Establishment employer using Establishment

192

Employer Type field under EEO and VETS Reporting Information context. This

information is used during EEO and VETS reporting. There is also an ability to override

EEO and VETS Specific information at the TRU level.

US WAGE BASIS RULES

Oracle Fusion HRMS (United States) has provided the wage basis rules at the federal and state

levels for use in the taxation of earnings. Rules for primary classifications of supplemental

earnings, imputed earnings, and pretax deductions along with the corresponding secondary

classifications are provided.

STEPS TO ENABLE



Wage basis rules are accessible through the Manage Component Group Rules task.

W-4 DATA ENTRY FOR FEDERAL AND STATES THAT FOLLOW FEDERAL

You can use this new feature in Portrait Gallery to allow employees to update their W-4 data

directly into the Federal PDF form and the State PDF forms (those that follow Federal).

The states that follow federal are Colorado, Delaware, Idaho, Montana, Nebraska, New Mexico,

North Dakota, Oklahoma, Oregon, Rhode Island, South Carolina, and Utah.

STEPS TO ENABLE


193

POST-UPGRADE CONSIDERATION

If you have bookmarked pages in Oracle HCM Cloud for Release 7, those URLs might not direct you to

the correct pages in Release 8 since the bookmarked URLs might contain parameters specific to Release

7. Therefore, go directly to the home page for your Oracle HCM Cloud application and drill down to the

pages you want to bookmark and then bookmark them again for Release 8.

194

REVISION HISTORY

This document will continue to evolve as existing sections change and new information is added. All

updates are logged below, with the most recent updates at the top.

Date What’s Changed Notes

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