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Fusion Applications: Global Human Resources Implementation

Student Guide Course Code: D75489GC10 Edition: 1.0 March 2012 D76753

Author

Copyright © 2012, Oracle and/or its affiliates. All rights reserved.

Alison Firth Hema Hardikar Jyothi Meruva Megan Wallace Srinivas Vellikad Suzanne Kinkead

Technical Contributors and Reviewers Alanda Orozco

Disclaimer

This document contains proprietary information and is protected by copyright and other intellectual property laws. You may copy and print this document solely for your own use in an Oracle training course. The document may not be modified or altered in any way. Except where your use constitutes "fair use" under copyright law, you may not use, share, download, upload, copy, print, display, perform, reproduce, publish, license, post, transmit, or distribute this document in whole or in part without the express authorization of Oracle.

The information contained in this document is subject to change without notice. If you find any problems in the document, please report them in writing to: Oracle University, 500 Oracle Parkway, Redwood Shores, California 94065 USA. This document is not warranted to be error-free.

Cindy Frakes Phyllis Simons

Restricted Rights Notice

If this documentation is delivered to the United States Government or anyone using the documentation on behalf of the United States Government, the following notice is applicable:

U.S. GOVERNMENT RIGHTS The U.S. Government’s rights to use, modify, reproduce, release, perform, display, or disclose these training materials are restricted by the terms of the applicable Oracle license agreement and/or the applicable U.S. Government contract.

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CONTENTS Lesson 1:

Workforce Deployment Course Overview ....................1

Lesson Objectives ................................................................................... 1 Course Objectives ................................................................................... 2 Course Schedule ...................................................................................... 3 Course Approach ..................................................................................... 4 Hands-On Activities .................................................................................. 5 Oracle Fusion Implementation Resources .................................................... 6 Instructor Demonstration Introduction: Exploring Oracle Fusion Applications Help ............................................................................................................. 7 Instructor Demonstration: Exploring Oracle Fusion Applications Help .............. 8 Oracle Fusion Applications Overview .................................................... 11 Oracle Fusion Applications Terminology Foundation .................................... 12 Home Page ........................................................................................... 13 User Interface Shell................................................................................ 14 Dashboard ............................................................................................ 15 Worklist ................................................................................................ 17 Navigation ............................................................................................ 18 Work Areas ........................................................................................... 19 Recent Items ......................................................................................... 20 Oracle Fusion Applications Terminology .................................................... 21 Data Sharing ....................................................................................... 22 Business Units ..................................................................................... 23 Effective Dates .................................................................................... 24 Oracle Fusion Deployment Options ........................................................... 25 Workforce Deployment Overview .......................................................... 26 Workforce Deployment ........................................................................... 27 Oracle Fusion Human Capital Management (HCM) Overview ........................ 29

Lesson 2:

Getting Started with an Implementation ...................31

Objectives ............................................................................................. 32 Overview of Getting Started .................................................................. 33 Getting Started Highlights ..................................................................... 36

Lesson 3:

Introducing Functional Setup Manager .....................37

Objectives ............................................................................................. 37 Lesson Agenda ...................................................................................... 38 Overview of the Functional Setup Manager ........................................... 39 Offerings, Options and Features ............................................................... 40

i

Implementation Job Roles ....................................................................... 41 Implementation Task Flow ...................................................................... 43 Functional Setup Manager Terminology ..................................................... 45 Browsing and Configuring Offerings ...................................................... 46 Gathering Implementation Requirements for Offerings ................................ 47 Using the Getting Started Page ................................................................ 49 Viewing FSM Provided Reports and Documents .......................................... 51 Demonstration: Browsing Offerings .......................................................... 52 Configuring Offerings .............................................................................. 54 Overview of Implementation Projects ................................................... 55 Implementation Manager Responsibilities .................................................. 56 Understanding the Implementation Project Page ........................................ 57 Adding Resources to an Implementation Project and Assigning Tasks ........... 59 Viewing Task List and Task Reports .......................................................... 61 Performing Setup Tasks ........................................................................ 63 Performing Setup Tasks Flow ................................................................... 64 Viewing and Performing Assigned Implementation Projects and Tasks .......... 65 Completing Tasks in the Appropriate Sequence .......................................... 66 Creating a Workforce Deployment Implementation Project Activity...... 67 Activity Solution: Creating an Implementation Project ................................ 68 Lesson Highlights .................................................................................. 70

Lesson 4:

Defining Common Applications Configuration for HCM71

Importing and Setting Up Geography Reference Data ........................... 71 Objectives ............................................................................................. 71 Address Validation ................................................................................. 72 Geography Model Concepts ..................................................................... 73 Implementation Considerations................................................................ 74 Geography Structure Tips ....................................................................... 75 Do I Enter Data or Import It? .................................................................. 76 The Manage Geographies Page ................................................................ 77 Sample Data and Procedures on Oracle Support ........................................ 79 File-Based Import Process Overview ......................................................... 80 Analyzing Attribute Mapping .................................................................... 82 Import Steps ......................................................................................... 83 Importing the Geography Structure for a Country ...................................... 85 Activity: Importing Geography Structure for a Country ............................... 87 Activity Solution: Importing Geography Structure for a Country ................... 88 Importing the Geography Hierarchy ......................................................... 91

ii

Understanding the Geography Hierarchy Data Import File ........................... 92 Activity: Importing Geography Hierarchy Data for a Country ....................... 93 Activity Solution: Importing Geography Hierarchy Data for a Country ........... 94 Setting Up Validation .............................................................................. 98 Activity: Setting Up Validation for the Country You Imported ...................... 100 Activity Solution: Setting Up Validation for the Country You Imported ......... 101 Activity: Verifying Your Geography Import ............................................... 103 Activity Solution: Verifying Your Geography Import ................................... 104 Importing Geography Reference Data Lesson Highlights ............................ 106 Importing and Setting Up Geography Reference Data: Quiz ........................ 107 Quiz 1 ............................................................................................... 107 Quiz 2 ............................................................................................... 108 Quiz 3 ............................................................................................... 109 Quiz 4 ............................................................................................... 110 Quiz 5 ............................................................................................... 111 Quiz 6 ............................................................................................... 112 Quiz 7 ............................................................................................... 113 Define Custom Enterprise Scheduler Jobs ........................................... 114 Objectives ............................................................................................ 115 Manage Job Definitions .......................................................................... 116 Manage List of Values Sources ................................................................ 117 Reference Resources ............................................................................. 118 Highlights ............................................................................................ 119 Define Enterprise Structures ............................................................... 120 Objectives ............................................................................................ 120 Establishing Enterprise Structures Using Enterprise Structures Configurator . 121 Overview ........................................................................................... 121 What is the HCM Configuration Workbench? ........................................... 122 What are the Benefits of Using the HCM Configuration Workbench? ........... 123 Enterprise Structure Components ......................................................... 124 Enterprise and Divisions ...................................................................... 125 Creating Legal Entities Using ESC ......................................................... 127 Enterprise Configuration Using ESC ....................................................... 128 Creating Business Units in ESC: Key Concepts ........................................ 129 Creating Reference Data Sets in ESC ..................................................... 131 Establish Enterprise Structures using ESC Quiz ....................................... 132 Quiz 1 ................................................................................................................. 133 Quiz 2 ................................................................................................................. 134

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Quiz 3 ................................................................................................................. 135 Quiz 4 ................................................................................................................. 136 Activity Introduction: Define the Enterprise Configuration Part 1 ............... 137 Activity: Establishing Enterprise Structures .............................................................. 138 Establishing Enterprise Structures .......................................................................... 140 Establishing Job and Position Structures Using Enterprise Structures Configurator .......................................................................................................... 147 Overview ........................................................................................... 147 ESC Overview .................................................................................... 148 Determine Job and Position Usage ........................................................ 149 Define Additional Job and Position Attributes at Enterprise ....................... 150 Define Contextual Attributes for Jobs and Positions ................................. 152 The ESC Process ................................................................................. 153 Review and Load Configuration ............................................................. 154 Establishing Job and Position Structures Quiz ......................................... 155 Quiz 1 ................................................................................................................. 156 Quiz 2 ................................................................................................................. 157 Quiz 3 ................................................................................................................. 158 Activity Introduction: Define the Enterprise Configuration Part 2 ............... 159 Activity: Defining the Job and Position Structures ..................................................... 159 Defining the Job and Position Structures ................................................................. 160 Activity: Reviewing the Enterprise Configuration ...................................................... 162 Defining Legal Jurisdictions and Legal Authorities for HCM .......................... 163 Legal Jurisdictions Overview ................................................................. 164 Legal Authorities Overview ................................................................... 165 Legislative Data Groups Overview ......................................................... 166 Defining Legal Entities for HCM ............................................................... 168 Legal Entities Overview ....................................................................... 168 Legal Entity Considerations .................................................................. 170 Legal Entity and its Relationship to Divisions .......................................... 171 Legal Entity and its Relationship to Worker Assignments and Legal Employer172 Legal Entity and Payroll Reporting ......................................................... 173 Legal Entity and Legal Reporting Units................................................... 174 Legal Reporting Units Overview ............................................................ 175 Activity Introduction: Defining a New Legal Entity ................................... 176 Defining a Legal Address ....................................................................................... 179 Defining a Legal Entity .......................................................................................... 180 Define Enterprise Structures Highlights .................................................... 182

iv

Define Workforce Structures ............................................................... 183 Objectives ............................................................................................ 183 Workforce Structures Task List ............................................................... 184 Defining Enterprise HCM Information ....................................................... 185 Work Day Information ......................................................................... 185 Worker Number Generation.................................................................. 186 Person-Name Languages ..................................................................... 187 Employment Model ............................................................................. 188 Types of Employment Models ................................................................................. 188 Three-Tier Employment Models .............................................................................. 189 Three-Tier Employment Models Explained................................................................ 191 Three-Tier Employment Model Example................................................................... 192 Two-Tier Employment Models ................................................................................ 193 Two-Tier Employment Models Explained .................................................................. 194 Two-Tier Employment Model Example ..................................................................... 195 Using the Two-Tier Employment Model.................................................................... 196 Using the Three-Tier Employment Model ................................................................. 197 Employment Terms Override ................................................................................. 198 Defining Enterprise HCM Information Quiz ............................................. 199 Quiz 1 ................................................................................................................. 199 Quiz 2 ................................................................................................................. 200 Quiz 3 ................................................................................................................. 201 Quiz 4 ................................................................................................................. 202 Quiz 5 ................................................................................................................. 203 Quiz 6 ................................................................................................................. 204 Actions and Action Reasons .................................................................... 205 Demo: Creating Actions and Action Reasons ............................................. 206 Defining Locations ................................................................................. 208 Locations ........................................................................................... 208 Demo: Managing Locations .................................................................. 210 Activity: Creating a Location ................................................................ 212 Creating a Location............................................................................................... 213 Defining HCM Organizations ................................................................... 215 Overview ........................................................................................... 215 HCM Organizations.............................................................................. 216 Multiple Classifications ......................................................................... 217 Review Enterprise Configuration ........................................................... 218 Trees and HCM Trees .......................................................................... 219

v

Organization Trees and ESC ................................................................. 220 Defining HCM Organizations Quiz .......................................................... 221 Quiz 1 ................................................................................................................. 222 Quiz 2 ................................................................................................................. 223 Quiz 3 ................................................................................................................. 224 Activity Introduction: Creating Organizations ......................................... 225 Creating a Division ............................................................................................... 226 Creating a Department.......................................................................................... 227 Creating a Business Unit ....................................................................................... 228 Define Workforce Structures Highlights .................................................... 230 Define Grades, Jobs, Positions, and Worker Directory ......................... 231 Objectives ............................................................................................ 231 Grades, Jobs, and Positions Setup and Maintenance .................................. 232 Defining Grades .................................................................................... 234 Grades .............................................................................................. 235 Grade Steps ....................................................................................... 236 Grades and Sets ................................................................................. 237 How Grades Work with Jobs and Positions.............................................. 238 How Grades Work with Assignments and Employment Terms ................... 239 Activity: Creating a Grade .................................................................... 240 Defining Grade Rates ............................................................................. 243 Grade Rate Values .............................................................................. 244 Lookups for Grade Rates ...................................................................... 245 Adding Rates to Grades ....................................................................... 246 Grade Rates Example 1 ....................................................................... 247 Grade Rates Example 2 ....................................................................... 248 How Grades, Rates, Sets, and Legislative Data Groups Work Together ...... 249 How Grades and Grade Rates Work with Compensation and Payroll .......... 251 Activity: Creating a Grade Rate ............................................................ 252 Defining Grade Ladders ......................................................................... 254 Grade Ladders .................................................................................... 255 Ladders with Grades ........................................................................... 256 Ladders with Steps ............................................................................. 257 Activity: Creating a Grade Ladder ......................................................... 258 Examples of Grades, Rates, and Ladders .................................................. 262 Grades with Steps............................................................................... 263 Grades Without Steps.......................................................................... 264 Grades with Rate Ranges ..................................................................... 266

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Grades with Hourly Amounts ................................................................ 267 Defining Jobs and Job Families................................................................ 268 Lookups for Jobs ................................................................................. 269 Basic Details ...................................................................................... 270 Benchmark and Progression Information ................................................ 271 Grades .............................................................................................. 272 Evaluation Criteria .............................................................................. 273 Job Families ....................................................................................... 274 How Jobs and Positions Work with Profiles ............................................. 275 Activity: Creating a Job ....................................................................... 276 Defining Positions ................................................................................. 279 Lookups for Positions .......................................................................... 280 Positions Example: Retail Industry ........................................................ 281 Position Details ................................................................................... 283 Position Trees..................................................................................... 284 Activity: Creating a Position ................................................................. 285 Defining Worker Directory ...................................................................... 287 Define Worker Directory Task List ......................................................... 287 Maintaining Person Keywords ............................................................... 288 Person-Record Keyword Searches ......................................................... 289 Date-Effective Keyword Searches.......................................................... 290 Search Relevance Profile Options .......................................................... 291 Quiz .................................................................................................... 292 Quiz 1 ............................................................................................... 293 Quiz 2 ............................................................................................... 294 Quiz 3 ............................................................................................... 295 Activity Introduction: Workforce Structures .............................................. 296 Instructor Demo: Activity Setup ........................................................... 297 Activity Solution: Hiring an Employee to Test the Setup ........................... 298 Define Grades, Jobs, Positions, and Worker Directory Highlights ................. 300 Define Workforce Profiles ................................................................... 301 Objectives ............................................................................................ 301 Profile Management Setup and Maintenance ............................................. 302 Describe Oracle Fusion Profile Management .............................................. 304 Profile Management Terminology .......................................................... 305 Oracle Fusion Profile Management Integrations ...................................... 306 Configure Talent Profile Settings ............................................................. 308 Profile Management Lookups ................................................................ 309

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Profile Management Notifications .......................................................... 311 Profile Management Descriptive Flexfields .............................................. 312 Set Up Talent Profile Content .................................................................. 313 Content Library .................................................................................. 314 Content Types .................................................................................... 315 Free-Form Content Types .................................................................... 317 Content Type Properties ...................................................................... 318 Content Type Relationships .................................................................. 319 Content Subscribers ............................................................................ 320 Demonstration Introduction: Content Types ........................................... 321 Content Items .................................................................................... 322 Demonstration Introduction: Content Items ........................................... 323 Educational Establishments .................................................................. 324 Demonstration Introduction: Educational Establishments ......................... 325 Rating Models..................................................................................... 326 Rating Model Components.................................................................... 327 Rating Models and Model Profiles .......................................................... 328 Demonstration Introduction: Rating Models............................................ 329 Set Up Talent Profiles ............................................................................ 330 Profile Types ...................................................................................... 331 Profile Type Components ..................................................................... 332 Summary Text ................................................................................... 334 Demonstration Introduction: Profile Types ............................................. 335 Instance Qualifier Sets ........................................................................ 336 Settings for Qualifier Sets .................................................................... 337 Demonstration Introduction: Instance Qualifier Sets ............................... 338 Demonstration Introduction: Where Instance Qualifier Sets Are Used ........ 339 Activity Introduction: Creating a New Content Type and Items ................... 340 Creating a New Content Type ............................................................... 343 Creating Content Items ....................................................................... 344 Adding a New Content Type to the Person Profile Type ............................ 346 Example of Adding the Content Section to a Profile ................................. 349 Talent Profile Content Quiz ..................................................................... 351 Quiz 1 ............................................................................................... 352 Quiz 2 ............................................................................................... 353 Quiz 3 ............................................................................................... 354 Quiz 4 ............................................................................................... 355 Quiz 5 ............................................................................................... 356

viii

Define Workforce Profiles Highlights ........................................................ 357 Define Security for HCM ...................................................................... 358 Objectives ............................................................................................ 358 HCM Security Setup and Maintenance ...................................................... 359 Roles ................................................................................................... 360 Role-Based Access Control ................................................................... 360 Roles Assigned to Users ....................................................................... 362 Role Types ......................................................................................... 363 Abstract Roles .................................................................................... 364 Data Roles ......................................................................................... 365 Job Roles ........................................................................................... 366 Duty Roles ......................................................................................... 368 Data Security ....................................................................................... 370 HCM Security Profiles .......................................................................... 370 Security Profiles in HCM Data Roles ....................................................... 371 Data Role Templates ........................................................................... 373 Predefined Security ............................................................................... 374 The Security Reference Implementation ................................................ 374 Users and Role Provisioning.................................................................... 375 User Accounts .................................................................................... 375 Provisioning Roles to Users .................................................................. 376 Managing Security ................................................................................ 378 Managing Security Using HCM .............................................................. 378 Managing Security Using OIM ............................................................... 379 Managing Security Using APM ............................................................... 380 Quiz: Define Security for HCM ................................................................ 381 Lesson Topic: Quiz 1 ........................................................................... 381 Lesson Topic: Quiz 2 ........................................................................... 382 Lesson Topic: Quiz 3 ........................................................................... 383 Define Security for HCM Highlights .......................................................... 384 Define Data Security for HCM .............................................................. 385 Objectives ............................................................................................ 385 Describe HCM Data Security ................................................................... 386 HCM Secured Objects .......................................................................... 386 Granting Access to HCM Secured Objects ............................................... 387 HCM Security Profiles .......................................................................... 388 HCM Security Profile Types .................................................................. 389 Predefined HCM Security Profiles .......................................................... 390

ix

HCM Security Profiles Best Practices ...................................................... 391 Manage Organization and Position Security Profiles ................................... 392 Creating Organization Security Profiles .................................................. 392 Organization Security Profiles Key Concepts ........................................... 394 Creating Position Security Profiles ......................................................... 395 Position Security Profiles Key Concepts .................................................. 396 Activity: Creating an Organization Security Profile................................... 397 Activity Solution: Creating an Organization Security Profile ...................... 399 Manage Person and Public Person Security Profiles .................................... 401 Creating Person Security Profiles .......................................................... 401 Person Security Profiles Key Concepts ................................................... 403 Creating Public-Person Security Profiles ................................................. 404 Activity: Creating a Person Security Profile ............................................. 405 Activity Solution: Creating a Person Security Profile ................................ 406 Manage Document Type, LDG, and Country Security Profiles ...................... 407 Creating Document Type Security Profiles .............................................. 407 Document Type Security Profiles Key Concepts ....................................... 408 Managing Legislative Data Group Security Profiles .................................. 409 Managing Country Security Profiles ....................................................... 410 Manage HCM Data Roles ........................................................................ 411 Data Roles Overview ........................................................................... 411 Creating HCM Data Roles ..................................................................... 412 Selecting Security Criteria in an HCM Data Role ...................................... 413 Creating Security Profiles in HCM Data Roles .......................................... 415 Assigning HCM Security Profiles Directly to Job or Abstract Roles .............. 417 Editing HCM Data Roles ....................................................................... 419 Synchronizing HCM Data Roles with Oracle Identity Management ............. 420 Approaches to Creating HCM Data Roles ................................................ 421 Activity: Creating an HCM Data Role ..................................................... 422 Activity Solution: Creating an HCM Data Role ......................................... 424 Describe Role Provisioning ..................................................................... 426 Users and Roles .................................................................................. 426 Provisioning Roles to Users .................................................................. 427 Role Mappings Key Concepts ................................................................ 428 Manage Role Mappings .......................................................................... 430 Provisioning Roles Automatically ........................................................... 430 Activity: Role Mapping to Autoprovision Roles ........................................ 431 Activity Solution: Role Mapping to Autoprovision Roles ............................ 433

x

Provisioning Roles Immediately ............................................................ 435 Provisioning Roles to Other Users ......................................................... 436 Activity: Role Mapping to Provision Roles to Other Users .......................... 437 Activity Solution: Role Mapping to Provision Roles to Other Users ............. 439 Requesting Roles ................................................................................ 441 Activity: Role Mapping for Self-Requestable Roles ................................... 442 Activity Solution: Role Mapping for Self-Requestable Roles ...................... 444 Role-Provisioning Strategies ................................................................. 446 Quiz: Define Data Security for HCM ......................................................... 447 Lesson Topic: Quiz 1 ........................................................................... 447 Lesson Topic: Quiz 2 ........................................................................... 448 Lesson Topic: Quiz 3 ........................................................................... 449 Lesson Topic: Quiz 4 ........................................................................... 450 Lesson Topic: Quiz 5 ........................................................................... 451 Lesson Topic: Quiz 6 ........................................................................... 452 Lesson Topic: Quiz 7 ........................................................................... 453 Lesson Topic: Quiz 8 ........................................................................... 454 Define Data Security for HCM Highlights .................................................. 455 Define Approval Management for HCM ................................................ 456 Objectives ............................................................................................ 456 Approval Management Overview ............................................................. 457 HCM Approvals Setup and Maintenance ................................................... 459 Managing Task Configurations for Human Capital Management ................... 460 Event Driven Tab ................................................................................ 461 Data Driven Tab ................................................................................. 464 List Builders ....................................................................................... 466 Maintaining the Manager Hierarchy ......................................................... 467 Participant Actions in the Predefined Approval Policies ............................... 468 Notifications in the Predefined Approval Policies ........................................ 469 Managing Approval Groups ..................................................................... 470 Activity: Reviewing Predefined Approval Policies for a Task ........................ 472 Activity Solution: Reviewing Predefined Approval Policies for a Task ............ 474 Define Approval Management for HCM Highlights ...................................... 477

Lesson 5:

Defining Common HCM Configuration ......................479

Define Workforce Records ................................................................... 479 Objectives ............................................................................................ 479 Define Workforce Records Task List ......................................................... 480 Defining Availability ............................................................................... 481

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How Worker Availability Is Determined .................................................. 481 Primary Work Schedules ...................................................................... 483 Calendar Events ................................................................................. 485 Calendar Event Categories ................................................................... 486 Demo: Managing Calendar Events ......................................................... 487 Demo: Managing Work Schedules ......................................................... 488 Defining Availability Quiz ..................................................................... 490 Instructor Note: All Quizzes and Answers ................................................................ 490 Quiz 1 ................................................................................................................. 491 Quiz 2 ................................................................................................................. 492 Quiz 3 ................................................................................................................. 493 Quiz 4 ................................................................................................................. 494 Creating and Assigning a Work Schedule Activity .................................... 495 Creating a Calendar Event Category ....................................................................... 496 Creating a Calendar Event ..................................................................................... 496 Creating Shifts ..................................................................................................... 498 Creating a Workday Pattern ................................................................................... 499 Creating a Work Schedule ..................................................................................... 501 Assigning a Work Schedule to a Department ............................................................ 502 Adding an Exception to an Employee Work Schedule ................................................ 503 Defining Person Record Values ................................................................ 506 Define Person Record Values Task List ................................................... 506 Person Types...................................................................................... 507 Person Name Formats ......................................................................... 509 Person Lookups .................................................................................. 511 Defining Employment Record Values........................................................ 512 Define Employment Record Values Task List ........................................... 512 Assignment Statuses ........................................................................... 513 Key Decisions for Enforcing Grades at Assignment Level .......................... 514 Employment Lookups .......................................................................... 515 Defining Documents .............................................................................. 516 Defining Documents Task List............................................................... 516 Document Types and Categories ........................................................... 517 Demo: Creating a Document Type ........................................................ 518 Defining Workforce Records Quiz ............................................................ 519 Quiz 1 ............................................................................................... 519 Quiz 2 ............................................................................................... 520 Quiz 3 ............................................................................................... 521

xii

Quiz 4 ............................................................................................... 522 Defining Workforce Records Highlights ..................................................... 523 Define Workforce Business Processes and Events ............................... 524 Objectives ............................................................................................ 524 Define Workforce Business Processes and Events Task List ......................... 525 Defining Checklists ................................................................................ 526 How Can I Create and Track Standard Tasks .......................................... 526 Checklist Template Components ........................................................... 527 Creating a Checklist Template Activity ................................................... 528 Activity Solution: Creating a Checklist Template ....................................................... 530 Checklist Template Allocation ............................................................... 533 Defining Checklists Quiz ...................................................................... 534 Quiz 1 ................................................................................................................. 534 Quiz 2 ................................................................................................................. 535 Quiz 3 ................................................................................................................. 536 Quiz 4 ................................................................................................................. 537 Defining HCM Events ............................................................................. 538 Key Decisions for Events ...................................................................... 538 Key Components of the Event Model ..................................................... 539 Defining Workforce Business Processes and Events Highlights .................... 540

Lesson 6:

Define Absences ......................................................541

Objectives ........................................................................................... 541 Overview ............................................................................................. 542 Demo: Recording an Absence ................................................................. 542 Instructor Note: Define Absences Task List............................................... 544 Tasks In the Define Absences Task List .................................................... 545 Absence Types...................................................................................... 546 Absence Types, Categories, and Reasons ................................................. 547 Defining Absences Overview Quiz ............................................................ 548 Instructor Note: All Quizzes and Answers ............................................... 548 Quiz 1 ............................................................................................... 549 Quiz 2 ............................................................................................... 550 Defining General Absences .................................................................. 551 Absence Lookups .................................................................................. 552 Absence Value Sets and Descriptive Flexfields .......................................... 553 Defining General Absences Quiz .............................................................. 554 Instructor Note: All Quizzes and Answers ............................................... 554 Quiz 1 ............................................................................................... 555

xiii

Key Decisions for Absence Lookups and Flexfields ..................................... 556 Defining Absence Plans ....................................................................... 557 Manage Absence Types .......................................................................... 558 Absence Types and Absence Elements ................................................... 558 Absence Balance Maintenance .............................................................. 560 Absence Recording at Person Or Assignment Level .................................. 561 Absence Duration Calculation ............................................................... 562 Absence Processing in Payroll Runs ....................................................... 564 Absence Entries in Statement of Earnings .............................................. 565 Demo: Managing Absence Elements ...................................................... 566 Demo: Managing Absence Types........................................................... 567 Key Decisions for Absence Types .......................................................... 569 Managing Absence Types Quiz .............................................................. 570 Instructor Note: All Quizzes and Answers ................................................................ 570 Quiz 1 ................................................................................................................. 571 Quiz 2 ................................................................................................................. 572 Quiz 3 ................................................................................................................. 573 Quiz 4 ................................................................................................................. 574 Quiz 5 ................................................................................................................. 575 Creating an Absence Element and Absence Type Activity ......................... 576 Creating an Absence Category and Accrual Category ................................................ 578 Creating an Absence Element ................................................................................ 579 Creating an Absence Type ..................................................................................... 581 Test Your Setup by Recording an Absence ............................................................... 582 Manage Accrual Plans ............................................................................ 584 Key Terminology in Accrual Plans .......................................................... 584 Components That Comprise an Accrual Plan ........................................... 585 Accrual Start Date Rules for New Hires .................................................. 586 Accrual Term Type .............................................................................. 587 Accrual Ineligibility Period .................................................................... 588 Accrual Formulas ................................................................................ 589 Gross Accrual Maintenance .................................................................. 590 Accrual Bands .................................................................................... 591 Net Accrual Calculation ........................................................................ 592 Demo: Managing Accrual Plans ............................................................. 593 Components That an Accrual Plan Generates .......................................... 595 Key Decisions for Accrual Plans............................................................. 596 Managing Accrual Plans Quiz ................................................................ 597

xiv

Instructor Note: All Quizzes and Answers ................................................................ 597 Quiz 1 ................................................................................................................. 599 Quiz 2 ................................................................................................................. 600 Quiz 3 ................................................................................................................. 601 Quiz 4 ................................................................................................................. 602 Quiz 5 ................................................................................................................. 603 Creating an Accrual Plan Activity........................................................... 604 Creating an Accrual plan ....................................................................................... 605 Test Your Setup by Enrolling an Employee in an Accrual Plan ..................................... 607 Defining Absences Highlights .............................................................. 608

Lesson 7:

Appendix .................................................................611

Define Help Configuration ................................................................... 612 Objectives ............................................................................................ 613 Set Help Options ................................................................................... 614 Set Help Options Demonstration ........................................................... 615 Assign Help Text Administration Duty ...................................................... 616 Manage Help Security Groups ................................................................. 617 Manage Help Security Groups Demonstration ......................................... 618 Reference Resources ............................................................................. 619 Highlights ............................................................................................ 620 Define Flexfields.................................................................................. 621 Flexfield Concepts ................................................................................. 622 Value Sets ........................................................................................... 626 Descriptive Flexfields ............................................................................. 628 Extensible Flexfields .............................................................................. 629 Extensible Flexfield Example ................................................................ 630 Key Flexfields ....................................................................................... 632 Tips for Managing Key Flexfields ........................................................... 634 Flexfield Implementation Flow ................................................................ 635 Flexfield Reference Resources ................................................................. 637 Define Profile Options ......................................................................... 638 Profile Options ...................................................................................... 639 Profile Option Categories........................................................................ 640 Profile Option Levels and Values ............................................................. 641 Define Lookups ................................................................................... 643 Key Concepts ....................................................................................... 644 Manage Lookups ................................................................................... 646 Define Document Sequences ............................................................... 647

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Document Sequence.............................................................................. 648 Document Sequence Types .................................................................... 649 Document Sequence Categories .............................................................. 650 Document Sequence Assignment ............................................................ 651 Review Question 1 ................................................................................ 652 Review Question 2 ................................................................................ 653 Review Question 3 ................................................................................ 654 Review Question 4 ................................................................................ 655 Oracle Fusion Reporting and Analytics ................................................ 656 Oracle Fusion Watchlist ....................................................................... 657

xvi

Lesson 1: Workforce Deployment Course Overview

Lesson 1: Workforce Deployment Course Overview Lesson Objectives

After completing this lesson, you should be able to: 1.

Identify the purpose of this course

2.

Describe the course training approach

3.

Describe Oracle Fusion Applications

4.

Describe Workforce Deployment

5.

Describe the Deployment Options for Oracle Fusion Applications

Copyright 2012 – All rights reserved.

1

Lesson 1: Workforce Deployment Course Overview

Course Objectives

After completing this course, you should be able to:

2



Identify the key concepts of Workforce Deployment that determine a successful implementation



Use Oracle Fusion Functional Setup Manager (FSM) to implement Workforce Deployment



Test your setup by entering data and performing common Workforce Deployment processes



Set up common HCM components, including geographies, enterprise structures, workforce structures, and enterprise scheduler jobs



Set up Oracle Fusion Profile Management



Review security reference implementation data for HCM and define data security for HCM



Define approval management



Set up workforce records



Define workforce processes and events



Set up absence types and absence plans

Copyright 2012 – All rights reserved.

Lesson 1: Workforce Deployment Course Overview

Course Schedule

Copyright 2012 – All rights reserved.

3

Lesson 1: Workforce Deployment Course Overview

Course Approach

A lesson in this course will begin with your instructor presenting important concepts related to implementing Workforce Deployment. The lesson may also include one or more of the following activities:

1.

Complete an activity by performing a task in FSM

2.

Discuss key decisions and best practices

3.

Complete quiz or knowledge assessment task

In this course the instructor:

1.

Presents introductory concepts

2.

Provides assistance when performing implementation tasks

3.

Provides review sessions as needed

4

Copyright 2012 – All rights reserved.

Lesson 1: Workforce Deployment Course Overview

Hands-On Activities

To complete hands-on activities in the class, you will perform Workforce Deployment setups by working through the steps in the Workforce Deployment configuration task list in FSM.

Functional Setup Manager Implementation Project List

Copyright 2012 – All rights reserved.

5

Lesson 1: Workforce Deployment Course Overview

Oracle Fusion Implementation Resources Classroom Resources: 

Oracle Fusion Workforce Deployment Implementation Student Guide (this guide)



Oracle Fusion Applications Help



Instructor



Other Students

Related Resources: 

Getting Started with Oracle Fusion Applications: Oracle Fusion Human Capital Management On-Premise Implementations [ID 1395863.1]



Oracle Fusion Workforce Deployment Implementation Guide



Oracle Fusion Applications Information Technology Management, Implement Applications Guide

Recommended Resources: 

Oracle Fusion Applications Documentation Information Center [ID 1382875.2]



Oracle Fusion Technology Library on OTN (http://www.oracle.com/technetwork/documentation/index.html#fusion_applicatio ns)

Related Oracle University Courses: This course provides a high-level overview of functionality that is reviewed in greater detail in other Oracle University courses:



Oracle Fusion Applications functional training (course titles TBD)



Oracle BI Publisher 11g R1: Fundamentals



Fusion Applications: Extend Applications with ADF



Fusion Applications: Security Fundamentals



Fusion Applications: Install and Configure Identity Management



Fusion Applications: Payroll Implementation (US) or Fusion Applications: HCM: Core HR & Payroll

Note: Flexfields and extensibility will be included in a separate course (course title TBD)

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Lesson 1: Workforce Deployment Course Overview

Instructor Demonstration Introduction: Exploring Oracle Fusion Applications Help

Demonstration Background You can access all user assistance documentation for Oracle Fusion Applications from the application. User assistance includes: 

Contextual assistance on applications pages, which you access by hovering over an icon or field, or clicking in a field.



The Oracle Fusion Applications Help Portal, which contains several browsing and search tools to assist you in finding relevant topics as well as functional and implementation guides.

Think of these two approaches to user assistance as embedded learning tools. Demonstration Scope Using Oracle Fusion Applications Help, you can find more information about the setup tasks covered in this course. 

Go to the Manage Absence Types page and review the contextual help.



On the Manage Absence Types page, click Create to review additional types of contextual help.



Identify and use the primary ways to access Oracle Fusion Applications Help.



Use the Search by Functional Setup navigator to find Workforce Deployment.



Search for absences and view the retrieved topics.



Use the Guides link to identify what guides are available.

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Lesson 1: Workforce Deployment Course Overview

Instructor Demonstration: Exploring Oracle Fusion Applications Help Solution: Instructor Demonstration: Exploring Oracle Fusion Applications Help Step

Act ion

1.

Start on the Home work area, Welcome tab. Click the Navigator link.

2. Click the more... >> link. 3. Click the Setup and Maintenance link. 4. Locate the Manage Absence Types task. Click the Assigned Implementation Tasks tab. 5. Begin by locating your implementation project. Click the Project list. 6. Click the HCM V1GA Projects list item. 7. Click the Search button. 8. Click in the Task field. 9. Enter the desired information into the Task field. Enter "Manage Absence Types". 10. Click the Search button. 11. Click the Go to Task button. 12. On the Manage Absence Types task page, click Create Click the Create button. 13. This type of help provides: * Brief, contextual help for a page or region * Links to nonembedded help related to that page or region. Pointing to a link will provide a brief summary of the topic. Clicking one of the links opens the topic in Oracle Fusion Applications Help. Click the Help button. 14. The application displays the topics that are linked to the current page.

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Lesson 1: Workforce Deployment Course Overview

Click the Absence Duration Calculation: Critical Choices link. 15. The Oracle Fusion Applications Help Portal opens, with the topic that you selected. Close the browser tab to return to the Oracle Fusion Application tab. 16. Click the Close button. 17. This type of help provides a definition of the prompt or label for the user interface component. Point to the Allows updates to absence duration link. 18. Point to the Allows recording absences at person level or assignment level link. 19. Return to the Help Portal to explore more search options for help topics. Click the Absence Duration Calculation: Critical Choices tab. 20. The Oracle Fusion Applications Help Portal appears. You can review the current topic, and if this topic doesn't answer your question, you can click the Search tab to search for more topics. 21. Click the Search tab. 22. The Oracle Fusion Applications Help Portal displays all of the topics related to the Define Absences group of tasks. 23. In Oracle Fusion Applications Help, you can read more about the setup tasks covered in this course. There are several Search by... navigator panels. In this course we are most interested in the Search by Functional Setup navigator. Click the Show this panel link. 24. Click the Offerings link. 25. Click the Workforce Deployment link. 26. Click in the Search field. 27. You can narrow your search using keywords. Enter the desired information into the field. Enter "absences". 28. Click the Search button. 29. All topics that have the word "absences" in them are displayed. 30. You can also find guides in the Oracle Fusion Applications Help Portal.

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Lesson 1: Workforce Deployment Course Overview

Click the All link. 31. Click the Guides link. 32. Click the Workforce Deployment link. 33. All guides for the Workforce Deployment offering are displayed. 34. You can return to the application page by selecting the tab for the page. Click the Overview - Setup and Maintenance - Oracle Applications tab. 35. Contextual page-level and Oracle Fusion Applications Help user assistance supports your learning, and is never more than a few clicks away!

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Lesson 1: Workforce Deployment Course Overview

Oracle Fusion Applications Overview Designed from the ground up, using the latest technology advances and incorporating best practices gathered from thousands of customers, Oracle Fusion Applications are completely open, service-enabled enterprise applications. Oracle Fusion Applications also feature best-in-class user-interface designs and workflows that optimize usability and deliver business value.

Oracle Fusion Applications

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Lesson 1: Workforce Deployment Course Overview

Oracle Fusion Applications Terminology Foundation This section discusses the following terms and concepts within Oracle Fusion Applications:

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

Home Page



User interface shell



Dashboards



Worklist



Navigation



Work areas



Recent items



Oracle Fusion Applications terminology

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Lesson 1: Workforce Deployment Course Overview

Home Page All functionality revolves around the Oracle Fusion Applications Home Page:

Oracle Fusion Applications Home Page

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Lesson 1: Workforce Deployment Course Overview

User Interface Shell Each page can be divided up into components. The instructor will refer to these areas when navigating within a page. This is an example of the main components in the Oracle Fusion interface:

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Lesson 1: Workforce Deployment Course Overview

Dashboard Oracle Fusion dashboards provide the following:



Information summaries: view of the big picture as well as prioritization



Information monitoring: quick action and further exploration

The main dashboard within Oracle Fusion is the Welcome dashboard, or Fusion Home, which is a collection of dashboards. In addition to Fusion Home, two other types are available:



Transaction dashboards: contain content that is core to one or more business processes



Business intelligence (BI) Dashboards: contain content that is complimentary to one or more business processes

This is an example of the Human Resources dashboard, which is a transaction dashboard:

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Lesson 1: Workforce Deployment Course Overview

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Lesson 1: Workforce Deployment Course Overview

Worklist

The Worklist is a list of all currently open tasks for a given user across all Oracle Fusion Worklist servers. The tasks are system-generated human tasks managed by BPEL / Human Tasks workflows.

Example of a Worklist

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Lesson 1: Workforce Deployment Course Overview

Navigation During an implementation, you will use the Functional Setup Manager (FSM) to access implementation tasks. You can access the FSM using the following methods: 

From the Administration menu, select Setup and Maintenance



From the Navigator menu, select the more... link, then Tools, and then Setup and Maintenance

Within the Setup and Maintenance work area, use one of the following methods to search for the implementation task you want to perform:

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

Enter the task name in the Name field in the Search: Tasks pane



Search for the task on the Assigned Implementation tasks tab



Search for the task on the All Tasks tab

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Lesson 1: Workforce Deployment Course Overview

Work Areas A work area is a grouping of similar tasks. For example, the Workforce Structures work area includes tasks for creating and managing departments, jobs, and other workforce structures.

Navigator menu>Workforce Structures

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Lesson 1: Workforce Deployment Course Overview

Recent Items The Recent Items menu enables users to return to flows that have been recently accessed, usually within, but not limited to, a single session.

Recent Items menu

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Lesson 1: Workforce Deployment Course Overview

Oracle Fusion Applications Terminology This topic discusses the following Oracle Fusion Applications terminology:



Data sharing



Business units



Effective dates

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Lesson 1: Workforce Deployment Course Overview

Data Sharing You can set up data sharing across your organization using sets. Sets are: 

Used for partitioning reference data into smaller portions, or sets



Can be assigned to different business units (organizations within your enterprise)



Also known as Reference Data Set

The Oracle Fusion HCM objects that are set enabled are:

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

Departments



Locations



Jobs



Grades

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Lesson 1: Workforce Deployment Course Overview

Business Units Business Units: 1.

Offer your organization a flexible structuring device through which you can implement Oracle Fusion HCM, based on how your business is organized

2.

Are always associated with a SetID, which determines values in control tables to which a business unit has access

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Lesson 1: Workforce Deployment Course Overview

Effective Dates Effective dates:

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

Enable the system to maintain history on data



Specify when data goes into effect



Ensure that data is valid at a given point of time

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Lesson 1: Workforce Deployment Course Overview

Oracle Fusion Deployment Options Depending on the needs of your enterprise, you can select one of several deployment options. This figure illustrates the various deployment options:

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Lesson 1: Workforce Deployment Course Overview

Workforce Deployment Overview

This section provides a high-level introduction to Workforce Deployment: 1.

Integrations of Workforce Deployment with other applications that you need to consider during implementation.

2.

Activities in the Workforce Deployment business processes that can be performed when the setup is complete.

3.

Any "Big Picture" key concepts that must be considered before you begin.

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Lesson 1: Workforce Deployment Course Overview

Workforce Deployment

The workforce deployment business process area enables you to align resources and people with business objectives, and enter and maintain information related to people, employment, and work structures. The process also includes full service payroll offerings for core payroll and localizations, which is covered in a separate course. Define Common Applications Configuration These lessons enable you to learn how to set up definitions used across offerings, typically applying to multiple products and product families. Define Common HCM Configuration In these lessons, you will learn how to set up objects that apply to multiple products within the HCM product family. These include workforce records, such as person record values, employment record values, documents, and availability. The lesson also covers information on checklists and events. Define Absences

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Lesson 1: Workforce Deployment Course Overview

This lesson covers tasks that enable you to manage the definitions required for recording and processing absences, accrual plans, and entitlement plans.

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Lesson 1: Workforce Deployment Course Overview

Oracle Fusion Human Capital Management (HCM) Overview Oracle Fusion Human Capital Management covers the three primary business processes of managing human capital.

This course focuses on the Global Human Resources area of the Workforce Deployment business process.

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Lesson 1: Workforce Deployment Course Overview

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Lesson 2: Getting Started with an Implementation

Lesson 2: Getting Started with an Implementation

This lesson introduces the initial activities in an Oracle Fusion Applications implementation: 1.

Preparing Oracle Fusion Applications for: - User management - Configuration - Role management

2.

Synchronizing users and roles in the Lightweight Directory Access Protocol (LDAP) with Oracle Fusion Human Capital Management (HCM)

3.

Creating implementation users

_______________________________________________________ NOTE: These steps are performed after installation and provisioning, and before setting up enterprise structures and implementing projects. Between preparing users and synchronizing users and roles from LDAP, your enterprise needs to configure offerings and set up task lists. Between synchronizing users and roles from LDAP and setting up enterprise structures, your enterprise needs to create initial implementation users.

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Lesson 2: Getting Started with an Implementation

Objectives

After completing this lesson, you should be able to anticipate actions required before beginning an implementation by understanding what is involved in: 

Setting up implementation users - Preparing the Oracle Fusion Applications super user for user management and configuration - Preparing the IT Security Manager job role for user and role management



Defining implementation users

This lesson does not cover:

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

Generating a functional setup task list before implementing users



Defining users after setting up basic enterprise structure

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Lesson 2: Getting Started with an Implementation

Overview of Getting Started

In Oracle Fusion Applications, you manage users and security through Oracle Fusion Human Capital Management (HCM) user management flows, which are included in each of the offering task lists. However, the HCM task flows require that enterprise structures have been set up, and yet to add users who can set up enterprise structures you need to have set up HCM. Therefore, you need to create one or more initial implementation users who have the access needed for. 

Implementation project management



Initial enterprise structures management



User management

For a standard, full implementation of Oracle Fusion Applications, the initial activities are as follows:

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Lesson 2: Getting Started with an Implementation

1. The Oracle Identity Management System Administrator user prepares the Oracle Fusion Applications super user for user management and configuration tasks. 2. The Oracle Identity Management System Administrator user provisions the IT Security Manager job role with roles for user and role management. 3. The Oracle Fusion Applications super user synchronizes LDAP users with HCM user management so that users can be provisioned with roles through HCM. 4. The Oracle Fusion Applications super user signs in to Oracle Fusion Applications and performs the Create Implementation Users task to create one or more IT security manager and administrator users provisioned with security administrative entitlement. 5. The newly created IT Security Manager user signs in to Oracle Fusion Applications and performs the Create Implementation Users task to create implementation project managers.

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Lesson 2: Getting Started with an Implementation

6. The newly created IT Security Manager user signs in to Oracle Fusion Applications and performs the Create Implementation Users task to create users for enterprise structure setup, and creates a data role for HCM setup and provisions that role to the enterprise structure setup users. The procedures named in this lesson for getting started are presented in Getting Started with Oracle Fusion Applications: Common Implementation. You can find this document (ID: 1387777.1) on My Oracle Support, https://support.oracle.com.

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Lesson 2: Getting Started with an Implementation

Getting Started Highlights

In this lesson, you should have learned about: 1.

Preliminary tasks for creating implementation users

2.

Tasks required so your enterprise can get started with an implementation

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Lesson 3: Introducing Functional Setup Manager

Lesson 3: Introducing Functional Setup Manager Objectives

After completing this lesson, you should be able to: 

Describe Oracle Fusion Functional Setup Manager



Browse and configure offerings



Use implementation projects



Perform setup tasks

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Lesson 3: Introducing Functional Setup Manager

Lesson Agenda

Oracle Fusion Functional Setup Manager provides for rapid and efficient planning, configuration, implementation, deployment, and ongoing maintenance of Oracle Fusion Applications through self-service administration. For clarity, this lesson is divided into four major sections: 1.

Overview of the Functional Setup Manager

2.

Browsing and Configuring Offerings

3.

Overview of Implementation Projects

4.

Performing Setup Tasks

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Lesson 3: Introducing Functional Setup Manager

Overview of the Functional Setup Manager

Oracle Fusion Functional Setup Manager concepts introduced in this section: 

Implementation Overview



Implementation Objects



Setup Data Import and Export



Application Management

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Lesson 3: Introducing Functional Setup Manager

Offerings, Options and Features

In the example shown here: 

The offering is Workforce Deployment.



An option within that offering is Absence Management.



A feature within the offering is Maintain Common Reference Objects.

You create your implementation project by selecting offerings, options and features. An offering contains all of the tasks required to implement the top level business process. Within an offering, there may be one or more options that represent optional business processes possible within that offering. Features are used to define the business rules for the implementation and how the transactions of the corresponding business process work. Features can be available for offerings, options or even other features. By selecting the combination of offerings, options and features, the list of appropriate setup tasks list is dynamically generated by Functional Setup Manager. Scope, as used in Oracle Fusion Functional Setup Manager, refers to an object that allows a task list to be executed repeatedly. An example of a scope value is Business Unit.

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Lesson 3: Introducing Functional Setup Manager

Implementation Job Roles

The following job roles are required to access information within Oracle Fusion Functional Setup Manager: 

Application Implementation Manager



Application Implementation Consultant

_______________________________________________________

Users with these roles can: 

Access the Getting Started Page: This page outlines the implementation process flow and presents the Offerings available.



Configure Offerings: Define the parameters of the implementation by selecting the options and features to be implemented for each offering.

Some read-only functionality can be accessed even if these roles are not assigned.

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Lesson 3: Introducing Functional Setup Manager

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Lesson 3: Introducing Functional Setup Manager

Implementation Task Flow

Oracle Fusion Functional Setup Manager is the application used to perform the setup tasks required to complete the implementation of Oracle Fusion Applications. The application implementation process includes both manual activities and activities executed within the Setup and Maintenance work area within Oracle Fusion Applications. 

Plan: The process of gathering business requirements and comparing them to the offerings available to determine what to implement. This is a manual step.



Install: The process of installing Oracle Fusion Applications. This is not performed with Oracle Fusion Functional Setup Manager.



Configure: The process of selecting the offerings, options and features to implement. The selections made during the configure process determine the task lists dynamically for implementation.

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Lesson 3: Introducing Functional Setup Manager

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

Implement: The assigning of tasks and due dates as well as executing tasks and reporting status.



Export: Optional and outside the scope of this course, save the configuration setup data from one environment in order to import it into another environment.

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Lesson 3: Introducing Functional Setup Manager

Functional Setup Manager Terminology Terminology Oracle Fusion Functional Setup Manager utilizes some specific terminology to refer to its own functionality: 

Offering: Highest level grouping of Oracle Fusion Applications functionality and is typically the starting point for configuration decisions.



Option: Optional functionality that is part of an offering but is not required for an offering to be operational.



Feature: Unit of functionality that is part of an offering or option and identifies a rule for a specific business process.



Implementation Project: Defines the scope of what to implement. It includes one or more offerings.



Task List: List of sequenced setup tasks required to enable business functionality



Scope: Sets the context of the task list and the setup data to export and import.



Configuration Package: The implementation project structure plus the setup data. This can be exported then imported into another instance.

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Lesson 3: Introducing Functional Setup Manager

Browsing and Configuring Offerings

In this section, you will learn how to browse and configure offerings. The following topics are included:

46



Gathering implementation requirements for offerings



Viewing FSM provided reports and documents



Selecting options for an offering



Selecting feature choices

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Lesson 3: Introducing Functional Setup Manager

Gathering Implementation Requirements for Offerings Before you begin your implementation, there are several tasks you need to perform.

Some of these tasks are manual tasks and utilize the software from a reference perspective. For example, gathering functional requirements for the implementation and comparing those requirements to the offerings available. Task Flow 

Business Implementation Requirements are manually gathered.

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Lesson 3: Introducing Functional Setup Manager

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

The Oracle Fusion Functional Setup Manager Getting Started page is utilized to review various reports providing information about the multiple Oracle Fusion Offerings available. This allows the Implementation Manager to determine which Offerings are appropriate for this implementation.



The Configure Offerings functionality is used to select the Offerings and Options required to implement the appropriate functionality satisfying the business requirements.

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Lesson 3: Introducing Functional Setup Manager

Using the Getting Started Page

The Getting Started page presents information about the Offerings available for implementation, allowing the implementer to compare the business requirements to the available functionality of Oracle Fusion Applications.

Standard Reports The various reports provide more detailed information about what type of transactions and functionality are available within each of the offerings. Reports related to each offering are available as HTML, PDF and Excel documents. Available reports include: 

Offering Content Guide



Associated Features



Setup Task Lists and Tasks



Related Business Objects

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Lesson 3: Introducing Functional Setup Manager



50

Related Enterprise Applications

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Lesson 3: Introducing Functional Setup Manager

Viewing FSM Provided Reports and Documents Offering Content Guide: 

Describes the detailed contents of the Offering for the current version of the application.



Provides a functional description of the components of the Offering. Reviewing this document provides an understanding of what functionality the Offering provides.

Associated Features Report: 

Displays the Options and Features for the Offering used for detailed application configuration decisions.



Displays a list of features available with the Offering, including what level the feature is associated with, as well as the choices available are also displayed.



Depicts the dependency between the offerings and their options and features.

Setup Task Lists and Tasks Report: 

Lists the Tasks and Task Lists for an Offering, related to application configuration.



Displays the setup tasks required to implement the functionality available in the Offering.

Related Enterprise Applications Report: 

Lists the Enterprise Applications the Offering requires for functional setup and transactional tasks.



For the selected offering, specifies the application required based on transaction type.

Related Business Objects Report: 

Lists the Business Objects that the Offering uses. All Business Objects for the Offering are listed, along with the applicable web service used for the export and import process.

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Lesson 3: Introducing Functional Setup Manager

Demonstration: Browsing Offerings

Instructor Demonstration: Browse offerings in Oracle Fusion Functional Setup Manager. Find and view the description for the Workforce Deployment offering. Select and view the Excel data sheet for the offering. Demonstration Steps: 1. Click the Getting Started link from the Setup and Maintenance Overview page. 2. The Getting Started page lists all Fusion offerings and allows users to analyze implementation requirements. All Fusion roles that have access to the Setup and Maintenance workspace have permission to access this page. This includes Application Implementation Consultants, Application Implementation Managers and all Application Administrator roles such as Customer Relationship Management, Application Administrator, Financial Application Administrator, and so forth. 3. Point to an offering to view a description of it. Point to the Workforce Deployment icon. 4. A description of the offering is displayed. Click the Workforce Deployment icon or View Related Documents in the popup. 5. The Offering Content Guide describes all processes related to this offering. 6. Associated Features shows a list of features and functionality of this offering that can optionally be implemented. 7. Setup Task Lists and Tasks shows a complete list of all setup tasks, including prerequisites that should be performed to make this offering ready for transaction. 8. Related Business Objects shows a complete list of all setup data, including prerequisites that should be entered for this offering. 9. Related Enterprise Applications shows a list of all J2EE applications required to setup this offering. 10. These predefined reports are available as PDF, HTML or Excel documents. To view any of the reports, click on the appropriate icon.

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Lesson 3: Introducing Functional Setup Manager

11. Click the View as Excel button. 12. Click the Open button. 13. The report is displayed in the chosen format. Click the Close button. 14. Click the Done button. 15. Click the Done button to return to the Setup and Maintenance Overview page.

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Lesson 3: Introducing Functional Setup Manager

Configuring Offerings

Configuring Offerings 

After reviewing all of the available offerings and printing or reviewing appropriate reports, use the Configure Offerings page to select the offerings, options and features to be implemented.



Select the offerings and drill down to view its options to implement. If an offering is selected, but none of its options, only the basic tasks needed to implement the base functionality for the offering are included in the task list generated for this offering.



Only the offerings and options selected during this process are available when an implementation project is later created by the implementation manager.



The Configure Offerings page can be updated at a later date, particularly if offerings are implemented with a phased approach.

Selecting Feature Choices Features are associated to some offerings or options. Each feature provides two or more choices. The valid selection types for choices are: 

Yes/No: indicates to include or to exclude a functionality



Single choice: Choices are mutually exclusive



Multiple choice: can have multiple choices selected

Note: Additional features may appear if any dependency has been defined and the corresponding feature choice has been selected.

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Lesson 3: Introducing Functional Setup Manager

Overview of Implementation Projects

This section describes how to create and manage an implementation project. The following topics are included: 

Implementation project task flow



Create implementation projects



Manage task lists and tasks in an implementation project



Add resources to an implementation project and assign tasks



Track implementation project status

Use Manage Implementation Projects to: 

Create a container to group the functionality that is intended for implementation. The Implementation Project contains all of the Task Lists and Tasks required to implement the selected functionality. When creating an Implementation Project, the target functionality is selected, based on all of the functionality that has been made available for the instance.



Modify Task Lists and Tasks for non-standard functionality. For example, some tasks may be applicable to certain industries and not for others. Tasks and Task Lists can be modified to streamline for specific requirements.



Assign tasks to individuals and establish due dates.



Attach notes or URLs directly to a Task or Task List.

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Lesson 3: Introducing Functional Setup Manager

Implementation Manager Responsibilities The Application Implementation Manager job role has two broad responsibilities:

56



Creating Implementation Projects: Selecting and configuring the offerings that will be used for a specific implementation project, and then creating that project.



Monitoring the Implementation: Viewing the implementation project from both an overview and detailed perspective. From an overview perspective, reports and drill down capabilities are available to review status and assignment information. Implementation Project tasks are assigned, due dates established and collaborative documents are attached to tasks, if applicable.

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Lesson 3: Introducing Functional Setup Manager

Understanding the Implementation Project Page

Based on the Offerings and Options selected for the Implementation Project, the Task List is dynamically generated for only those Offerings and Options. The lists also include any prerequisites for the functionality to implement.

Task lists are notated by folders with their related tasks, or other task lists, displayed below. An asterisk (*) indicates that a task or task list is required. The columns indicate: 

Go to Task: Navigate to a task that is assigned to you



Status: Displays the current status of the task. The status of a task or task list can be Not Started, In Progress, Completed, Execution Frozen, or Completed with errors.



Predecessor Tasks: If any task or task list has another required task needed, before it can be completed, the other task is listed as a Predecessor Task. The name of the Predecessor Task is displayed when the mouse is moved over the number in that column. If there are multiple predecessor tasks, all are listed.

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Lesson 3: Introducing Functional Setup Manager

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

Assigned To: Displays the user or role to whom the task is assigned.



Notes: If there are notes associated to the task, a number is displayed. Clicking on the number displays the note window.



View Reports: Click the icon in the “View Reports” column to see any of the reports available for the task list. Refer to Tracking Project Status later in this lesson.

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Lesson 3: Introducing Functional Setup Manager

Adding Resources to an Implementation Project and Assigning Tasks

Assigning Tasks



To assign tasks and task lists to individuals, select the task list or task to be assigned.



Then use the Actions drop down to select Assign Tasks or click the related button. You can either assign the same users and due dates to all tasks in a task list or assign individual tasks to a specific user.



Multiple tasks and/or task lists can be selected if the same assignments apply.

Managing Assigned Tasks

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Lesson 3: Introducing Functional Setup Manager

The Assign Tasks pop up window appears when the Assign Tasks option is selected from the Implementation Project page. 

Tasks: The name of the Task List or Task to which users are being assigned. This is display only, based on the row highlighted on the Implementation Project page.



Assign same due date to all users: Check box to enable if all of the Task Lists and Tasks selected should be assigned the same due date, for all users assigned to the tasks.



Due Date: Date the Task List or Task selected is due. A date selection box is available to the right of the field.



Notes: Text notes to be assigned with this assignment action. These notes are stored as Attachments associated to the Task List or Task.

NOTE: In the Assigned Users region, the names of the users already assigned are displayed. More users can be added, or existing users can be deleted.

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Lesson 3: Introducing Functional Setup Manager

Viewing Task List and Task Reports

Click the icon in the “View Reports” column to see any of the reports available for the task list. All reports can be output to HTML, PDF or Excel (csv). The available reports are: 

Setup Task Lists and Tasks: Displays the setup tasks required to implement the functionality for the selected level within the displayed hierarchy. It displays the task name, description of the actions addressed by the task, the associated product, if the task is required or conditional, the associated enterprise application and the associated business objects.



Related Enterprise Applications: For the selected offering, this report specifies the application required based on transaction type. The report displays the

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Lesson 3: Introducing Functional Setup Manager

related enterprise applications, what type of tasks (setup or transactional) and the end point URL to access the task. 

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Related Business Objects: All Business Objects for the Offering are listed, along with the applicable web service used for the export and import process. The report displays the Business Object, associated product and enterprise application, and the related Web Service.

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Lesson 3: Introducing Functional Setup Manager

Performing Setup Tasks

In this section, you will learn how to perform setup tasks. The following topics are included: 

View assigned implementation projects and tasks



Complete tasks in the appropriate sequence

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Lesson 3: Introducing Functional Setup Manager

Performing Setup Tasks Flow

Application Implementation Consultant or functional user is responsible for:

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

Implementing Assigned Setup Tasks: by invoking the setup screens required by the various business processes being implemented. The setup screens transfer you to the location in Workforce Development where the setup tasks can be performed. Once the data is entered, you are returned to the Setup and Maintenance work area to either update that task's status or to execute the next task.



Monitoring Task Implementation: by reviewing the tasks assigned specifically to you. The status is also reported on this page and collaborative documents are linked if applicable.

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Lesson 3: Introducing Functional Setup Manager

Viewing and Performing Assigned Implementation Projects and Tasks

Using the Setup and Maintenance Overview Landing Page. Depending on your role, you will see some or all of the following tabs on the landing page: 

Implementation Projects: Use this page to view and manage details of implementation projects.



Assigned Implementation Tasks: Use the Assigned Implementation Tasks tab to view and process any tasks that are assigned to you.



All Tasks: For Implementation Managers, all of the tasks within each Implementation Project are displayed. For the Implementation Consultant (functional user) only the implementation tasks assigned to you are displayed and accessible.



You can filter the task list shown by Implementation Project, Status and Due Date.

Completing Assigned Tasks 

All of the tasks assigned to the functional user (Implementation Consultant) are accessible from a single page.



Clicking the Go to Task icon invokes the set up page you use to perform the task in Workforce Deployment.



After you have finished performing the task and click the Done button, you are returned to the Assigned Tasks page in the Setup and Maintenance work area.

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Completing Tasks in the Appropriate Sequence Understanding Predecessor Tasks

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

Predecessor tasks are tasks that should be completed before the current task is processed because there may be a setup data dependency.



When you attempt to perform a task, if there is a predecessor task, a warning is displayed based on the current status of the predecessor tasks. The current status should be at least the same as the recommended status defined for the predecessor task.



Once you identify the predecessor tasks that caused warnings, if you have the appropriate role to perform the predecessor tasks, you can go back and perform them, or you can attempt to perform the original task again.

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Lesson 3: Introducing Functional Setup Manager

Creating a Workforce Deployment Implementation Project Activity

Activity: Create an implementation project. Background Infusion Corporation has completed installing Fusion. The next step is to select the offerings, options, and features to implement. As the Implementation Consultant for the Workforce Deployment implementation project, you must configure the workforce deployment offering.

Assumptions 

Replace XX with your terminal number or initials as indicated by your instructor.



You must have access to an Oracle Fusion Application InFusion database or comparable training or test instance at your site on which to complete this practice.

Scope: Create an implementation project XXWorkforce Deployment and include the following offerings under workforce deployment: 

Absence Management



Human Resources Business Intelligence Analytics

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Activity Solution: Creating an Implementation Project Solution: Activity Solution: Creating an Implementation Project Step

Act ion

1.

Click the Administration menu.

2. Click the Setup and Maintenance... menu. 3. Click the Implementation Projects tab. 4. Click the Create button. 5. Enter the desired information into the Name field. Enter "XX Workforce Deployment". 6. Press [Tab]. 7. Enter the desired information into the Description field. Enter " Implementation Project". 8. Click the Next button. 9. Click the Expand icon next to Workforce Deployment. 10. Click the Include option. 11. Include the Absence Management offering. Click the Include option. 12. Include the Human Resources Business Intelligence Analytics offering. 13. Click the Save and Open Project button. 14. Click the + button before the Expand tree item. 15. Select the Workforce Deployment row. 16. Click the Assign Tasks button. 17. Click the Select and Add button. 18. Click in the User ID field. 19. Enter the desired information into the User ID field. Enter "curtis.feitty". 20. Click the Search button. 21. Click the cell. 22. Click the Done button. 23. Click the Save and Close button. 24. Click the Done button. 25. Click the Assigned Implementation Tasks tab.

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26. Click the Project list. 27. Click the XX Workforce Deployment list item. 28. Click the Search button. 29. You have created an implementation project and assigned tasks to yourself.

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Lesson Highlights

In this lesson, you should have learned how to:

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

Describe functional setup manager



Browse and configure offerings



Use implementation projects



Perform setup tasks

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Lesson 4: Defining Common Applications Configuration for HCM

Lesson 4: Defining Common Applications Configuration for HCM Importing and Setting Up Geography Reference Data Objectives This section explains how to set up geography reference data using the tasks in the Define Geographies task group. By the end of the lesson, you should: 

Understand basic geography reference data concepts



Know how to import geography reference data



Understand the functions of a file-based import



Understand how to set up address validation for your cloud application

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Address Validation

Address Validation On the Web interface, you can enable the lists of values for selected fields to validate address entry. For example, for the U.S., you can enable the lists of values for City, State, and ZIP Code (postal code). Users can either select the value or enter the correct value manually. If you license the Oracle Fusion Data Quality Address Cleansing module, users can validate the entire address, including the street address, by clicking the Verify Address button on the Web interface. (The Verify Address button is the page icon with a check mark under the address.) Note: Real-time address validation has not been extended to include mobile devices or Outlook. If you want to validate addresses entered in either of these, then you can do so by processing the entered addresses in the address cleansing module.

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Geography Model Concepts

Here are a few concepts that will help you with your setup:



Geography: Any geographical region with a boundary around it, no matter what its size, such as Kerala (a state), Russia (a country), San Francisco (a city), Miami-Dade (a county), or Minato-ku (a ward in the city of Tokyo).



Geography Type: The name given to a type of geographical region, for example, a country, state, province, county, or city.



Geography (or Country) Structure: Defines the structure of the data you are creating for the country. It specifies the geography types that you must have for your addresses and territories for that country and how they are organized. Different countries use different geography types and different structures. In the U.S. you must include cities and states. In Japan you must include prefectures, municipalities, districts, and wards.



Geography Hierarchy or Country Hierarchy: The hierarchy of the geographies for a country based on the geography structure.

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Implementation Considerations

For data integrity reasons, you cannot add new geography structures or modify existing ones after you import your geography hierarchy, so before importing you should consider the following:

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

Make sure that you include in your geography structures all the possible geography types your applications may need. Different applications might have different needs. For example, you may want to base some sales territories on counties even though you do not use counties in your addresses.



Geography reference information is shared by other applications so you must consider consider the needs of these applications as well. For example, financial applications may require you to include geography structures to satisfy local tax laws. Even if you are not implementing financial applications today, you may do so in the future.



You may want to review the seeded address styles for the countries you are going to be importing and modify them as required. The address styles indicate the required elements of a street address or a tax address. You can review the address styles from the Setup and Maintenance Work area by searching for and using the Manage Address Formats task.



The source and reliability of the geography data you are about to import.

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Lesson 4: Defining Common Applications Configuration for HCM

Geography Structure Tips 

Using the Manage Geography Structure page, you can add additional geography types to the bottom of your country structure.



Provided you have not yet uploaded the geography hierarchy, you can also add additional geography types in the middle of your structure. (To do so, you must first delete all the geography types below the insertion point, insert the one you missed, and then add the geography types you deleted.)

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Do I Enter Data or Import It?

To build the geography reference data for a country, you must have the following:



The structure



The geography data itself

You have the choice of using the user interface to enter the data directly, or you can import the data from a file. Which method you use depends on the complexity and volume of data, and your preference. Typically, if you have a large volume of geographic data, then importing the data is the most efficient way of creating your geographies. We will be importing both sets of data from files.

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The Manage Geographies Page

The Manage Geographies page is where you see what information you need to define for each country: There are four columns, each giving you access to a specific setup page:



Address Cleansing Defined: This is where you enable the Verify Address button for real-time address verification if you have licensed the Oracle Fusion Data Quality Address Cleansing module.



Structure Defined: This gives you access to the page where you can create the structure for each country if you are not importing it from a file.



Hierarchy Defined: Opens t he page where you can enter geography data if you are not importing it.

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

Validation Defined: Opens the page where you specify which of the geography types you are going to be using and how they will be validated both on the user interface and during an import.

You get a check mark in a column when you complete that step for a particular country. So after we do our import, we will see check marks for both the Structure Defined and Hierarchy Defined. You must define the structure before you can define the hierarchy or set up the validation.

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Lesson 4: Defining Common Applications Configuration for HCM

Sample Data and Procedures on Oracle Support

The example and data we are using today is based on support note 1341174.1, which you can access on Oracle Support (https://support.oracle.com). The support note includes sample data from 30 countries, which you can download and use.

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File-Based Import Process Overview

Here is how the import works: 1. You prepare a delimited-text (.csv) file or XML file with your data. (An XML-file is not required for geography data.) You can use commas as delimiters. 2. You create an import activity, which walks you through a series of four steps. 3. In the Setup step, you enter information about your file. 4. In the Map Fields step, you map the columns in your file to the attributes in the interface tables. 5. In the Schedule Import step, you specify if you want the activity to run immediately or at a time you specify.

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6. In the Review and Activate step, you click Activate to run the activity at the scheduled time. 7. Monitor the status of your import activity. If the activity completes with errors, then you must correct your data, the attribute mapping, or both and run the process again. When the import activity completes with no errors, your data is loaded automatically from the interface tables to the application tables.

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Analyzing Attribute Mapping

When you prepare your import files, make sure you understand how the attributes in your file map to the attributes in the application. To get a listing of attributes with their description and validation, and to find out which attributes are required, consult the interface table documentation which is available by searching help on the object that you are importing. You do not need to consult the interface table documentation for the geography reference data that we are discussing in this course, because it includes few attributes, and we list these for you. We will discuss analyzing attributes in the next lesson because it is more important for complex imports of customer data.

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Import Steps To import a simple data set, such as country structure or geography hierarchy: 1. Prepare a delimited-text (CSV) file with your data. You can use commas as delimiters. 2. In the application, navigate to the All Tasks tab in the Setup and Maintenance work area. 3. Search for the Manage File Import Activities task. 4. Click the Go To Task button. 5. On the Manage Import Activities page, click Create. 6. In the Create Import Activity: Set Up page: - Enter a name for your import activity. You use this name to identify the import in the future. - In the Object field, select the object that you are importing. (For this lesson this is going to be either Country Structure or Geography.) - In the Source File region, select Desktop as the Upload Option, and select the Header row included option. Check that the Data Type is correct for your file. 7. Click Next. 8. The Create Import Activity: Map Fields page displays the attributes in your file with some sample data. - For each of your attributes, select the object you are importing from the Object list. (There is only one object for the geography structure and one for the geography data.) - Select the attribute you are mapping to. 9. Click Next. 10. In the Create Import Activity: Create Schedule page, specify when you want to process your file. The default option is to launch the import immediately. 11. Click Next. 12. In the Create Import Activity:Review and Activate page, click Activate to run the import at the time you specified. 13. You can monitor the status of your import activity on the Manage Import Activities page. 14. If the process completes with the status of Completed with errors, you can view the errors by clicking on the status link. You must correct any errors either by

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editing the file, the mapping, or both, and schedule the activity to run again. An import activity with the status of Completed indicates that your data was loaded into the application tables.

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Importing the Geography Structure for a Country The country structure file must contain the following columns. The names in bold are the attribute names used in the application.



CountryCode: A two-letter code identifying the country. You can view available country codes (Territory Codes) using the Manage Territories task in the Setup and Maintenance or Manage Geographies work areas.



LevelNumber: The level of your geography type in the hierarchy. This is a digit, with 1 indicating the top of the hierarchy.



GeographyType: Geography type.

Here is an example of a country structure for the country Aland Islands (AX) :

Note: Neither the header row names nor the data can include any spaces, but you can use underscores. You are provided with six geography types: 

STATE



PROVINCE



COUNTY



CITY



POSTAL_CODE



COUNTRY

If you are creating additional geography types either in the interface or by importing them in a file, then you must always use the uppercase versions of the geography type

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names in your import file. (The application converts uppercase to initial capitals for display and selection in the Manage Geography Structure page.) You can obtain a list of all the geography types in your application by using the Schedule Export Process task. To download the list of available geography types in your environment:

1. Navigate to the All Tasks tab in the Overview page of the Setup and Maintenance work area. 2. Search for the Schedule Export Process task. 3. Click the Go To Task button. 4. On the export Overview page, click Create. 5. Enter a name for the export. 6. Click Next. 7. In the Export Objects region of the Create Export Process Definition: Configure Export Objects page, click Create. 8. Select Geography Type and click Done. 9. Click Next. 10. In the Create Export Process Definition: Create Schedule page, the export is scheduled to run immediately by default. 11. Click Next. 12. In the Create Export Process Definition: Review page, click Activate. 13. Click Save and Close. 14. When the export process completes you can retrieve the file at the bottom of the page in the History region.

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Activity: Importing Geography Structure for a Country In this activity, you will import a sample country structure file sample_country_structure.csv into the country that the instructor has chosen for you. The sample data is simple and does not represent the actual structure for the country assigned to you. To prepare the sample data file for import:

1. Open the sample file. 2. Change all the occurrences of the two-letter country code in the CountryCode column to the code given to you by the instructor. 3. Save the file with your initials: sample_country_structure.csv To do the import, follow the steps in the File-Based Import Process Overview topic in this lesson as a guide.

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Activity Solution: Importing Geography Structure for a Country Solution: Activity Solution: Importing Geography Structure for a Country Step

Act ion

1.

Start by navigating to the Setup and Maintenance work area. Search for the Manage File Import Activities task by name in the All Tasks tab. Click in the Name field.

2. In the Name field, enter "Manage%import%act%". 3. Click the Search button. 4. Go to the Manage File Import Activities task. Click the Go to Task button. 5. On the Manage Import Activities page, create a new activity. Click the Create button. 6. In the Create Import Activity: Set Up page, enter information about your import activity. Start by entering a name starting with the two-letter code of your country. Enter the desired information into the * Name field. Enter "ZM geography structure". 7. Select the Object that you are importing: Country Structure. Click the Object list. 8. Click the Country Structure list item. 9. Now enter information about the source file in the Source File region. Your file includes a header. Click the Header row included option.

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10. In Upload From field, specify the location of your file. Click the Desktop option. 11. Select the file by using the File Name field. Click the Browse... button. 12. In the Choose File dialog box, select the version of the sample_country_structure_csv file that you saved with your initials.

Click the Open button. 13. Click the Next button. 14. In the Create Import Activity: Map Fields page, map the fields in your import file.

15. For CountryCode, select the Target Object. Click the Search link. 16. Click the ImpGeoStructureLevel object. 17. Now select the Target Attribute. Click the Search link. 18. Click the CountryCode object. 19. Now enter the mapping for the LevelNumber file attribute in the same way. Enter the Target Object first by clicking Search. Click the ImpGeoStructureLevel object. 20. Enter the Target Attribute. Click the Search link. 21. Click the LevelNumber object. 22. Now enter mapping for the GeographyType attribute. Enter the target object first.

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Click the Search link. 23. Click the ImpGeoStructureLevel object. 24. Now enter the Target Attribute. Click Search. Click the GeographyType object. 25. Click the Next button. 26. Do not enter any data on the Create Import Activity: Create Schedule page because you want the activity to run immediately. Click the Next button. 27. The Create Import Activity: Review and Activate page appears. Click the Activate button. 28. When the activity completes with the status of Completed, you have successfully imported your country structure. 29.

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Importing the Geography Hierarchy Now that you have imported the structure of your geography data, you will import the data. Each row of geography sample data includes the following information. (The names in bold are the attributes names in the application.)



RecordTypeCode: Determines how the data in this row is imported. The valid values are 0, 1, and 2. A value of 0 indicates a geography already exists in the base table. A value of 1 indicates the intent to create a new geography. A value of 2 indicates your intention to add an alternate name or code to an existing geography. Furtuer explanation of RecordTypeCode is not covered in this course because it is part of advanced functionality.



PrimaryGeographyName: The name of the geography itself.



CountryCode: A two-letter code identifying the country. You can view available country codes (Territory Codes) using the Manage Territories or the Manage Geographies task in the Setup and Maintenance work area.



LevelNumber: Geography level. This is a single digit indicating the level in the structure you set up.



SourceId: An ID number for that geography.



ParentSourceID: The ID number of the parent geography. Note: The Source ID and the Parent SourceID are not imported but are used by the import process to determine the structure of the data in the file.



LanguageCode: Country language code. This is an optional field. You can view the valid language codes from the Manage Languages task in the Setup and Maintenance work area.

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Understanding the Geography Hierarchy Data Import File

Here is a sample, geography hierarchy data file for the country Aland Islands (AX):

Row 1 

This row provides information about the country Aland Islands, with the CountryCode AX.



This country already exists in the application so the RecordTypeCode is 0.



The SourceId is a unique identifier.



There is no ParentSourceId because this is the top level in the country structure.



The LevelNumber of the country in the country structure is 1.

Row 2 

Provides information about StateA.



The information in this row is new so it has a RecordTypeCode of 1.



The ParentSourceId refers to the SourceId of the first row.



The LevelNumber of this state is 2 in the country structure that you imported.

Row 3

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

Provides information about CityA.



The information in this row is new so it has a RecordTypeCode of 1.



The ParentSourceId refers to the SourceId of the second row.



The level of a city is 3 in the country structure that you imported.

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Lesson 4: Defining Common Applications Configuration for HCM

Activity: Importing Geography Hierarchy Data for a Country In this activity, you will import a sample, geography hierarchy data file sample_geography.csv into the country that the instructor has chosen for you. The sample data file is limited to one state, city, and postal code. To prepare the sample data file for import:

1. Open the file. 2. Change all the occurrences of the country code in the CountryCode column to the code given to you by the instructor. 3. Save the file with your initials. To do the import, follow the steps in the File-Based Import Process Overview topic in this lesson as a guide. The activity solution provides the step-by-step solution for one of the countries.

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Activity Solution: Importing Geography Hierarchy Data for a Country Solution: Activity Solution: Importing Geography Hierarchy Data for a Country Step

Act ion

1.

Start by navigating to the Setup and Maintenance work area. Search for the Manage File Import Activities task by name in the All Tasks tab. Click in the Name field.

2. Enter the desired information into the Name field. Enter "Manage File Import%". 3. Click the Search button. 4. Find the Manage File Import Activities task in the Search Results region. Click the Go to Task button. 5. On the Manage Import Activities page, create an import activity. Click the Create button. 6. In the Create Import Activity: Set Up page, enter information about your import activity. Start by entering a name starting with the two-letter code of your country, for example, ZM. Click in the * Name field. 7. Enter the desired information into the * Name field. Enter "ZM Geography Hierarchy". 8. Select the Object that you are importing: Geography. Click the Object list. 9. Click the Geography list item. 10. Now enter information about the file you want to upload in the Source File region. In Upload From field, specify the location of your file.

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Click the Desktop option. 11. Select the file by using the File Name field. Click the Browse... button. 12. In the Choose File dialog box, select your geography import file. Click the sample_geography.csv list item. 13. Click the Open button. 14. Your file includes a header. Click the Header row included option. 15. Click the Next button. 16. In the Create Import Activity: Map Fields page, map the fields in your import file. Enter the Target Object for the RecordTypeCode. Click the down arrow next to the Object field. 17. Click the ImpGeography object. 18. Click the down arrow next to the Attribute field. 19. Scroll to find the RecordTypeCode attribute. Click the scrollbar. 20. Click the RecordTypeCode list item. 21. Now enter the mapping for the PrimaryGeographyName row. Click the down arrow next to the Object field. 22. Click the ImpGeography object. 23. Click the down arrow next to the Attribute field. 24. Click the PrimaryGeographyName object. 25. Now map the CountryCode attribute. Click the down arrow next to the Object field. 26. Click the ImpGeography object. 27. Use the down arrow next to the Attribute field to enter the mapping. Click the CountryCode object.

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28. Now map the LevelNumber attribute. Click the down arrow next to the Object field. 29. Click the ImpGeography object. 30. Now use the down button next to the Attribute field to make your selection. Click the LevelNumber list item. 31. Now map the LevelNumber attribute. Click the down arrow next to the Object field. 32. Click an entry in the ImpGeography column. 33. Now enter or search for the attribute. Click the down arrow next to the Attribute field. 34. Click the SourceId list item. 35. Now map the ParentSourceId attribute. Click the down arrow next to the Object field. 36. Click the ImpGeography object. 37. Now enter the target attribute. Click the down arrow next to the Attribute field. 38. Click the ParentSourceId object. 39. Finally, map the LanguageCode attribute, and select the ImpGeography list item. Click the down arrow next to the Object field. 40. Now enter the attribute. Click the down arrow next to the Attribute field. 41. Click the LanguageCode list item. 42. Your mapping is complete. Click the Next button.

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43. There is nothing to enter on the Create Import Activity: Create Schedule page because you want the activity to run immediately. Click the Next button. 44. In the Create Import Activity: Review and Activate page, activate to run the import. Click the Activate button. 45. When the activity completes with the status of Completed, you have successfully imported your country geography data.

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Setting Up Validation

After your import is complete, you must turn on geography validation for each country so your application can use the geography data you imported:

1. On the Manage Geographies page, click the Go To Task button for the country that you imported. The Manage Geography Validation page appears. 2. In the Geography Mapping and Validation region, select the Geography Validation option for all the geography types you imported and want to use. This step is a critical setup for Oracle CRM Applications because addresses that you import will be validated against the geography data only if you make this selection.

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3. If you want to require users to use lists of values in the Web interface during address entry at a particular geography type level, then select the Enable List of Values option. Enabling the list of values for Postal Code for the U.S. requires users to make a selection from a list of ZIP codes. If you leave this option deselected, then the user has the option of either selecting the ZIP code from the list or typing it. Entering a state restricts what you can enter for the city and postal code. 4. If you want users to receive an error when they enter an incorrect address and to prevent them from saving an invalid address, then select Error for the Geography Validation Level for Country in the Geography Validation Control region. The default is No Validation, which permits users to save an incorrect address. Notes: 

Tax Validation is used to validate addresses for tax purposes and is not important for Oracle CRM Applications.



For CRM no entries are required in the Address Style or Address Style Format Mapping regions. The address style is already set up for all countries for you, so No Styles Format is acceptable.



Remember that the real-time address validation works only in the Web interface, not in Outlook, or in mobile devices such as iPhone or Blackberry. If you want to validate addresses entered by means of these alternate interfaces, then you must license and use the data cleansing module.

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Activity: Setting Up Validation for the Country You Imported In this activity, you will verify that the country data was imported correctly by entering a customer. To verify that your country data has been imported: 1. Navigate to the Customers work area by selecting Customers under the Sales heading. 2. On the Overview tab, Customers region, click Create and select Create Customer 3. In the Customer Information region, select the country you imported 4. Change all the occurrences of the country code in the CountryCode column to the code given to you by the instructor. 5. Save the file with your initials. To do the import, follow the steps in the File-Based Import Process Overview topic in this lesson as a guide. The activity solution provides the step-by-step solution for one of the countries.

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Activity Solution: Setting Up Validation for the Country You Imported Solution: Activity Solution: Setting Up Validation for the Country You Imported Step

Act ion

1.

Begin by navigating to the All Tasks tab in the Overview page of the Setup and Maintenance work area. Search for the Manage Geographies task by using the Name field. Enter the desired information into the Name field. Enter "Manage Geograph%".

2. Click the Search button. 3. Locate the Manage Geographies task in the Search Results. Click the Go to Task button. 4. Search for the country that you imported either by name or by its two-letter code. Click in the Code field. 5. Enter the desired information into the Code field. Enter "". 6. Click the Search button. 7. Locate the Validation Defined column for your country in the Search Results region. Click the Go to Task button. 8. Select the Enable List of Values and Geography Validation options for all three geography types that you imported: - State - City - Postal Code For the State: Click the Enable List of Values option.

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9. Click the Geography Validation option. 10. For City: Click the Enable List of Values option. 11. Click the Geography Validation option. 12. For Postal Code: Click the Enable List of Values option. 13. Click the Geography Validation option. 14. Now save the validation settings. Click the Save and Close button. 15. Click the Done button. 16.

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Activity: Verifying Your Geography Import In this activity, you will verify that the country data imported correctly by viewing the address fields in the Create Customer page. To verify that your country data has been imported, you must log in as a regular user. 1. Log out of the application by clicking Logout in the global area. 2. Log in as Sales_Admin/Welcome1 or another user that the instructor gives you. 3. Navigate to the Customers work area by selecting Customers under the Sales heading. 4. On the Overview tab, Customers region, click Create, and select Create Customer. 5. In the Customer Information region, select the country that you imported. 6. Enter the Postal Code that you imported. You can either enter it directly into the field, or click the down arrow button to the right of the field and click the Search link. 7. In the Search and Select: Postal Code dialog box, enter % (percent sign) in the Geography field, and click Search to display the postal code you imported. 8. Select the postal code, and click OK. 9. The application populates the City and State fields you imported based on your selection. 10. Click Cancel because you do not have to create a customer record here.

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Activity Solution: Verifying Your Geography Import Solution: Activity Solution: Verifying Your Geography Import Step

Act ion

1.

If you are logged in as an implementation user, log out of the application by clicking the Sign Out link in the global area (the top of your window). Start by logging in as a regular sales user, for example: Sales_Admin/Welcome1. Click the Sign In button.

2. Navigate to the Customer work area, which is located in the Navigator under the Sales heading. Click the Navigator link. 3. Click the Create Customer link. 4. Select the Create Customer task in the Tasks region in the regional area (the left side of your page). Click the Create Customer link. 5. The Create Customer page appears. In the Customer Information region, select the country you imported. For example: Zambia. Click the down arrow next to the Country field. 6. Click the Zambia list item. 7. Click on the down arrow next to the Postal Code field. Click the Search... link. 8. In the Search and Select: Geography dialog box, display all the postal codes you imported. There should be only one. Click in the Geography field. 9. Click the Search button.

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10. Select the postal code you imported. Click the CityA, StateA object. 11. Click the OK button. 12. The application backfills the State and City in the interface based on your selection. You have verified your import. There is no need to enter the rest of the required customer data because you do not have to create a customer record. Click Cancel and Sign Out.

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Importing Geography Reference Data Lesson Highlights In this section you should have learned:

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

How geography reference data is used in the Oracle Fusion CRM Cloud Service



The basic geography reference data concepts



How to import geography reference data and other simple data from a file



Understand how to set up address validation for your cloud application

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Importing and Setting Up Geography Reference Data: Quiz Quiz 1

Quiz 1: Which of the following do you define first?

1. Geography Hierarchy 2. Geography Structure 3. Geography Validation

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Quiz 2

Quiz 2: You create a country structure for each country where you want to set up geography reference data to accomplish one or more of the following: 1. Provide a template for customer address imports. 2. Specify what geographies you are importing. 3. Provide formats for addresses. 4. Specify how the geographies that you are importing are organized hierarchically.

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Quiz 3

Quiz 3: Geography reference data is used in Oracle Fusion CRM Cloud Service for one or more of the following: 1. Marketing segmentation 2. Validating address information 3. In territories 4. All of the above

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Quiz 4

Quiz 4: I can use file-based import not only to import geography reference data, but as a means to import all legacy data from other applications into my cloud application. 1. True. 2. False.

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Quiz 5

Quiz 5: Which of the following do I need to understand before I decide what types of geography reference data I need to import? 1. What geography structures, if any, are required by the sales territories that my organization plans to set up. 2. How the marketing department plans to use geographies for lead segmentation. 3. If I plan to implement other applications that will use the geography reference data and their needs. 4. The source and quality of the data I am importing. 5. All of the above.

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Quiz 6 Quiz 6: If I already imported the geography hierarchy for a country, can I add another geography type in the middle of my structure? 1.

Yes

2.

No

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Quiz 7 Quiz 7: If I imported the geography structure, but have not yet imported the geography hierarchy, can I add a geography type in the middle of my structure? 1. No. 2. Yes.

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Define Custom Enterprise Scheduler Jobs

This section describes the Manage Custom Enterprise Scheduler Jobs tasks under the Define Extensions > Define Custom Enterprise Scheduler Jobs task lists.

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Objectives

After completing this section, you should be able to: 

Describe what enterprise scheduler job definitions are.



Identify the purpose of list of values sources.

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Manage Job Definitions

An Oracle Enterprise Scheduler job is an executable that users can run to process data, for example to validate invoices or create journal entries. Some jobs also provide report output, for example tax reports used for reporting to tax authorities. Related concepts include: 

Process or Scheduled Process: A unique submission or run of a job. For example, users can run a process for a specific job to post journal batches for one accounting period, and submit another process for a different accounting period. Each run of the same job has a unique process ID.



Job Definition: The metadata for the job that allows it to be run, for example the job type, location of the executable, and parameters available to users.



Parameters: Filters that users can set when they submit a process, for example, a date range for document creation date. The process then includes only records with a creation date within the specified range.

Predefined jobs are used in various Oracle Fusion applications. Your technical administrators can create custom jobs and job definitions based on Java, PL/SQL, or any other supported technology. You can optionally update aspects of these custom jobs, including: 

Editing job display names, for example to use terms that are more familiar to your users.



Editing parameter display names, using the Prompt field.



Using the Tooltip Text field to add parameter help text that appears when users focus on the parameter. For example, you can provide restrictions or considerations specific to your company's needs.

To edit custom job definitions, access the Manage Job Definitions page from either:

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

The Setup and Maintenance work area. You must select the task that contains the name of the Java EE application to which the job definition belongs. For example, use the Manage Custom Enterprise Scheduler Jobs for Payables and Related Applications task for Oracle Fusion Expenses job definitions.



Oracle Enterprise Manager Fusion Applications Control.

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Manage List of Values Sources

A list of values source: 1.

Determines where a list of values comes from and what the specific values are.

2.

Are used for job parameters so that users can select a value for the parameter.

Your technical administrator can create lists of values sources, for example, one for country names to be used for a Country parameter in a job definition. When users schedule a process based on this job, they can select a country as a value for this parameter. The Manage List of Values Sources page is accessed using the same Manage Custom Enterprise Scheduler Jobs tasks.

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Reference Resources

Related Resources:

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

Oracle Fusion Applications Administrator's Guide



Oracle Fusion Applications Common Implementation Guide

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Highlights

In this section, you should have learned to: 

Describe what enterprise scheduler job definitions are.



Identify the purpose of list of values sources.

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Define Enterprise Structures Objectives

After completing this section, you should be able to:

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

Establish the enterprise structure using the ESC.



Establish job and position structures.



Define legal jurisdictions and legal authorities for HCM.



Define legal entities for HCM



Define legal reporting units for HCM

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Establishing Enterprise Structures Using Enterprise Structures Configurator Overview In this section, you will learn how to: 

Describe the organization components within an enterprise



Set up multiple enterprise configurations



Review the technical summary report

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What is the HCM Configuration Workbench? Also known as the Enterprise Structures Configurator (ESC), the HCM Configuration Workbench is an interview-based tool that guides you through the configuration of your enterprise structures. Use the ESC as part of your set up to define the organization structures of the enterprise. How do I access the HCM Configuration Workbench? To be able to use the Enterprise Structures Configurator, you must select the Enterprise Structures Guided Flow feature for your offerings on the Configure Offerings page in the Setup and Maintenance work area. Select the Define Initial Configuration task list in FSM to access the following tasks: 

Establish Enterprise Structures



Establish Job and Position Structures



Review Enterprise Configuration



Load Enterprise Configuration

The following screenshot is the Manage Enterprise page within the Establish Enterprise Structures task in the Enterprise Structures Guided Flow, you can see the 7 train stops that guide you through the high-level organizational setup:

Define Initial Configuration>Establish Enterprise Structures>Manage Enterprise

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What are the Benefits of Using the HCM Configuration Workbench? The benefits of using ESC to set up your enterprise structures are: 

Create multiple configurations to test multiple scenarios



Create all the organizational structures together



View a technical and visual summary of the configuration/s



Use the technical summary report to view lists of Legislative Data Groups (LDGs) and default settings

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Enterprise Structure Components This graphic is an example of an enterprise structure with two divisions operating in four countries with a combination of sales and marketing departments.

1.

Enterprise: For each configuration in ESC, you define the high-level structures within the scope of an enterprise. It consists of legal entities under common control and management.

2.

Division: A division refers to a business or product oriented subdivision. Each division organizes itself differently to deliver products and services or addresses different markets.

3.

Legal Entity: Represents the legal employer and/or payroll statutory unit (PSU). A legal employer is a legal entity that employs people. A PSU is a legal entity responsible for the payment of its workers and can be used to report tax and social insurance.

4.

Legislative Data Group (LDG): (not shown in the graphic) LDGs are created automatically in ESC, with one LDG created for each location country identified in the interview. You can see them in the technical summary report. Use LDGs to partition payroll data in large organizations with multiple legal entities.

5.

Departments: A department is an organization to which you assign workers.

Note: The ESC does not create departments, you create departments using the Manage Departments task.

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Enterprise and Divisions You use the guided flow within the Establish Enterprise Structures task to enter basic information about your enterprise, such as the primary industry and the location of your headquarters. You then create divisions, legal entities, business units, and reference data sets. When implementing Oracle Fusion Applications you operate within the context of an enterprise that has already been created in the application for you. This is either a predefined enterprise or an enterprise that has been created in the application by a system administrator. A division refers to a business oriented subdivision within an enterprise, in which each division organizes itself differently to deliver products and services or address different markets. A division can operate in one or more countries, and can be comprised of many companies or parts of different companies that are represented by business units. The following figure illustrates the structure of InFusion Corporation after adding a new division and other relevant organizations. The new division exists within the current enterprise structure, but you can manage the costs and reporting separately from the InFusion Corporation.

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.

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Creating Legal Entities Using ESC In ESC you have three options to create your legal entities: 

Create legal entities automatically: based on the countries in which divisions of your business operate.



Upload legal entities from a spreadsheet: if you have a list of legal entities already defined for your enterprise.



Create legal entities manually: add individual legal entities in the interview.

This graphic illustrates the InFusion Corporation with two divisions. The InFusion Lighting division operates in the US and Japan, and the InFusion Security division operates in the UK and India. Using the Map Divisions by Country page in the ESC, you can create a legal entity for each country. Therefore the ESC creates four legal entities for the InFusion Corporation: 

InFusion Lighting Japan LE



InFusion Lighting US LE



InFusion Security UK LE



InFusion Security India LE

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Enterprise Configuration Using ESC This graphic displays all the components you set up in ESC and the order in which you perform the tasks.

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Creating Business Units in ESC: Key Concepts 

Used throughout Fusion Applications for management reporting, processing of transactions, and security of transactional data.



Can create business units manually or automatically.



Can automatically create business units at many different levels

Considerations for selecting how to create your business units and which level to select: 

Do you need business units at the functional level to represent, for example, Sales, Consulting, or Product Development?



Do you need business units at the country level to represent the countries in which you operate?



Do you need business units that represent a combination of countries in which you operate and the functions they perform in those countries?



Do you use Oracle Fusion Financials? If yes, then select the legal entity level to ensure financial transactions are processed correctly.

In the following diagram, InFusion decides to create business units using the country and business function level. Therefore, they created the following business units: 

Sales_Japan



Marketing_Japan



Sales_US



Sales_UK



Marketing_India



Sales_India

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Creating Reference Data Sets in ESC The ESC uses the business unit information to create the required reference data sets. For example, if you create the business units at the division level, then the ESC creates one reference data set for each division. If you create business units automatically, then the ESC automatically creates reference data sets as well. The reference data set provides the business unit with information, which is used at the transaction level. The application uses the business unit you associate to the person to determine certain setenabled information, such as locations, that are available for the person. The Common Set is a predefined set that enables you to share reference data across business units.

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Establish Enterprise Structures using ESC Quiz

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Quiz 1 You can create multiple configurations to compare different scenarios. 1. True 2. False

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Quiz 2 Name three organization components that you can create using the ESC.

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Quiz 3 You can only view the technical summary report after you load the final configuration. 1. True 2. False

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Quiz 4 You can use the technical summary report to view the different configurations before you load the final configuration. 1. True 2. False

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Activity Introduction: Define the Enterprise Configuration Part 1

Background Use this activity to demonstrate an understanding of ESC by completing the establishing enterprise structures task. The InFusion Corporation is based in the United States and has two divisions: InFusion Lighting and InFusion Security. It is an international company with business operations in United Kingdom, United States, Japan and India. Activity Scope 1. Define the enterprise and divisions. 2. Define the legal entities and business units. 3. Review and assign the reference data sets. 4. Review the enterprise configuration.

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Activity: Establishing Enterprise Structures

Background Use this activity to define the enterprise structures and their associated locations using the Establishing Enterprise Structures task in the Enterprise Structures guided flow. The InFusion Corporation is based in the United States and has two divisions: InFusion Lighting and InFusion Security. It is an international company with business operations in United Kingdom, United States, Japan and India. Activity Scope

1. Define the enterprise and divisions using the following information:

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2. Define the legal entities and business units using the following information:

3. Review and assign the reference data sets. 4. Save the enterprise configuration. 5. Review the enterprise configuration.

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Establishing Enterprise Structures Solution: Establishing Enterprise Structures Step

Act ion

1.

Click the Implementation Projects link.

2. Click the xx Implementation Project link. 3. Click the Workforce Deployment link. 4. Click the Define Common Applications Configuration for Human Capital Management link. 5. Click the Define Enterprise Structures for Human Capital Management link. 6. Click the Define Initial Configuration link. 7. Select the Establish Enterprise Structures task. Click the Go to Task graphic. 8. Click the Create graphic. 9. Enter the desired information into the * Name field. Enter "xx Enterprise Configuration ". 10. Click the OK button. 11. Click the Go to Task graphic. 12. Use the Manage Enterprise page to enter basic information such as the primary industry and the location of your headquarters. 13. Enter the desired information into the * Short Name field. Enter "xx Corp". 14. Click the * Primary Industry list. 15. Select the Finance and Insurance option. 16. Select United States from the Headquarters Country list.

17. Enter the desired information into the * Legal Name field. Enter "xx InFusion Corporation LE". 18. Enter the desired information into the * Legal Entity Identifier field. Enter "US0001". 19. Enter the desired information into the * Legal Entity Registration Number field. Enter "US0002". 20. Enter the desired information into the * Legal Reporting Unit Registration Number field. Enter "US0003". 21. Click the Legal Address link.

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22. Click the Create link. 23. Click in the Name field. Enter xx Location US HQ in the Name field.

24. Enter Redwood Shores in the Address Line 1 field. Press [Enter]. 25. Click the OK button. 26. Click the Yes. I have other legal entities to set up option. 27. You must define legal entities for the countries in which InFusion Corporation operates. InFusion Corporation is an international company with business operations in United Kingdom, United States, Japan, and India. 28. Click the Next button. 29. Use the Manage Divisions task to create the two divisions in the InFusion Corporation: InFusion Lighting and InFusion Security. Each division operates in more than one country and delivers different products and services. 30. Click the Add Row graphic. 31. Enter the desired information into the Name field. Enter "xx InFusion Lighting". 32. Click the Country dropdown button to activate the menu. 33. Click the United States object. 34. Click the Location dropdown button to activate the menu. 35. Click the xx Location US HQ option. 36. Click the Add Row graphic. 37. Enter the desired information into the Name field. Enter "xx InFusion Security ". 38. Click the Country dropdown button to activate the menu. 39. Click the United States object. 40. Click the Location dropdown button to activate the menu. Select the Create option to define the UK location for the xx InFusion Security division. 41. Enter the desired information into the * Name field. Enter "xx Location UK HQ ". 42. Enter the desired information into the * Address Line 1 field. Enter "Oracle Parkway ".

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43. Enter the desired information into the * City or Town field. Enter "Reading ". 44. Click the OK button. 45. Click the Save button. 46. Click the Next button. 47. Click the Add Row graphic. 48. Click the Country dropdown button to activate the menu. 49. Click the United States list item. 50. Enter the desired information into the Name field. Enter "xx InFusion Lighting US LE ". 51. Click the Division list. 52. Click the xx InFusion Lighting cell. 53. Enter the desired information into the Legal Entity Identifier field. Enter "US0004 ". 54. Enter the desired information into the Legal Entity Registration Number field. Enter "US0005 ". 55. Enter the desired information into the Legal Reporting Unit Registration Number field. Enter "US0006 ". 56. Click the Legal Address dropdown button to activate the menu. Select the xx Location US HQ as the legal address. 57. Click the Add Row graphic. 58. Click the Country dropdown button to activate the menu. Select Japan from the list. 59. Enter the desired information into the Name field. Enter "xx InFusion Lighting Japan LE". 60. Click the Division list. Select the xx InFusion Lighting division. 61. Enter the desired information into the Legal Entity Identifier field. Enter "JP0001". 62. Enter the desired information into the Legal Entity Registration Number field. Enter "JP0002". 63. Enter the desired information into the Legal Reporting Unit Registration Number field. Enter "JP0003". 64. Click the Legal Address dropdown button to activate the menu. 65. Click the Create link. 66. Enter the desired information into the * Name field. Enter "xx Location Japan ".

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67. Enter the desired information into the * Postal Code field. Enter "JP123456 ". 68. Enter the desired information into the * Address Line 1 field. Enter "Tokyo Square ". 69. Click the OK button. 70. Click the Add Row graphic. 71. Click the Country dropdown button to activate the menu. Select United Kingdom from the list. 72. Enter the desired information into the Name field. Enter "xx InFusion Security UK LE". 73. Click the Division list. Select the xx InFusion Security Division. 74. Enter the desired information into the Legal Entity Identifier field. Enter "UK0001". 75. Enter the desired information into the Legal Entity Registration Number field. Enter "UK0002". 76. Enter the desired information into the Legal Reporting Unit Registration Number field. Enter "UK0003". 77. Click the Legal Address dropdown button to activate the menu. Select the xx Location UK HQ option from the list. 78. Click the Add Row graphic. 79. Click the Country dropdown button to activate the menu. 80. Click the India cell. 81. Enter the desired information into the Name field. Enter "xx InFusion Security India LE". 82. Click the Division list. Select the xx InFusion Security division. 83. Enter the desired information into the Legal Entity Identifier field. Enter "IN0001". 84. Enter the desired information into the Legal Entity Registration Number field. Enter "IN0002". 85. Enter the desired information into the Legal Reporting Unit Registration Number field. Enter "IN0003". 86. Click the Legal Address dropdown button to activate the menu. Select the Create option to create a new location for India.

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87. Enter the desired information into the * Name field. Enter "xx Location India ". 88. Enter the desired information into the * Address Line 1 field. Enter "Hyderabad Square ". 89. Enter the desired information into the * City or Town field. Enter "Hyderabad ". 90. Enter the desired information into the * Pin Code field. Enter "H12345 ". 91. Click the OK button. 92. Click the Save button. 93. Click the OK button. 94. Click the Next button. 95. Click the Select All object. 96. You select to automatically generate business units at the legal entity level because InFusion Corporation requires business units at the country level to represent the countries in which they operate. 97. Click the Next button. 98. ESC has created a business unit for each legal entity in xx InFusion Corporation. You can use the Manage Business Units page to review the business units, and define a location for each business unit. 99. Click the Next button. 100.The ESC has automatically created a reference data set for each business unit. Use the Manage Business Unit Set Assignment page to define the default reference data set for each business unit. The reference data set provides the business unit with information, which is used at the transaction level.

101.Click the Default Reference Data Set list. Select xx InFusion Lighting Japan LE SET. 102.Click the Default Reference Data Set list. 103.Click the Default Reference Data Set list. Select xx InFusion Lighting US LE SET. 104.Click the Default Reference Data Set list. Select xx InFusion Security UK LE SET. 105.Click the Default Reference Data Set list. Select xx InFusion Security India LE SET. 106.Click the Default Reference Data Set list. Select Common Set. 107.Click the Next button.

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108.Use the Manage Location Reference Set page to assign reference data sets to your locations. 109.Click the Reference Data Set list. Select xx InFusion Security India LE SET. 110.Click the Reference Data Set list. Select xx InFusion Lighting Japan LE SET. 111.Click the Reference Data Set list. Select xx InFusion Security UK LE SET. 112.Click the Reference Data Set list. Select xx InFusion Lighting US LE SET. 113.Click the Save button. 114.Click the OK button. 115.Click the Next button. 116.Review the enterprise configuration. Click the Management Reporting Structure tab. 117.The Management Reporting Structure tab enables you to view the organization structures in a hierarchy. 118.Click the Submit button. 119.After you submit the Establish Enterprise Structures task, navigate to the Review Enterprise Configuration task to view a detailed technical summary report. 120.Click the Implementation Projects link. 121.Click the xx Implementation Project link. 122.Select Workforce Deployment, then Define Common Applications Configuration for Human Capital Management, then Define Enterprise Structures for Human Capital Management, and then Define Initial Configuration. 123.Select the Review Enterprise Configuration. task. Click the Go to Task graphic. 124.Select the xx Enterprise Configuration. Click the Go to Task graphic.

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125.Review all the high-level organization structures in the Interview Results tab. Select the Technical Summary Report for a detailed view of the enterprise configuration. 126.Click the Done button. 127.After you complete the task, navigate back to the task list within your implementation project to mark the task as complete. 128.Click the Implementation Projects link. 129.Click the xx Implementation Project link. 130.Click the Workforce Deployment link. 131.Click the Define Common Applications Configuration for Human Capital Management link. 132.Click the Define Enterprise Structures for Human Capital Management link. 133.Click the Define Initial Configuration link. 134.Select the Establish Enterprise Structures task. Click the Status graphic. 135.Select Completed in the Status field. Click the Save and Close button. 136.Click the Done button. 137.In this activity, you have learned how to define and review the high-level organization structures.

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Establishing Job and Position Structures Using Enterprise Structures Configurator Overview In this section, you will learn how to: 

Determine if you need positions as well as jobs in your enterprise



Set up additional attributes for jobs and positions



Set up contextual attributes for jobs and positions

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ESC Overview The Enterprise Structures Configurator (ESC) is an interview-based tool that guides you through the configuration of your enterprise structures. Use the ESC as part of your set up to define the job and position structures of the enterprise. How do I access the HCM Configuration Workbench? Select the Define Initial Configuration task list in FSM to access the following tasks: 

Establish Enterprise Structures



Establish Job and Position Structures



Review Enterprise Configuration



Load Enterprise Configuration

To be able to use the Enterprise Structures Configurator, you must select the Enterprise Structures Guided Flow feature for your offerings on the Configure Offerings page in the Setup and Maintenance work area.

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Determine Job and Position Usage Implementing jobs or a combination of jobs and positions is a key implementation decision. You make the decision based on the primary industry of your enterprise and how you manage people. The ESC uses the primary industry you selected in the Establish Enterprise Structures task to suggest a recommended approach for using jobs or jobs and positions. You can use the recommendation or answer a series of questions about how you manage people. For example, if a person leaves your company, do you typically: 

Rehire into the same role?



Use the head count and hire to a different job?



Create a different post?

The following screenshot displays the Determine Position Usage page within the Establish Job and Position Structures task in the Enterprise Structures Guided Flow, you can see the 4 train stops that guide you through the job and position setup:

Define Initial Configuration>Establish Job and Position Structures

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Define Additional Job and Position Attributes at Enterprise You can define segments in the position and job flexfields to further identify jobs and positions in the enterprise. For example, define attributes for a job to identify additional details about the job, such as the nature of the work that is performed, or the relative skill level required for the job. If these attributes apply to all jobs in the enterprise, then set up enterprise-level job attributes. This graphic demonstrates how job type and job level provide further details for the HR Application Specialist job.

Set up enterprise-level attributes to identify separate components of the position name. For example, set up an attribute for position title and one for position number. This graphic demonstrates how position title and number provide further details for the manager position.

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Defining additional attributes at the enterprise level provides the flexibility to further customize the job and position flexfields. Descriptive flexfields enable you to capture additional information when you create jobs and positions.

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Define Contextual Attributes for Jobs and Positions For jobs, you can define additional job structures for every reference data set defined in ESC. Any attributes you set up at the reference data set level will appear alongside any enterprise-level attributes. For positions, you can define additional position structures for every business unit defined in the ESC. Any attributes you set up at the business unit level will appear alongside any enterprise-level attributes.

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The ESC Process After you define your enterprise, job and position structures, you can review them, make any necessary changes, and then load the final configuration. This graphic illustrates the process to configure your enterprise using the Enterprise Structures Configurator.

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Review and Load Configuration You can create and test multiple configurations for different enterprise scenarios and review an online summary and a detailed technical report of the results from the two interview processes. The technical summary report also includes the following information that will be created by the application when you load the configuration:

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

Legislative data groups (LDGs) - the application defines one legislative data group for each country identified in the configuration.



Name of the legislative data group that will be assigned to the payroll statutory unit generated for each legal entity.



Organization hierarchy.

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Establishing Job and Position Structures Quiz

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Quiz 1 The ESC always recommends to use positions in your workforce setup. 1. True 2. False

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Quiz 2 You can define additional information for every job and position in the enterprise. 1. True 2. False

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Quiz 3 After you load the configuration, you cannot modify the organization setup. 1. True 2. False

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Activity Introduction: Define the Enterprise Configuration Part 2 Activity: Defining the Job and Position Structures

Background The students will demonstrate their understanding of ESC by completing the Establishing Job and Position Structures task in the Enterprise Structures guided flow. The recommended approach for InFusion Corporation is to use jobs. Define additional job structures to capture information at the enterprise level. Activity Scope 1. Search for the Define Initial Configuration task list and select the Establish Job and Position Structures task. 2. Select the XX Enterprise Configuration and Go to Task. 3. Accept the recommendation and define additional structures for the job descriptive flexfield at the enterprise level:

4. Save the configuration and select Next to review the additional structures.

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Defining the Job and Position Structures Solution: Defining the Job and Position Structures Step

Act ion

1.

Click the Implementation Projects link.

2. Click the xx Implementation Project link. 3. Press the left mouse button on the Workforce Deployment link. 4. Click the Define Common Applications Configuration for Human Capital Management link. 5. Click the Define Enterprise Structures for Human Capital Management link. 6. Click the Define Initial Configuration link. 7. Select the Establish Job and Position Structures task. Click the Go to Task graphic. 8. Click the Go to Task graphic. 9. Select xx Enterprise Configuration. Click the Go to Task graphic. 10. Click the I want to use this option option. 11. Click the Next button. 12. Use the Define Enterprise Level Attributes page to define attributes that apply to all jobs in the enterprise. You can set up additional details about the job, such as the nature of the work that is performed, or the relative skill level required for the job. 13. Click the Add Row graphic. 14. Enter the desired information into the Sequence field. Enter "1". 15. Click in the Attribute Name field. Enter Type. 16. Click an entry in the list. Select Text. 17. Click the Add Row graphic. 18. Enter the desired information into the Sequence field. Enter "2". 19. Click in the Attribute Name field.

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20. Enter the desired information into the Attribute Name field. Enter "Number". 21. Click an entry in the list. Select Number. 22. Click the Next button. 23. Use the Define Contextual Attributes page to define additional job and position structures. You can define additional job structures for every reference data set defined in ESC. Any attributes you set up at the reference data set level will appear alongside any enterpriselevel attributes. For positions, you can define additional position structures for every business unit defined in ESC. Any attributes you set up at the business unit level will appear alongside any enterprise-level attributes.

24. Click the Next button. 25. Click the Submit button. 26. After you complete the task, navigate back to the task list within your implementation project to mark the task as complete. 27. Press the left mouse button on the Implementation Projects link. 28. Click the xx Implementation Project link. 29. Click the Workforce Deployment link. 30. Click the Define Common Applications Configuration for Human Capital Management link. 31. Click the Define Enterprise Structures for Human Capital Management link. 32. Click the Define Initial Configuration link. 33. Select the Establish Job and Position Structure task. Click the Status graphic. 34. Click the Status dropdown button to activate the menu. Select the Completed option. 35. Click the Save and Close button. 36. In this activity, you have learned how to define job structures in ESC.

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Activity: Reviewing the Enterprise Configuration

Background The students will demonstrate their understanding of ESC by completing the Review Enterprise Configuration task. Activity Scope Use this task to review the enterprise configuration using the technical summary report. 1. Search for the Define Initial Configuration task list and select the Review Enterprise Configuration task. 2. Select the XX Enterprise Configuration and Go to Task. 3. Review the enterprise and job structures using the Interview Results and Technical Summary Report.

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Defining Legal Jurisdictions and Legal Authorities for HCM Legal Jurisdictions and Authorities

Requirements: 

Register your legal entities with legal authorities in the jurisdictions where you conduct business.



Register your legal entities as required by local business requirements or other relevant laws.

Additional Considerations: 

Define jurisdictions and related legal authorities to support multiple legal entity registrations, which are used by Oracle Fusion Tax and Oracle Fusion Payroll.



When you create a legal entity the Oracle Fusion Legal Entity Configurator automatically creates a registration for the new legal entity as well as creating a main legal reporting unit along with its registration.

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Legal Jurisdictions Overview Jurisdiction is where a particular piece of legislation applies, perhaps group of countries, country, state, county, or parish. French Labor Law, Singapore Transactions Tax Law, and US Income Tax Laws are examples of particular legislation that apply to legal entities operating in different countries' jurisdictions. Types of jurisdictions are: 

Identifying Jurisdiction



Income Tax Jurisdiction



Transaction Tax Jurisdiction

Identifying Jurisdiction An identifying jurisdiction is the first jurisdiction you must register with to be allowed to do business in a country. For each legal entity, select an identifying jurisdiction. If there is more than one jurisdiction that a legal entity needs to register with to commence business, select one as the identifying jurisdiction. Typically the identifying jurisdiction is the one you use to uniquely identify your legal entity. Income tax jurisdictions and transaction tax jurisdictions do not represent the same jurisdiction. Although in some countries, the two jurisdictions are defined at the same geopolitical level, such as a country, and share the same legal authority, they are two distinct jurisdictions. Income Tax Jurisdiction Income tax jurisdictions impose taxes on your financial income generated by all your entities within their jurisdiction. Create income tax jurisdictions to properly report and remit income taxes to the legal authority. Transaction Tax Jurisdiction Tax jurisdictions and their respective rates are provided with transactions from the suppliers, and require periodic maintenance. Create transaction tax jurisdictions through Oracle Fusion Tax in a separate business flow, because of the specific needs and complexities of various taxes. Use transaction tax jurisdiction for legal reporting of sales tax and value added tax.

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Legal Authorities Overview A legal authority is a government or legal body that is charged with powers to make laws, levy and collect fees and taxes, and remit financial appropriations for a given jurisdiction.



The Internal Revenue Service is responsible for collecting taxes and the interpretation and enforcement of the Internal Revenue Code of the United States.



Legal authority information is printed on your tax reports to meet some countries’ requirements, such as India and Brazil.



Legal authorities are defined in the Oracle Fusion Legal Entity Configurator.



Tax authorities are a subset of legal authorities and are defined using the same setup flow.



Legal authorities are not mandatory in Oracle Fusion Human Capital Management (HCM), but are recommended and are generally referenced on statutory reports.

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Legislative Data Groups Overview Legislative data groups are a means of partitioning payroll and related data. At least one legislative data group is required for each country where the enterprise operates. Each legislative data group is associated with one or more payroll statutory units.

Oracle Fusion Payroll is organized by legislative data groups. 

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Each legislative data group marks a legislation in which payroll is processed, and is associated with a legislative code, currency and its own cost key flexfield structure.

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

A legislative data group is a boundary that can share the same setup and still comply with the local laws.



A legislative data group can span many jurisdictions as long as they are within one country, and contain many legal entities that act as payroll statutory units.



Each payroll statutory unit can belong to only one legislative data group.

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Defining Legal Entities for HCM Legal Entities Overview Define a legal entity for each registered company or other entity recognized in law for which you want to record assets, liabilities, expenses and income, pay transaction taxes, or perform intercompany trading.

A legal entity has a separate legal identity and therefore conducts aspects of your business for the following reasons: 

Facilitating local compliance



Complying with corporate taxation within local jurisdictions



Preparing for acquisitions or disposals of parts of the enterprise



Isolating one area of the business from risks in another area. For example, your enterprise develops property and also leases properties. You could operate the property development business as a separate legal entity to limit risk to your leasing business.

The Role of your Legal Entity The contracting party on any transaction is always the legal entity. Individual legal entities:

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Own the assets of the enterprise



Record sales and pay taxes on those sales



Make purchases and incur expenses



Perform other transactions

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Legal entities must comply with the regulations of jurisdictions in which they register. To support local reporting requirements, legal reporting units are created and registered.

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Legal Entity Considerations Oracle Fusion Applications support the modeling of your legal entities. If you make purchases from or sell to other legal entities, define these other legal entities in your customer and supplier registers, which are part of the Oracle Fusion Trading Community Architecture. Legal entities can be identified as legal employers and therefore, are available for use in Oracle Fusion Human Capital Management (HCM) applications.

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Legal Entity and its Relationship to Divisions



The division is an area of management responsibility that can correspond to a collection of legal entities.



You can aggregate the results for divisions by legal entity or by combining parts of other legal entities.



Define date-effective hierarchies for the cost center or legal entity segment in the chart of accounts to facilitate the aggregation and reporting by division.

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Legal Entity and its Relationship to Worker Assignments and Legal Employer

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

Legal entities that employ people are called legal employers in the Oracle Fusion Legal Entity Configurator.



You must enter legal employers on worker assignments in Oracle Fusion Human Capital Management.

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Legal Entity and Payroll Reporting

Your legal entities are required to pay payroll tax and social insurance such as social security on your payroll. You can register payroll statutory units (PSUs) to pay and report on payroll tax and social insurance on behalf of many of your legal entities. For example, if you are a multinational, multicompany enterprise, then you register a payroll statutory unit in each country where you employ and pay people. You associate a legislative data group (LDG) with a payroll statutory unit to provide the correct payroll information for workers. As the legal employer, you might be required to pay payroll tax, not only at the national level, but also at the local level. 

You meet this obligation by establishing your legal entity as a place of work within the jurisdiction of a local authority.



Set up legal reporting units to represent the part of your enterprise with a specific legal reporting obligation.



You can also mark these legal reporting units as tax reporting units, if the legal entity must pay taxes as a result of establishing a place of business within the jurisdiction.

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Legal Entity and Legal Reporting Units

Create and register legal reporting units to support local reporting requirements. When you first create a legal entity, the Oracle Fusion Legal Entity Configurator automatically creates one legal reporting unit for that legal entity with a registration.

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Legal Reporting Units Overview A legal reporting unit is the lowest level component of a legal structure that requires registrations. You use it to group workers for the purpose of tax and social insurance reporting or represent a part of your enterprise with a specific statutory or tax reporting obligation. Define legal reporting units by: Physical location, such as a sales office. Logical unit, such as: 

Groups of employees subject to different reporting requirements.



Human Capital Management (HCM) system where you use your legal reporting units to model your tax reporting units. A tax reporting unit can be used to group workers for the purpose of tax reporting.

Plan and define your legal reporting units at both the local and national levels if you operate within the administrative boundaries of a jurisdiction that is more granular than country. For example: 

If the legal entity establishes operations requirements for each local area in a country that requires reporting of employment and sales taxes locally as well as nationally.



If you need more than one legally registered location to meet this legal entity's reporting requirements in each local area.



Legal entities in Europe operate across national boundaries, and require you to set up legal reporting units for the purposes of local registration in each country.

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Activity Introduction: Defining a New Legal Entity Background InFusion Corporation has acquired a new financial services division. You must create a new legal entity with a new legal address. Activity Scope Create a legal address with the following information:



Address Line 1: see table below



Zip Code: 30314

Note: When you enter the zip code, the application populates the city and state for you. Use this table to determine the street address to use:

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Create a legal entity with the following information: 

Legal entity name: xx InFusion Financial (xx = your initials)



Legal entity identifier: 12-12321



Legal Address: select the legal address that you created



EIN or TIN: see table below



Registration number: see table below

Use this table to determine the EIN/TIN and Registration Number to use:

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Defining a Legal Address Solution: Defining a Legal Address Step

Act ion

1.

Click the Implementation Projects link.

2. Click the xx Implementation Project link. 3. Click the Workforce Deployment link. 4. Click the Define Common Applications Configuration for Human Capital Management link. 5. Click the Define Enterprise Structures for Human Capital Management link. 6. Click the Define Legal Jurisdictions and Authorities link. 7. Select the Manage Legal Addresses task. Click the Go to Task graphic. 8. In order to create a legal entity successfully, you must first set up a legal address in the Manage Legal Addresses page. You can then select the legal address in the Manage Legal Entity page. 9. Click the Create button. 10. Enter the desired information into the Address Line 1 field. Enter "1800 Broadway". 11. Enter the desired information into the ZIP Code field. Enter "30314". 12. Click the OK button. 13. Click the Save and Close button. 14. After you complete the task, navigate back to the task list within your implementation project to mark the task as complete. 15. Click the Implementation Projects link. 16. Click the xx Implementation Project link. 17. Click the Workforce Deployment link. 18. Click the Define Common Applications Configuration for Human Capital Management link. 19. Click the Define Enterprise Structures for Human Capital Management link. 20. Click the Define Legal Jurisdictions and Authorities link. 21. Click the Status graphic.

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22. Click the * Status list. Select Completed. 23. Click the Save and Close button. 24. Click the Done button. 25. In this activity, you learned how to create a legal address.

Defining a Legal Entity Solution: Defining a Legal Entity Step

Act ion

1.

Click the Implementation Projects link.

2. Click the xx Implementation Project link. 3. Click the Workforce Deployment link. 4. Click the Define Common Applications Configuration for Human Capital Management link. 5. Click the Define Enterprise Structures for Human Capital Management link. 6. Click the Define Legal Entities for Human Capital Management link. 7. Select the Manage Legal Entity task. Click the Go to Task graphic. 8. Click the Create button. 9. Enter the desired information into the Name field. Enter "xx InFusion Financial". 10. Enter the desired information into the Legal Entity Identifier field. Enter "12-12321". 11. Register your legal entity as a Payroll Statutory Unit (PSU) to pay and report on payroll tax and insurance, and as a legal employer that employs people. 12. Click the Payroll statutory unit option. 13. Click the Legal employer option. 14. Click the Search: Legal Address list. 15. You can select the legal address you created previously. 16. Click an entry in the list. 17. Enter the desired information into the EIN or TIN field. Enter "12-22211". 18. Enter the desired information into the Registration Number field. Enter "12-22211".

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19. Click the Save and Close button. 20. After you complete the task, navigate back to the task list within your implementation project to mark the task as complete. 21. Click the Implementation Projects link. 22. Click the xx Implementation Project link. 23. Click the Workforce Deployment link. 24. Click the Define Common Applications Configuration for Human Capital Management link. 25. Click the Define Enterprise Structures for Human Capital Management link. 26. Click the Define Legal Entities for Human Capital Management link. 27. Select the Manage Legal Entity task. Click the Status graphic. 28. Click the * Status list. Select Completed. 29. Click the Save and Close button. 30. Click the Done button. 31. In this activity, you learned how to create a legal entity.

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Define Enterprise Structures Highlights

In this section, you should have learned to:

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

Describe what ESC is and how to use it to configure your enterprise



Decide whether to use jobs or positions



Set up legal entities, legal jurisdictions, legal authorities, and legal reporting units

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Define Workforce Structures Objectives

After completing this section, you should be able to: 

Define enterprise HCM information



Manage actions and action reasons



Define locations



Define HCM Organizations

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Workforce Structures Task List Define Workforce Structures Task Lists and Tasks

To access the tasks under Workforce Structures, select your implementation project using the Functional Setup Manager and navigate to:

Workforce Deployment > Define Common Applications Configuration for Human Capital Management > Define Enterprise Structures for Human Capital Management > Define Workforce Structures

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Defining Enterprise HCM Information Work Day Information Work day information defines the standard working hours for each worker assignment in the enterprise or legal employer.

Sources of Work Day Information If a schedule has been assigned to the enterprise, legal employer, or department, work day information is taken automatically from that schedule. Otherwise, you can enter work day information for the enterprise, legal employer, and department. Work day information can also be defined for positions. In any assignment, standard working hours are inherited from one of the following entities in this order of preference: 1. Position 2. Department 3. Legal employer 4. Enterprise How Work Day Information Is Used For assignment budgeting purposes, Full Time Equivalent (FTE) is calculated automatically by dividing the assignment working hours by the standard working hours, which the assignment inherits from the position, department, legal employer, or enterprise. If standard working hours are not available for any of these entities, then FTE cannot be calculated. Although FTE can also be entered manually, automatic calculation of FTE is efficient for FTE reporting and promotes consistency among the various uses of FTE information.

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Worker Number Generation Worker numbers can be generated either manually or automatically. If you select manual generation, then you are recommended to define a numbering scheme to suit local requirements. For example, determine whether uniqueness within the enterprise or at the legal employer level is important, and define the numbering scheme accordingly. If you select automatic worker-number generation, numbers can be allocated from either an enterprise sequence or a legal employer sequence. If you use a legalemployer sequence, worker numbers are not guaranteed to be unique in the enterprise. Also, they cannot be transferred outside the legal employer: if a worker leaves the enterprise and later starts a new work relationship of the same type but with a different legal employer, a new worker number is allocated to the work relationship.

Setting the Number-Generation Method for a Legal Employer All legal employers automatically inherit the enterprise number-generation method. You can override the number-generation method at the legal employer level, as follows:

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

You can select manual worker-number generation for a legal employer at any time.



You can select automatic worker-number generation for a legal employer, provided that no employee or contingent worker work relationships exist for that legal employer.

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Person-Name Languages Each enterprise identifies a global-name language. Person names appear in this language by default. Users can set preferences to select the language in which they see the display-name versions of person names.

When you create a person record, you can enter a local name in a different language from the global-name language. Names appear in this language for users whose HR: Local or Global Name Format profile option value matches the localname language. For example, if the global-name language for the enterprise is American English and you set the local-name language in a person record to Japanese, users whose HR: Local or Global Name Format profile option is set to Japanese see the person's name in Japanese. All other users (those who are viewing global-format names or whose HR: Local or Global Name Format profile option is set to a value other than Japanese) see the person's name in American English.

Note: If you enter no local name in a person record, the local name is the same as the global name by default.

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Employment Model Types of Employment Models

Three-Tier Employment Model This model comprises three types of entities, which are work relationships, employment terms, and assignments. Users can include contract details in employment terms. When you configure the employment model for the enterprise or legal employer (when you create or update the enterprise or legal employer), the following three-tier options are available: 

Single Employment Terms with Single Assignment



Single Employment Terms with Multiple Assignments



Multiple Employment Terms with Single Assignment



Multiple Employment Terms with Multiple Assignments

Two-Tier Employment Model This model comprises two types of entities, which are work relationships and assignments. Employment terms occur in the three-tier employment model only. When you configure the employment model for the enterprise or legal employer (when you create or update the enterprise or legal employer), you can select from three two-tier options:

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

Single Assignment



Single Assignment with Contract



Multiple Assignments

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Three-Tier Employment Models Single Employment Terms with Single Assignment

Single Employment Terms with Multiple Assignments

Multiple Employment Terms with Single Assignment

Multiple Employment Terms with Multiple Assignments

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Three-Tier Employment Models Explained Single Employment Terms with Single Assignment Each work relationship contains one set of employment terms, and each set of employment terms contains one assignment. Both the employment terms and the assignment are created automatically. Single Employment Terms with Multiple Assignments Each work relationship contains one set of employment terms, and the employment terms can contain one or more assignments. The employment terms and one assignment are created automatically when the work relationship is created; additional assignments are created manually. Additional assignments can belong to the employment terms or exist outside them. Multiple Employment Terms with Single Assignment Each work relationship can contain one or more sets of employment terms, and each set of employment terms can contain a single assignment. One set of employment terms and the associated assignment are created automatically when the work relationship is created; additional employment terms and assignments are created manually. Additional assignments can belong to employment terms or exist outside them. Multiple Employment Terms with Multiple Assignments Each work relationship can contain one or more sets of employment terms, and each set of employment terms can contain one or more assignments. One set of employment terms and an associated assignment are created automatically when the work relationship is created; additional employment terms and assignments are created manually. Additional assignments can belong to employment terms or exist outside them.

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Three-Tier Employment Model Example Three-Tier Employment Model Example The below screenshot shows the work relationship of a worker with the legal employer InFusion Corp USA2, which uses a three-tier employment model. Note that the worker has a set of employment terms and an assignment in this work relationship.

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Two-Tier Employment Models Single Assignment

Single Assignment with Contract

Multiple Assignments

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Two-Tier Employment Models Explained Single Assignment If you select Single Assignment, each work relationship of any type has one assignment only. The assignment is created automatically when the work relationship is created. Single Assignment with Contract If you select Single Assignment with Contract, users can include contract information in the single assignment. This approach enables those legislations that require contract information in employment records to meet their obligations without having to use a three-tier employment model. The assignment is created automatically when the work relationship is created. Including contract information in the assignment is optional. Multiple Assignments If you select Multiple Assignments, each work relationship of any type can include one or more assignments. One assignment is created automatically when the work relationship is created. Additional assignments are optional and are created manually.

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Two-Tier Employment Model Example Two-Tier Employment Model Example The below screenshot shows the work relationship of a worker with the legal employer InFusion Corp USA1, which uses a two-tier employment model. Note that the worker has a single assignment in the work relationship.

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Using the Two-Tier Employment Model By default, every enterprise uses the two-tier single-assignment employment model. You can select a different employment model for the enterprise or for individual legal employers.

If you select any of the two-tier employment models at the enterprise level: 

You can select a different employment model for individual legal employers.



Employment terms cannot be used in any work relationship in the enterprise, unless you select a three-tier employment model for individual legal employers.

If you select:

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

Single Assignment or Single Assignment with Contract, all work relationships in the enterprise or legal employer are restricted to a single assignment.



Multiple Assignments, all work relationships in the enterprise or legal employer can include one or more assignments; therefore, work relationships can include a single assignment when appropriate.

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Using the Three-Tier Employment Model If you select any of the three-tier employment models at the enterprise level, you can select a different employment model for individual legal employers.

If you select a three-tier employment model that supports: 

A single assignment in a set of employment terms, then users cannot create multiple assignments in a set of employment terms



Multiple assignments in a set of employment terms, then users can create one or more assignments in a set of employment terms; therefore, employment terms can include a single assignment when appropriate



A single set of employment terms in a work relationship, then users cannot create multiple sets of employment terms in a work relationship



Multiple sets of employment terms in a work relationship, then users can create one or more sets of employment terms in a work relationship; therefore, work relationships can include a single set of employment terms when appropriate

Note: Employment terms are not valid for contingent workers. If you select Single Employment Terms with Single Assignment, contingent workers have a single assignment in each work relationship; otherwise, contingent workers can have multiple assignments in each work relationship.

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Employment Terms Override If you use the three-tier employment model, assignments inherit most attribute values from the associated employment terms. For example, if you set the assignment category to full-time in the employment terms, then all assignments associated with those employment terms are full-time by default. For the enterprise or legal employer, you specify whether attribute values inherited from employment terms can be overridden at the assignment level. Preventing Override at the Assignment Level If you prevent override at the assignment level, then users cannot update assignment attribute values inherited from employment terms. This approach is recommended if you want to enforce particular assignment attribute values. The restriction applies only to attribute values that users specify on the employment terms, and they can specify as many or as few attributes as required at that level. Any value that users omit from the employment terms can be updated without restriction at the assignment level. Allowing Override at the Assignment Level If you allow override at the assignment level, then users can update assignment attribute values inherited from employment terms. Using employment terms in this way can be efficient, particularly if workers in your enterprise have multiple assignments in a single set of employment terms: users enter attribute values once only in the employment terms, but can update individual attributes as necessary at the assignment level. Deferring the Decision to the Employment Terms If you have no compelling reason either to allow or to prevent override at the assignment level, you can defer the decision to each set of employment terms. That is, whenever a user creates a set of employment terms, that user can decide whether to allow or prevent override at the assignment level.

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Defining Enterprise HCM Information Quiz Quiz 1 You can configure the employment model for the enterprise or legal employer. 1. True 2. False

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Quiz 2 The three-tier employment model comprises which three types of entities?

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Quiz 3 Name the configuration options available in the two-tier employment model ? (Hint: There are three options)

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Quiz 4 You cannot include contract details in employment terms. 1. True 2. False

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Quiz 5 Worker numbers can be generated either manually or automatically. 1. True 2. False

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Quiz 6 When you create a person record, you cannot enter a local name in a different language from the global-name language. 1. True 2. False

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Actions and Action Reasons Actions track changes to Human Capital Management (HCM) records, for example, changes to employment and assignment records. When you create or update these records, the action identifies the cause of the creation or change. Actions and Action Reasons 

Actions categorize the type of change. For example, each predefined termination action is associated with a termination type (either voluntary or involuntary) to help categorize the termination.



Actions determine the business flow. For example, you can select from a list of employment-related actions, such as Assignment Change, Transfer, or Termination. The action you select determines the path you take through the employment flow.



You can optionally associate actions with reasons; the action and reason information can be used for analysis and reporting purposes. For example, predictions of voluntary termination are based on existing data from terminated work relationships, and the action and reason details are particularly useful.

Action Types Action type identifies the type of business process associated with the action and determines what happens when you select an action. If you are creating a new action, you must associate the action with any one of the predefined action types. For example, the Hire an Employee action type is associated with the Hire action by default. You could create an additional action Hire Part-Time and associate it with the Hire an Employee action type. This causes your action to appear in the actions list on the Hire an Employee page. Users can then select the Hire Part-Time action when hiring part time employees, instead of the predefined Hire action.

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Demo: Creating Actions and Action Reasons Solution: Demo: Creating Actions and Action Reasons Step

Act ion

1.

Begin by navigating to the Setup and Maintenance page. Click the Navigator menu.

2. Click the more link. 3. Click the Setup and Maintenance link. 4. Click the All Tasks tab. 5. Enter the desired information into the Name field. Enter "Manage Actions". 6. Click the Search button. 7. Click Go to Task. 8. Click the scrollbar. 9. Note that there is a hire action existing, which is associated with the Hire an Employee action type. 10. Click the Add button. 11. Enter the desired information into the Action Code field. Enter "HIRE_PARTTIME". 12. Enter the desired information into the Action Name field. Enter "Hire Part-Time Employee". 13. Click the Action Type list. 14. Select the predefined action type Hire an Employee to associate your action with the hire business flow. This also causes your action to appear in the actions list on the Hire an Employee page. Click the Hire an Employee list item. 15. Click the Add button. 16. Click the Yes button. 17. Enter the desired information into the Action Reason Code field. Enter "HIRE_PARTTIME_REASON". 18. Enter the desired information into the Action Reason field. Enter "Hire part-time employees". 19. Click the OK button.

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20. Click the Save button. 21. Click the OK button. 22. Click the OK button. 23. This concludes the demonstration Creating Actions and Action Reasons

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Defining Locations Locations A location identifies physical addresses of a workforce structure, such as a department or a position. You can also create locations to enter the addresses of external organizations that you want to maintain, such as employment agencies. The locations that you create exist as separate structures that you can use for reporting purposes, and also in rules that determine employee eligibility for various types of compensation and benefits. You enter information about a location only once. Subsequently, when you set up other workforce structures you select the location from a list. Locations that you create are represented on a map for easier identification and access as shown in the following figure:

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The following figure shows how locations sets restrict access to users.

When you create a location, you must associate it with a set. Only those users who have access to the set's business unit can access the location set and other associated workforce structure sets, such as those that contain departments and jobs. You can also associate the location to the common set so that users across your enterprise can access the location irrespective of their business unit. When users search for locations, they can see the locations that they have access to along with the locations in the common set.

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Demo: Managing Locations Solution: Demo: Managing Locations Step

Act ion

1.

In this demo, you will learn to navigate to the Manage Locations page and open an existing location to review its settings.

2. Begin by navigating to the Assigned Implementation Tasks tab in the Setup and Maintenance work area. Click in the Task field. 3. Enter the desired information into the Task field. Enter "Manage Locations". 4. Click the Search button. 5. Click the Go to Task button. 6. Use the Manage Locations page to review and modify existing locations, and create new ones. 7. Let us search for locations in the US Location Set. As you learned earlier in this lesson, only those users who have access to the set's business unit can access the location set and other associated workforce structure sets. Click in the Location Set field. 8. Enter the desired information into the Location Set field. Enter "US Location Set". 9. Click in the City field. 10. Enter the desired information into the City field. Enter "New York". 11. Click the Search button. 12. Click the New York link. 13. This page enables you to review information that was associated with the location. 14. Notice that this location is active. That means other workforce structures (for example, departments) can use it. 15. This location is not associated with any inventory organization. That means the location will be available for selection in purchase documents across all inventory organizations. 16. This is the location's main address. As you learned earlier in this lesson, a location can have multiple addresses. 17. Let us add another address to this location.

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18. Click the Edit button. 19. Click the Correct menu. 20. The Edit Location page enables you to modify the details of the location. 21. Click the Add Another Address button. 22. The new address that we are about to create is almost similar to the main address. Click the Copy Main Address menu. 23. Enter the desired information into the * Address Line 1 field. Enter "524 Madison Avenue". 24. Click in the Address Line 2 field. 25. Enter the desired information into the Address Line 2 field. Enter "7th Floor". 26. Click the OK button. 27. In this demo, you learned to navigate to the Manage Locations page and opened an existing location to review its details.

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Activity: Creating a Location Activity In view of its increasing operations, InFusion Corporation has recently bought additional space close to its existing location in New York. You have been assigned to create this location.

Activity Scope Use the following information to create the location: 1.

Location Name: XX New York

2.

Set: Common Set

3.

Address: 521, Madison Avenue, 2nd Floor, New York, 10022, United States.

4.

Status: Active

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Creating a Location Solution: Creating a Location Step

Act ion

1.

This demo provides the solution to the Creating a Location activity. In this demo, you will create the XX New York location.

2. Begin by navigating to the Assigned Implementation Tasks tab in the Setup and Maintenance work area. Click in the Task field. 3. Enter the desired information into the Task field. Enter "Manage Locations". 4. Click the Search button. 5. Click the Go to Task button. 6. Use the Manage Locations page to review and modify existing locations, and create new ones. 7. Click the Create button. 8. Use the Create Location page to provide details of the new location. 9. Click in the * Name field. 10. Enter the desired information into the * Name field. Enter "XX New York". 11. Click in the * Code field. 12. Enter the desired information into the * Code field. Enter "XXNY". 13. Click in the Address 1 field. 14. Enter the desired information into the Address 1 field. Enter "521 Madison Ave". 15. Click in the Address 2 field. 16. Enter the desired information into the Address 2 field. Enter "Second Floor". 17. Click in the City field. 18. Enter the desired information into the City field. Enter "New York". 19. Press [Enter]. 20. Click the New York row header. 21. Click the OK button.

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22. Click in the ZIP Code field. 23. Enter the desired information into the ZIP Code field. Enter "10022". 24. Press [Enter]. 25. Click the 10022 row header. 26. Click the OK button. 27. Click the Submit button. 28. Click the Yes button. 29. Click the OK button. 30. On the Manage Locations page, click the Done button. 31. On the Assigned Implementation Tasks tab, click the Status icon button. 32. In the Edit Status window that appears, click Completed from the Status list. 33. Click the Save and Close button. 34. In this demo, you learned to create a location called XX New York.

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Defining HCM Organizations Overview In this section you will learn how to: 

Identify whether an organization requires multiple classifications



Explain the HCM organizations



Describe trees and department trees

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HCM Organizations You can set up your enterprise structures using the individual organization tasks. For example, if you are an international enterprise with multiple operating divisions, then you need to define an enterprise, divisions, legal entities, tax reporting units, payroll statutory units, reporting units, business units, departments and so on.

You set up organizations as part of your implementation to reflect your company's organizational structure. An organization structure is required for your management, legal, functional and financial reporting needs. An enterprise generally needs many internal and external organizations for its operation. These include organizations such as legal entities, divisions, and departments.

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Multiple Classifications Organization classifications define the purpose of the organization, whether it's a division, department or a legal entity. Define an organization with one or more classifications to reflect your enterprise structure. For example, one organization might be both a cost center and a sales department.

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Review Enterprise Configuration If you define the enterprise configuration using the Enterprise Structures guided flow, then you can review the organization components and make any changes or add additional structures. For example, you can add the following HCM organizations:

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

Department: An organization to which you assign workers.



Reporting Establishment: An organization used for statutory reporting, other than tax and social insurance.



Disability Organization: An external organization with which workers with disabilities are registered.

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Trees and HCM Trees You can use Oracle Fusion trees to graphically represent hierarchical data such as the structure of your organization. You can view the hierarchical relationships among the data entities and determine how they function in a business scenario. You can use trees for: 

Departments



Organizations



Positions



Geographies

A tree helps you in: ·

Determining parent-child relationship between the entities

·

Setting better access control

·

Applying business rules at various stages

To set up a tree: 1. Create a tree using one of the seeded tree structures (for example, department tree structure). 2. Create a tree version for the new tree structure. 3. Add new nodes (for example, departments) to build your hierarchy.

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Organization Trees and ESC If you use the ESC to create your enterprise structures, then a default organization tree is automatically created. You can modify the tree and create additional organization trees. If you do not use the ESC, then you can create organization trees based on the predefined organization tree structure. You can secure HCM data by using an organization tree to identify organizations in an organization security profile.

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Defining HCM Organizations Quiz

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Quiz 1 An organization can have one classification only. True False

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Quiz 2 You assign workers to the department organization. True False

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Quiz 3 Name three types of predefined trees. Departments, organizations, positions, geographies.

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Activity Introduction: Creating Organizations

Background InFusion Corporation has acquired a new financial services division. You must create a new division, department and business unit to support this acquisition. Activity Scope Create the following organizations: Note: xx = your initials Division 

Name: xx InFusion Financial US



Reporting Name: Financial Services US

Department 

Name: xx InFusion Financial_Sales



Reporting Name: InFusion Financial

Business Unit 

Name: xx InFusion Financial Services US

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Creating a Division Solution: Creating a Division Step

Act ion

1.

Click the Implementation Projects link.

2. Click the xx Implementation Project link. 3. Click the Workforce Deployment link. 4. Click the Define Common Applications Configuration for Human Capital Management link. 5. Click the Define Enterprise Structures for Human Capital Management link. 6. Click the Define Workforce Structures link. 7. Click the Define Organization Structures link. 8. Select the Manage Divisions task. Click the Go to Task graphic. 9. Click the Create button. 10. Enter the desired information into the Name field. Enter "xx InFusion Financial Services US". 11. Enter the desired information into the Reporting Name field. Enter "Financial Services_US". 12. Click the Search: Manager list. 13. Click an entry in the list. 14. Click the Submit button. 15. Click the Yes button. 16. Click the OK button. 17. Click the Done button. 18. After you complete the task, navigate back to the task list within your implementation project to mark the task as complete. 19. Click the Implementation Projects link. 20. Click the xx Implementation Project link. 21. Click the Workforce Deployment link. 22. Click the Define Common Applications Configuration for Human Capital Management

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link. 23. Click the Define Enterprise Structures for Human Capital Management link. 24. Click the Define Workforce Structures link. 25. Click the Define Organization Structures link. 26. Select the Manage Divisions task. Click the Status graphic. 27. Click the * Status list. Select Completed. 28. Click the Save and Close button. 29. Click the Done button. 30. In this activity, you learned how to create a division.

Creating a Department Solution: Creating a Department Step

Act ion

1.

Click the Implementation Projects link.

2. Click the xx Implementation Project link. 3. Click the Workforce Deployment link. 4. Click the Define Common Applications Configuration for Human Capital Management link. 5. Click the Define Enterprise Structures for Human Capital Management link. 6. Click the Define Workforce Structures link. 7. Click the Define Organization Structures link. 8. Click the Go to Task graphic. 9. Click the Create button. 10. Enter the desired information into the Name field. Enter "xx InFusion Financial_Sales". 11. Click the Next button. 12. Enter the desired information into the Reporting Name field. Enter "InFusion Financial". 13. Click the Search: Manager list. 14. Click an entry in the list. 15. Click the Next button.

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16. Click the Submit button. 17. Click the Yes button. 18. Click the OK button. 19. After you complete the task, navigate back to the task list within your implementation project to mark the task as complete. 20. Click the Implementation Projects link. 21. Click the xx Implementation Project link. 22. Click the Workforce Deployment link. 23. Click the Define Common Applications Configuration for Human Capital Management link. 24. Click the Define Enterprise Structures for Human Capital Management link. 25. Click the Define Workforce Structures link. 26. Click the Define Organization Structures link. 27. Select the Manage Departments task. Click the Status graphic. 28. Click the * Status list. Select Completed. 29. Click the Save and Close button. 30. Click the Done button. 31. You have successfully created a Sales department for the Financial Services division.

Creating a Business Unit Solution: Creating a Business Unit Step

Act ion

1.

Click the Implementation Projects link.

2. Click the xx Implementation Project link. 3. Click the Workforce Deployment link. 4. Click the Define Common Applications Configuration for Human Capital Management link. 5. Click the Define Enterprise Structures for Human Capital Management link. 6. Click the Define Business Units for Human Capital Management link.

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7. Select the Manage Business Unit task. Click the Go to Task graphic. 8. Click the Create button. 9. Oracle Fusion Human Capital Management uses business units to filter reference data at the transactional level. You create business units and reference data sets to enable reference data sharing. 10. Enter the desired information into the * Name field. Enter "xx InFusion Financial Services US". 11. Click the Search: Default Set link. 12. Click an entry in the COMMON column. 13. You assign the default reference data set. Oracle Fusion Human Capital Management will use this set for all reference data types for this business unit. 14. Click the Save and Close link. 15. After you complete the task, navigate back to the task list within your implementation project to mark the task as complete. 16. Click the Implementation Projects link. 17. Click the xx Implementation Project link. 18. Click the Workforce Deployment link. 19. Click the Define Common Applications Configuration for Human Capital Management link. 20. Click the Define Enterprise Structures for Human Capital Management link. 21. Click the Define Business Units for Human Capital Management link. 22. Select the Manage Business Unit task. Click the Status graphic. 23. Click the * Status list. Select Completed. 24. Click the Save and Close button. 25. Click the Done button. 26. In this activity, you learned how to create a business unit.

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Define Workforce Structures Highlights

In this section, you should have learned how to:

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

Define enterprise HCM information



Manage actions and action reasons



Define locations



Define HCM organizations

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Lesson 4: Defining Common Applications Configuration for HCM

Define Grades, Jobs, Positions, and Worker Directory Objectives

After completing this section, you should be able to: 

Define grades



Define grade rates



Define grade ladders



Define jobs and job families



Define positions



Define worker directory search settings

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Grades, Jobs, and Positions Setup and Maintenance 

Initial setup for this activity is performed using Functional Setup Manager - Workforce Deployment Offering: Define Enterprise Structures/Define Workforce Structures



Ongoing maintenance is performed from the Workforce Structures work area

Define Grades, Define Jobs and Positions tasks _______________________________________________________

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Setup tasks in FSM under Define Grades: 

Manage Assignment Grade Lookups



Manage Grade Descriptive Flexfields



Manage Grades



Manage Grade Rates



Manage Grade Ladders

Setup tasks in FSM under Define Jobs and Positions: 

Manage Job Lookups



Manage Job Families



Manage Job



Manage Position Lookups



Manage Positions



Manage Position Trees

The ongoing maintenance tasks are: 

Manage Grades



Manage Grade Rates



Manage Jobs



Manage Job Families



Manage Positions



Manage Position Trees

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Defining Grades This section describes:

234



Grades



Grade steps



Grades and sets



How grades work with jobs and positions



How grades work with assignments and employment terms

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Lesson 4: Defining Common Applications Configuration for HCM

Grades

Create grades to record the level of compensation for workers. You can create grades for multiple pay components, such as salary, bonus, and overtime rates. You can define one or more grades that are applicable for jobs and positions. This list of valid grades, combined with the settings for two profile options, enables you to restrict the grades that can be selected when you set up assignments or employment terms for a worker.

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Grade Steps

Grade steps are distinct increments of progression within a grade. You can set up grades with or without grade steps. The following figure illustrates the difference between grades with and without steps.

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Grades and Sets You assign each grade to a set. If you assign a grade to the common set, then the grade is available for use in all business units. To limit a grade to a single business unit, you can assign it to a set that is specific to that business unit.

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How Grades Work with Jobs and Positions

You can define one or more grades that are applicable for each job and position. This list of valid grades, combined with the settings for two profile options, enables you to restrict the grades that can be selected when you set up assignments or employment terms for a worker. If you use positions, then the grades that you assign to jobs are the default grades for the positions that you associate with each job. You can use the default grades for the position, remove ones that don't apply, or add new ones

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How Grades Work with Assignments and Employment Terms When you set up assignments or employment terms, you can select the applicable grade for the job or position. Two profile options determine the grades that are available for selection. The first profile option is PER_ENFORCE_VALID_GRADES. If you set this site-level profile option to Yes, then users can select a grade only from the list that you defined for the job or position. 

If users select both a job and a position for the assignment or employment terms, then they can select grades that are valid for the position only.



If valid grades are defined for neither the job nor the position, then users can select from all grades

If you set this profile option to No, which is the default value, then users can select from all grades. The second profile option is PER_DEFAULT_GRADE_FROM_JOB_POSITION. If you set this site-level profile option to Yes, and there is only one valid grade for a job or position, then that grade is used by default in the assignment or employment terms. In addition, if an entry grade is defined for a position, then that grade is used by default when the user creates a new set of employment terms or a new assignment. If you set this profile option to No, which is the default value, then users can select from all grades.

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Activity: Creating a Grade Background You have set up grades for all of your divisions except the Financial Services division. The job functions performed in this division are different from that of your other divisions, so you need to create new grades that are more suitable.

Activity Scope

You will create a new grade for the Sales Executive job, and you will create rates for the grade at the same time. Use the following information to help you complete the activity:



Set: Common Set



Name: XX_Sales Executive



Code: XX_SALESEXEC



Steps? No steps are needed



Legislative Data Group (for rates): US LDG



Rate Name: XX_Annual Salary Rate_Sales Execs



Rate Type: Salary



Frequency: Annually



Currency: USD



Specific amount or range? Range



Salary range: 45,000 to 65,00

Solution: Activity: Creating a Grade Step

Act ion

1.

Begin by locating the Manage Grades task in your implementation project. Alternate Navigation: From the Navigator menu, select Workforce Structures under the Workforce Management heading.

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2. Click in the Task field. 3. Enter the desired information into the Task field. Enter "Manage Grades". 4. Click the Search button. 5. Click the Go to Task button. 6. Use the Manage Grades page to search for existing grades. 7. Click the Create button. 8. Use the Create Grade: Grade Details page to enter information such as the set, name, and code for the grade. Click in the Name field. 9. Enter the desired information into the Name field. Enter "XX_Sales Executive". 10. Click in the Code field. 11. Enter "XX_SALESEXEC". 12. Click the Next button. 13. Use the Create Grade: Grade Steps page to enter steps for the grade. This grade does not contain steps, so click Next to continue. Click the Next button. 14. Use the Create Grade: Grade Rates page to enter rates for the grade. Click the Legislative Data Group list. 15. Click the US LDG list item. 16. Click the Create New Rate button. 17. Use the Create Grade Rate window to enter the rate type, frequency, and so on. In the Name field, enter "XX_Annual Salary Rate_Sales Execs." 18. Click the OK button. 19. Click in the Minimum field. 20. Enter the desired information into the Minimum field. Enter "45,000". 21. Click in the Maximum field. 22. Enter the desired information into the Maximum field. Enter "65,000". 23. Click in the Midpoint field. 24. The application calculates the midpoint value for you.

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25. Click the Next button. 26. Use the Create Grade: Review page to review the details before submitting the grade. Click the Submit button. 27. Click the Yes button. 28. Click the OK button. 29. Click the Done button. 30. On the Assigned Implementation Tasks tab, now mark the Manage Grades task as Complete. Click the Status button. 31. Click the Status list. 32. Click the Completed list item. 33. Click the Save and Close button. 34. You have successfully created a grade and associated rates with it. You have also marked the task as complete.

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Defining Grade Rates This section describes: 

Grade rate values



Lookup types for grade rates



Examples of grade rates How grades, rates, sets, and legislative data groups work together



How grades and rates work with Oracle Fusion Compensation and Payroll

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Grade Rate Values

Grade rate values are the compensation amounts associated with each grade. Grade rate values can be either a fixed amount or a range of values, and you can set up rates for different types of pay, such as salary, overtime, and bonuses. Grade rates for some jobs or positions might include an hourly salary rate and an overtime rate. Grade rates for other jobs or positions might contain a salary rate type with a range of amounts and a bonus rate type with a fixed amount. Grade rates typically serve only as a guideline to validate that the salary you propose during the compensation process for a worker on a certain grade is appropriate for that grade. Grade rates are optional.

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Lookups for Grade Rates Lookup types are lists of values in applications. One lookup type is available for grade rates, and the customization level is extensible. The GRADE_PAY_RATE_TYPE lookup type identifies the compensation components for which you want to set up grade rates. The predefined values are salary, bonus, and overtime. You should review these predefined values, and add additional rate types to suit your business needs.

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Adding Rates to Grades For grades that were created without steps, two options for adding rates are available: 

Add the rates at the same time as when you add the grade using the Manage Grades task



Add the rates separately using the Manage Grade Rates task

For grades that were created with steps, you must first add the grade to a grade ladder, and then add the rates for each step in the Manage Grade Ladders task.

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Grade Rates Example 1

This figure illustrates a grade that has two rate types associated with it. One is a salary rate type that has a range of values, and the other is a bonus rate type with a fixed amount.

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Grade Rates Example 2

This figure illustrates a different grade that has two rate types associated with it. One is a salary rate type that has a fixed amount, and the other is an overtime rate type that also has a fixed amount.

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How Grades, Rates, Sets, and Legislative Data Groups Work Together

You assign grades to sets, and you assign grade rates to legislative data groups. While grades may be common across different areas of your enterprise, grade rates vary among the countries in which you employ people. For example, if your enterprise has engineer jobs in the United States, the United Kingdom, and Australia, you can set up grades for a set that is shared between the countries, but set up different grade rates for each country in the applicable currency. The following figure illustrates how you can use sets to share grades across multiple business units and then change the grade rates for each legislative data group.

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How Grades and Grade Rates Work with Compensation and Payroll

Depending on the configuration of the legal employer to which workers belong, their salary can be stored at either the assignment or employment terms level, and the grade rate can be linked to the salary basis within the salary record. If this is the case, then their salaries are validated using the grade rates. For example, assume an assignment record for a worker indicates that he is in grade A1 and has a salary of 40,000.00 USD. The grade rate range that is attached to grade A1 is 30,000.00 USD to 50,000.00 USD, therefore, his salary is within the grade rate range, and no warnings are issued. If his manager or a human resource (HR) specialist changes his salary to 55,000.00 USD, a warning is issued that the new salary is outside his salary range. In addition, compa-ratios and salary range positions for workers are calculated using the minimum and maximum amounts that are defined in the grade rates for their grades. Payroll elements reference grades in the eligibility criteria. For example, assume you want to process a bonus for all workers who are at grade level A2. To accomplish this, you would create an earnings element for the bonus and specify A2 for the grade in the eligibility criteria. The result of this setup, when combined with additional eligibility criteria that may be applied by the bonus plan, is that when payroll is processed, workers who are at grade level A2 and who meet the additional eligibility criteria would receive the bonus.

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Activity: Creating a Grade Rate Background You now need to create a bonus rate for the Sales Executive grade. You award sales executives a bonus annually, and the amount is a range. Activity Scope Create a bonus rate for the XX_Sales Executive grade that you created in the previous activity. Use the following information to help you complete the activity:



Rate type: Bonus



Frequency: Annual



Rate values: Range from 45,000 to 65,000

Solution: Activity: Creating a Grade Rate Step

Act ion

1.

Begin by locating the Manage Grade Rates task on the Assigned Implementation Tasks tab. Click in the Task field.

2. Enter the desired information into the Task field. Enter "Manage Grade Rates". 3. Click the Search button. 4. Click the Go to Task button. 5. Use the Manage Grade Rates page to locate existing grade rates. Click the Create button. 6. In the Select Legislative Data Group window, locate the US LDG legislative data group. Click the Search: Legislative Data Group list. 7. Click the US LDG list item.

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8. Click the OK button. 9. Use the Create Grade Rate page to enter details about the grade rate. Click in the Name field. 10. Enter the desired information into the Name field. Enter "XX_Annual Bonus Rate_Sales Execs". 11. Click the Rate Type list. 12. Click the Bonus list item. 13. Click the Add Row button. 14. Click in the Grade field. 15. Enter the desired information into the Grade field. Enter "XX". 16. Click the XX_Sales Executive XX_SALESEXEC Common Set COMMON Common Set object. 17. Click in the Minimum field. 18. Enter the desired information into the Minimum field. Enter "4500". 19. Enter the desired information into the Maximum field. Enter "6500". 20. Click the Review button. 21. Use the Create Grade Rate: Review page to review the details of the grade rate before submitting. Click the Submit button. 22. Click the Yes button. 23. Click the OK button. 24. Click the Done button. 25. On the Assigned Implementation Tasks tab, now mark the Manage Grade Rate task as Complete. Click the Status button. 26. Click the Status list. 27. Click the Completed list item. 28. Click the Save and Close button. 29. You have successfully created a grade rate and marked the task as complete.

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Defining Grade Ladders This section describes:

254



Grade ladders



Ladders with grades



Ladders with steps

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Grade Ladders Create grade ladders to group grades or grades with steps in the sequence in which your workers typically progress. Grade ladders describe the grades or the grades with steps to which a worker is eligible to progress. For grades with steps, grade ladders also provide the compensation values associated with each step. You can set up separate grade ladders for different types of jobs or positions in your enterprise. For example, you may create three grade ladders for your enterprise: one for technical grades, another for management grades, and a third for administrative grades. Two types of grade ladders are available:



Ladders with grades



Ladders with steps

You cannot create a grade ladder with a combination of both grades and grades with steps.

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Ladders with Grades

You create ladders with grades by building a hierarchy of grades that were created without steps. When you set up this type of ladder, only grades without steps are available to add to the ladder. You do not define any grade rates when you set up a ladder with grades; the rates for the grades within the ladder are inherited from the rates that were added when you set up the grades. To add or edit rates for grades, you must use the Manage Grade Rates task.

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Ladders with Steps You create ladders with grade steps using grades that were created with steps. When you set up this type of ladder, only grades with steps are available to add to the ladder. You define step rates and the values for each step when you set up the ladder, and the rates are unique to each ladder. You cannot share step rates between grade ladders.

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Activity: Creating a Grade Ladder Background You have already created five grades for administrative positions at InFusion Corporation, and you have associated rates with each grade. You now want to create a grade ladder for the administrative positions.

Activity Scope Use the following information to help you complete the activity:



Grade Set: Common



Name: XX_Admin Grade Ladder



Grade Type: Grade



Grades to include: All Admin grades (Hint: Enter Admin in the Name field on the Search: Grades page)

Note: Admin5 should be the top of the grade ladder. Solution: Activity: Creating a Grade Ladder Step

Act ion

1.

Begin by locating the Manage Grade Ladders task on the Assigned Implementation Tasks tab. Click in the Task field.

2. Enter the desired information into the Task field. Enter "Manage Grade Ladders". 3. Click the Search button. 4. Click the Go to Task button. 5. Use the Manage Grade Ladders page to search for existing grade ladders. Click the Create button. 6. Use the Create Grade Ladder: Grade Ladder Details page to enter information to identify

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the grade ladder and select the ladder type. Click in the Name field. 7. Delete the existing text and then enter a name for the grade ladder. Enter the desired information into the Name field. Enter "Admin Grade Ladder". 8. Click the Grade Type list. 9. Click the Grade list item. 10. Click the Next button. 11. Use the Create Grade Ladder: Grades page to add grades to the ladder. First, search for grades to add to the ladder. Click in the Name field. 12. Enter the desired information into the Name field. Enter "Admin". 13. Click the Search button. 14. Click the Admin5 row header. 15. Click the Add to Grade Ladder button. 16. Click the Admin4 row header. 17. Click the Add to Grade Ladder button. 18. Click the After grade option. 19. Click the OK button. 20. Click the Admin3 row header. 21. Click the Add to Grade Ladder button. 22. Click the After grade option. 23. Click the After Grade list. 24. Click the Admin4 list item. 25. Click the OK button. 26. Click the Admin2 row header. 27. Click the Add to Grade Ladder button. 28. Click the After grade option. 29. Click the After Grade list.

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30. Click the Admin3 list item. 31. Click the OK button. 32. Click the Admin1 row header. 33. Click the Add to Grade Ladder button. 34. Click the After grade option. 35. Click the After Grade list. 36. Click the Admin2 list item. 37. Click the OK button. 38. Click the Next button. 39. Use the Create Grade Ladder: Rate Values page to review the rates that have been set up for the grades that you added to the ladder. Click the Legislative Data Group list. 40. Click the US LDG list item. 41. Click in the Grade Rate field. 42. Enter the desired information into the Grade Rate field. Enter "US". 43. Click the US Annual Salary Grade Rate Annually Salary USD object. 44. Click the View Grade Rate link. 45. Click the Next button. 46. Use the Create Grade Ladder: Review page to review details of the grade ladder before submitting it. Click the Submit button. 47. Click the Yes button. 48. Click the OK button. 49. Click the Done button. 50. On the Assigned Implementation Tasks tab, now mark the Manage Grade Ladders task as Complete. Click the Status button. 51. Click the Status list. 52. Click the Completed list item. 53. Click the Save and Close button.

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54. You have successfully created a grade ladder and have marked the task as complete.

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Examples of Grades, Rates, and Ladders The following examples show different ways to use grades, rates, and ladders. Review these for comparison purposes.

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Grades with Steps The grade structure for annual salary amounts for administrative workers in InFusion Corporation includes five grades, and each grade includes five steps. When workers move from one grade to another in this ladder, they do not always start at step 1 of a grade. Their next step is based on their previous salary plus two steps. For example, a worker could move from Step 3 in Grade 1 to Step 2 in Grade 2. The following table lists the three grades, steps, and the rates associated with them for administrative workers at InFusion Corporation.

To set up a grade structure to reflect this table, perform the following tasks: 1.

Set up three different grades and add three steps for each grade.

2.

Set up a grade ladder using the Grades with Steps type, and select all three grades.

3.

Set up step rates for annual salary amounts using the rates in the preceding table.

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Grades Without Steps

The grade structure for annual salary amounts for level 3 managers at InFusion Corporation includes grades without steps. The grade rates are fixed amounts. The following table lists the grades and associated rates for level 3 managers at InFusion Corporation.

To set up your grade structure to reflect this table, perform the following tasks: 1. Set up eight separate grades.

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2. For each grade, enter the rates from the preceding table. 3. Set up a grade ladder with the Grades type and add all eight grades to the ladder.

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Grades with Rate Ranges The grade structure for annual salary amounts for senior executives at InFusion Corporation includes grades with no steps, and the rates are set up using ranges. The following table lists the rate range for senior executives at InFusion Corporation.

To set up a grade structure to reflect this table, perform the following tasks: 1. Create a single grade. 2. Create a grade rate and enter the minimum and maximum amounts from the preceding table for the grade rate range.

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Grades with Hourly Amounts

The grade structure for line workers at InFusion Corporation includes grades with steps, and the rates are hourly amounts. The following table lists the hourly rates for line workers at InFusion Corporation.

To set up your grade structure to reflect this table, perform the following tasks: 1.

Create five grades, each with three steps.

2.

Set up a grade ladder using the Grades with Steps type, and select all five grades.

3.

Set up step rates for hourly amounts using the rates in the table.

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Defining Jobs and Job Families This section describes: 

Lookups for jobs



Basic details



Benchmark and progression information



Grades



Evaluation criteria



How jobs and positions work with profiles

Jobs are typically used without positions by service industries where flexibility and organizational change are key features.

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Lookups for Jobs

Lookups are lists of values in applications. Several lookup types are available for jobs that have user customization levels. You should review these lookups, and update them as appropriate to suit enterprise requirements. The lookup types for jobs are:



EVAL_SYSTEM: Identifies the evaluation system used for the job or position



EVAL_SYSTEM_MEAS: Measurement unit for the evaluation criteria



JOB_FUNCTION_CODE: Description of the primary function of a job (used for grouping and reporting jobs of like functions)



MANAGER_LEVEL: Description of the seniority of a manager

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Basic Details You define the following basic information for jobs:



Effective start date



Job set



Name



Code

A job code must be unique within a set. Therefore, you can create a job with the code DEV01 in the US set and another job with the same code in the UK set. However, if you create a job with the code DEV01 in the Common set, then you cannot create a job with the same code in any other set.

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Benchmark and Progression Information You can identify a job as being a benchmark job. A benchmark job represents other jobs in reports and salary surveys. You can also select the benchmark for jobs. Benchmark details are for informational purposes only. A progression job is the next job in a career ladder. Progression jobs enable you to create a hierarchy of jobs and are used to provide the list of values for the Job field in the Promote Worker and Transfer Worker tasks. The list of values includes the next three jobs in the progression job hierarchy. For example, assume that you create a job called Junior Developer and select Developer as the progression job. In the Developer job, you select Senior Developer as the progression job. When you promote a junior developer, the list of values for the new job will include Developer and Senior Developer.

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Grades You can specify the grades that are valid for a job. If you are using positions, then the grades that you specify for the job become the default grades for the position.

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Evaluation Criteria

You can define evaluation criteria for a job, including the evaluation system, a date, and the unit of measure for the system. One predefined evaluation system is available, and that is the Hay system. An additional value of Custom is included in the list of values for the Evaluation System field, but you must add your own criteria and values for this system.

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Job Families

A job family is a group of jobs that have different but related functions, qualifications, and titles. They are beneficial for reporting. Examples include:



Administration



Finance and Accounting



Support



Logistics

You set up the job families and then enter a job family when defining a job.

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How Jobs and Positions Work with Profiles You can associate jobs and positions with model profiles that are created in Oracle Fusion Profile Management. A model profile is a collection of the work requirements and required skills and qualifications of a workforce structure, such as a job or position. This association enables you to define the work requirements and the required competencies, degrees, and other skills for the job or position. This association also enables you to compare profiles and use the best-fit analysis for tasks such as finding the worker best-suited for a job or for helping workers identify their next career moves. The following figure compares the information that is contained in a job profile with that contained in a job:

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Activity: Creating a Job Background You have created a grade and grade rates for the Sales Executive position, and you now need to define the job.

Activity Scope Use the following information to help you complete the activity: 1.

Job Set: Common Set

2.

Name: XX_Sales Executive

3.

Code: XX_SALES EXEC

4.

Full Time or Part Time: Full Time

5.

Regular or Temporary: Regular

6.

Job Family: Sales

7.

Valid Grades: XX_Sales Executive (the grade that you created in a previous activity)

Solution: Activity: Creating a Job Step

Act ion

1.

Begin by locating the Manage Job task on the Assigned Implementation Tasks tab. Click in the Task field.

2. Enter the desired information into the Task field. Enter "Define Jobs". 3. Click the Search button. 4. Click the Go to Task button. 5. Use the Manage Jobs page to search for existing jobs. Click the Create button. 6. Use the Create Job: Basic Details page to enter information such as a name and a code.

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Click in the Name field. 7. Enter the desired information into the Name field. Enter "XX_Sales Executive". 8. Click in the Code field. 9. Enter the desired information into the Code field. Enter "XX_SALES EXEC". 10. Click the Next button. 11. Use the Create Job: Job Details page to enter information such as whether the job is full time or part time, the job family, and valid grades. Click the Full Time or Part Time list. 12. Click the Full time list item. 13. Click the Regular or Temporary list. 14. Click the Regular list item. 15. Click in the Job Family field. 16. Enter the desired information into the Job Family field. Enter "Sa". 17. Click the Sales list item. 18. Click the Add Row button. 19. Click in the Grade field. 20. Enter the desired information into the Grade field. Enter "XX". 21. Click the XX_Sales Executive XX_SALESEXEC Common Set COMMON Common Set list item. 22. Click the Next button. 23. Use the Create Job: Evaluation Criteria page to enter the evaluation system, if you are using one with the job. This job does not contain evaluation criteria. Click the Next button. 24. Use the Create Job: Profiles page to attach a profile to the job. Profiles are covered in the next lesson, so none will be assigned to this job. Click the Submit button. 25. Click the Yes button.

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26. Click the OK button. 27. Click the Done button. 28. On the Assigned Implementation Tasks tab, now mark the Manage Jobs task as Complete. Click the Status button. 29. Click the Status list. 30. Click the Completed list item. 31. Click the Save and Close button. 32. You have successfully created a sales executive job and marked the task as complete.

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Defining Positions This section discusses:



Lookups for positions



Positions example: retail industry



Position details



Position trees

Positions are typically used by industries that have the following characteristics: 

Approval rules and budgeting are detailed



Head counts must be maintained



Turnover rates are high

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Lookups for Positions

Lookups are lists of values in applications. Several lookup types are available for positions that have user, extensible, and system customization levels. You should review these lookups, and update them as appropriate to suit enterprise requirements. The lookup types for positions are:

280



SECURITY_CLEARANCE: Classifies if security clearance is needed (system)



EVAL_SYSTEM: Identifies the evaluation system used for the job or position (user)



EVAL_SYSTEM_MEAS: Measurement unit for the evaluation criteria (user)



BARGAINING_UNIT_CODE: Identifies a legally organized group of people which have the right to negotiate on all aspects of terms and conditions with employers or employer federations (extensible)



PROBATION_PERIOD: Specifies the unit of measurement for the probation period of a position (user)

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Positions Example: Retail Industry

The following scenario illustrates the use of positions: ABC Corporation has high turnover. It loses approximately 5% of their cashiers monthly. The job of cashier includes three positions: front line cashier, service desk cashier, and layaway cashier. Each job is cross-trained to take over another cashier position. When one cashier leaves from any of the positions, another existing cashier from the front line, service desk, or layaway can assist where needed. But to ensure short lines and customer satisfaction, ABC must replace each cashier lost to turnover. Because turnover is high in retail, positions are recommended for this industry. There is an automatic vacancy when an employee terminates employment. The position exists even when there are no holders. This is important if the person who leaves the company is a manager or supervisor with direct reports. All direct reports continue reporting to the position even if it is empty. You do not need to reassign these employees to another manager or supervisor; the replacement manager is assigned to the existing position. Another advantage to using positions is that when you hire a new worker, many of the attributes are provided as default values from the position. This speeds up the hiring process. The following figure illustrates the retail position setup:

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Position Details

Key concepts regarding positions: 

Many of the fields are the same as those in jobs



You add a position to a specific department



The application populates the Valid Grades region with the grades that you set up for the job on which you are basing the position



You can associate evaluation criteria and a profile with positions

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Position Trees Using the predefined tree structure for a position tree, you can create multiple position trees and then create multiple versions of each tree to establish reporting relationships among positions. You can have only one top-level node for a position tree. You can use position trees for the following purposes: 

Review position hierarchies for budgeting and organizational planning.



Secure access to positions by identifying a position hierarchy in a position security profile. For example, you can create a position security profile that includes all positions in a position hierarchy below a specified top position. You can also include the position security profile in a person security profile to secure access to person records. In this case, the person security profile includes the person records of the people who occupy the positions in the position security profile.

The following figure illustrates a position hierarchy that you can establish using a position tree:

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Activity: Creating a Position Background You will now create a Sales Executive position based on the Sales Executive job that you created in a previous activity. Activity Scope Use the following information to help you complete the activity: 1.

Business Unit: USA1 Business Unit

2.

Name: XX_Sales Executive

3.

Code: XX_SALES EXEC

4.

Department: InFusion Financial_Sales (you created this department in a previous activity)

5.

Job: XX_Sales Executive

You will not add evaluation criteria information or a profile to the position. Solution: Activity: Creating a Position Step

Act ion

1.

Begin by locating the Manage Positions task in the Assigned Implementation Tasks tab. Click in the Task field.

2. Enter the desired information into the Task field. Enter "Define Positions". 3. Click the Search button. 4. Click the Go to Task button. 5. Use the Manage Positions page to search for existing positions. Click the Create button. 6. Use the Create Position: Basic Details page to enter information to identify the position, such as a name and a code. Click the Business Unit list.

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7. Click the USA1 Business Unit list item. 8. Click in the Name field. 9. Enter the desired information into the Name field. Enter "XX_Sales Executive". 10. Click in the Code field. 11. Enter the desired information into the Code field. Enter "XX_SALES EXEC". 12. Click the Next button. 13. Use the Create Position: Position Details page to enter further details about the position, including department, job, and so on. Click in the Department field. 14. Enter the desired information into the Department field. Enter "XX Infusion". 15. Click the XX InFusion Financial_Sales list item. 16. Click in the Job field. 17. Enter the desired information into the Job field. Enter "XX". 18. Click the XX_Sales Executive XX_SALES EXEC object. 19. The application populates the Valid Grades region with the grade that was set up for the job. 20. Click the Submit button. 21. Click the Yes button. 22. Click the OK button. 23. Click the Done button. 24. On the Assigned Implementation Tasks tab, now mark the Manage Positions task as Complete. Click the Status button. 25. Click the Status list. 26. Click the Completed list item. 27. Click the Save and Close button. 28. You have successfully created a position and marked the task as complete.

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Defining Worker Directory Define Worker Directory Task List

To access the task under Define Worker Directory, select your implementation project from the Functional Setup Manager and navigate to: Workforce Deployment > Define Common Applications Configuration for Human Capital Management > Define Enterprise Structures for Human Capital Management > Define Workforce Structures > Define Worker Directory

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Maintaining Person Keywords Several attributes of person, employment, and profile records are used as personsearch keywords.

How Person Keywords Are Maintained

Keyword values are copied automatically from the originating records to the PER_KEYWORDS table, where they are indexed to improve search performance. Whenever the value of a keyword attribute changes (for example, if a person acquires a language skill or a different phone number), an event is raised. In response, services run a process to update the relevant attributes for the person in the PER_KEYWORDS table; therefore, most changes are made in PER_KEYWORDS immediately and automatically.

Update Person Search Keywords Process Although most changes to the PER_KEYWORDS table are made automatically, you need to run the Update Person Search Keywords process regularly because the automatic process does not apply future-dated changes to the PER_KEYWORDS table. Running the Update Person Search Keywords process also ensures that all changes are copied to the PER_KEYWORDS table, despite any temporary failures of the automatic process. You can run the Update Person Search Keywords process manually or schedule it to run at regular intervals. When you run the Update Person Search Keywords process, the whole PER_KEYWORDS table is refreshed; therefore, you are recommended to run the process at times of low activity to avoid performance problems.

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Person-Record Keyword Searches The application searches for keyword values in these attributes of a person's records: department, job name and code, position name and code, person name, primary e-mail, primary phone, work location, competencies, language skills, licenses and certifications, school education, awards and honors, affiliations, areas of interest, and areas of expertise.

Access to Restricted Information

Access to information about a person's competencies, language skills, licenses and certifications, school education, awards and honors, and affiliations is restricted to a person's line managers. Restricted information is not searched and is never included in search results when the searcher is not a line manager. However, if the match is found in public information, such as areas of expertise, it appears in the search results for any user.

Keyword Indexing Keywords are indexed values, which means that they are copied from person records and organized in the PER_KEYWORDS keywords table for fast retrieval. Most changes to person records are copied as they occur to ensure that there is no difference between the source and indexed values. However, depending on when the Update Person Search Keywords process was last run, some recent changes to person records may not appear in search results.

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Date-Effective Keyword Searches In the professional user person search, you can enter an effective as-of date. When date-effective values, such as work location, are copied to the keywords table, their history is not copied: only the latest change is stored in the keywords table. Therefore, if you enter both a keyword value and an effective as-of date, the search results may not be as expected.

Date-Effective Search Example



Change the work location of assignment 12345 from Headquarters to Regional Office on 27 January, 2011. 

The changed work location is copied automatically to the keywords table on 27 January, 2011. 

Search for a person on 1 February, 2011 using the keyword Headquarters and the effective as-of date 10 January, 2011. Result: Although the work location on 10 January, 2011 was Headquarters, assignment 12345 does not appear in the search results because the work location stored in the keywords table at the time of the search is Regional Office.

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Search Relevance Profile Options The strength of the relationship between the person performing a gallery search and each person whose assignment appears in the search results can determine the order of the results: the stronger the relationship, the closer to the top of the results an assignment appears. The search relevance profile options control how the strength of the relationship between the searcher and the search result is calculated. Weighting Profile Options Using the weighting profile options, you can change the weighting applied to the relevant factors. For example, the HR: Social Network Weight profile option specifies the weighting applied to the relationship strength value for the social network factor. The default value of each weighting profile option is 0.5. To increase the relevance of a factor relative to other factors, you increase its weighting; to decrease its relevance, you reduce its weighting. See the help topic Search Relevance Profile Options: Explained for the complete list of weighting profile options. Other Profile Options 1.

HR: Selection History Timeout: The number of times the searcher selects a person's assignment from the search results during a specified period, which is 7 days by default, is recorded automatically. You can specify this period for the enterprise on the HR: Selection History Timeout profile option

2.

HR: Maximum Hierarchy Proximity: When the searcher's primary assignment is in the same organization, position, or manager hierarchy as a person's assignment, the strength of the relationship depends on their proximity to each other in the hierarchy. The maximum number of hierarchy boundaries to include in the calculation is 4 by default. You can set this value for the enterprise on the HR: Maximum Hierarchy Proximity profile option.

3.

HR: Relationship Priority Factor: The searcher can specify a rating for a search result, and each rating is associated with a multiplying factor. On this profile option, you can specify the highest possible multiplying factor that can be applied to a search result. By default, the multiplying factor is 2. If you increase its value, you increase the significance of the searcher's own ratings relative to other factors.

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Quiz

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Quiz 1

Which of the following determines what rate types are available? 1. A profile option 2. A lookup type 3. The legislative data group for which you are setting up the grade rate

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Quiz 2 A grade ladder can contain both grades and grades with steps.

1. True 2. False

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Quiz 3 Which of the following would you associate with a job or a position to specify the required competencies, degrees, and languages for the job or position?

1. Employment terms 2. Assignment 3. Model profile 4. Grade

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Activity Introduction: Workforce Structures Background After setting up the new division, InFusion Financial, you now want to verify that you have correctly set up the division, department, business unit, grade, grade rates, and the job. You decide to test the setup by entering a new sales executive for the InFusion Financial_Sales department that you created. Activity Scope Use the following information to help you complete the activity: Note: Use default values unless otherwise indicated.



Legal Employer: InFusion Corp USA2



Name: XX Susan Smith



Address 1: XX Main Street



ZIP Code: 10022



Business Unit: XX_Financial Services US (the business unit that you created)



Job: XX_Sales Executive (the business unit that you created)



Department: XX_InFusion Financial_Sales (the department that you created)



Location: XX_New York (the location that you created)

Note: Before beginning the activity, the instructor will demonstrate how to enable profile options so that you can edit settings for them and then demonstrate how to change the settings for these two profile options from N to Y: PER_DEFAULT_GRADE_FROM_JOB_POSITION PER_ENFORCE_VALID_GRADES After these two profile options are set to Y, you will be able to see how the application populates the Grade field with the valid grade that you set up for the job. If the options are N, then the application allows you to select from all grades in the Common set.

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Instructor Demo: Activity Setup Solution: Instructor Demo: Activity Setup Step

Act ion

1.

Click in the Task field.

2. Enter the desired information into the Task field. Enter "Profile Options". 3. Click the Search button. 4. Click the Go to Task button. 5. Click in the Profile Option Code field. 6. Enter the desired information into the Profile Option Code field. Enter "PER". 7. Click the Search button. 8. The application loads the Profile Option Levels region with the profile option that you have selected. 9. Enable updates at the site, product, and user level. Click the Updateable option. 10. Click the Updateable option. 11. Click the Updateable option. 12. Click the Save button. 13. Click the PER_ENFORCE_VALID_GRADES row header. 14. Click the Updateable option. 15. Click the Updateable option. 16. Click the Updateable option. 17. Click the Save and Close button. 18. Highlight Profile Options and delete the text. Press [Delete]. 19. Enter the desired information into the Task field. Enter "Manage Workforce Records". 20. Click the Search button. 21. Click the Go to Task button. 22. Click the Edit button.

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23. Click in the Profile Value field. 24. Enter the desired information into the Profile Value field. Enter "Y". 25. Click the Save and Close button. 26. Click the PER_ENFORCE_VALID_GRADES row header. 27. Click the Edit button. 28. Click in the Profile Value field. 29. Enter the desired information into the Profile Value field. Enter "Y". 30. Click the Save and Close button. 31. Click the Done button. 32. You have successfully changed the setting for two profile options.

Activity Solution: Hiring an Employee to Test the Setup Solution: Activity Solution: Hiring an Employee to Test the Setup Step

Act ion

1.

Click the Navigator link.

2. Click the New Person link. 3. Click the Hire an Employee link. 4. Click the Legal Employer list. 5. Click the InFusion Corp USA2 list item. 6. Click in the Last Name field. 7. Enter the desired information into the Last Name field. Enter "Smith". 8. Click in the First Name field. 9. Enter the desired information into the First Name field. Enter "Susan". 10. Click the Add Row button. 11. Click in the National ID field. 12. Enter the desired information into the National ID field. Enter "222-21-1234". 13. Click the Continue button. 14. Click in the Address 1 field. 15. Enter the desired information into the Address 1 field. Enter "500 Main Street". 16. Click in the ZIP Code field. 17. Enter the desired information into the ZIP Code field. Enter "10022".

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18. Exit the field to populate the City and State fields based on the zip code. Click in the Tax District field. 19. Click the Next button. 20. Click in the Business Unit field. 21. Enter the first few characters of the business unit that you created in a previous activity. The application searches for matching values. Enter the desired information into the Business Unit field. Enter "XX". 22. Click the Financial Services US object. 23. Click in the Job field. 24. Enter the first few characters of the job that you created in a previous activity. The application searches for matching values. Enter the desired information into the Job field. Enter "XX". 25. Click the XX_Sales Executive XX_SALESEXEC list item. 26. Note that the application populates the Grade field with the valid grade that you set up for the Sales Executive position. 27. Click in the Department field. 28. Enter the first few characters of the department that you created in a previous activity. The application searches for matching values. Enter the desired information into the Department field. Enter "XX". 29. Click the XX InFusion Financial_Sales list item. 30. Click the Search Location list. 31. Select the location that you created in a previous activity. Click the XX New York list item. 32. Click the Next button. 33. Click the Next button. 34. Click the Submit button. 35. Click the Yes button. 36. You have successfully hired an employee.

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Define Grades, Jobs, Positions, and Worker Directory Highlights

In this section, you should have learned:

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

You can set up grades with or without steps.



For each grade, you can define multiple types of grade rates, such as salary, bonus, and hourly rates.



Grade ladders can include either grades or grades with steps.



For grades with steps, you define the rates when you include the grades in a grade ladder.



Jobs are used without positions in industries where flexibility and organizational change are key features.



You assign jobs to a set, and the job code must be unique within a set.



Positions are used in industries with high turnover, detailed approvals and budgeting, and where head counts must be maintained.



You can associate jobs and positions with a profile to specify the required or desired competencies, degrees, languages, and so on for the job or position.



How to define search relevance profile options for the worker directory

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Define Workforce Profiles Objectives

After completing this section, you should be able to: 

Describe Oracle Fusion Profile Management



Configure talent profile settings



Set up talent profile content



Set up talent profiles

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Profile Management Setup and Maintenance 

Initial setup for this activity is performed using Functional Setup Manager - Workforce Deployment Offering: Define Common Applications Configuration for HCM/Define Workforce Profiles



Ongoing maintenance is performed from the Profiles work area and on the Profile Management cards in the Person Gallery (Career Planning, Development and Growth, and Experience and Qualifications)

Define Workforce Profiles Task Lists and Tasks _______________________________________________________

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Setup tasks in FSM under Define Talent Profile Settings Task List: 

Manage Workforce Profile Lookups



Manage Value Sets



Manage Workforce Profile Descriptive Flexfields



Manage Talent Notifications

Setup tasks in FSM under Define Talent Profile Content Task List: 

Manage Content Subscribers



Manage Profile Rating Models



Manage Educational Establishments



Manage Profile Content Types



Manage Profile Content Items

Setup tasks in FSM under Define Talent Profiles Task List: 

Manage Profile Types



Manage Instance Qualifiers

The ongoing maintenance tasks are: 

Manage Model Profiles



Search Profiles

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Describe Oracle Fusion Profile Management Profile Management provides a framework for developing and managing talent profiles that meet your industry or organizational requirements. Profiles summarize the qualifications and skills of a person or a workforce structure such as a job or position. Profiles enable you to:

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

Track workers' skills, competencies, and accomplishments



Define the required or desired skills, degrees, and other qualifications of jobs and positions



Manage talent-related activities, such as career planning, identifying training needs, and performance management

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Profile Management Terminology

Oracle Fusion Profile Management terminology: 

Content library: The content library provides the foundation for profiles as it stores both content types and content items.



Content type: A set of attributes for a worker or a job or position. Examples include languages, competencies, and degrees.



Content item: An individual quality, skill, or qualification within a content type that you track in profiles.



Content subscriber: Applications external to Oracle Fusion Profile Management that use content types.



Educational establishment: A college, university, or other school that workers use when they add education information, such as degrees, to their profile.



Person profile: A collection of a worker's skills, qualifications, education background, and so on.



Model profile: A collection of the work requirements and required skills and qualifications of a workforce structure, such as a job or position.



Profile type: A template for person or model profiles that is built using content types.



Rating model: A scale used to measure the performance and proficiency of workers.

These terms will be discussed in more detail in subsequent topics.

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Oracle Fusion Profile Management Integrations Oracle Fusion Profile Management integrates with the following:

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

Oracle Fusion Performance Management: Uses the rating models that you define in Profile Management to rate workers on their performance. Instance qualifier sets distinguish the manager ratings from the workers' self ratings. Performance Management also uses competencies from the content library in performance documents.



Oracle Fusion Goal Management: Uses content types to set up target outcomes for goals. You can set up a content type relationship between the Goals content type and other content types, such as the Competencies content type and the Memberships content type. Using these relationships, you can then set up target outcomes for goals. Target outcomes are the content items within the content type that is related to the Goals content type. For example, if you set up a relationship between the Goals content type and the Competencies content type, workers can add a target outcome of a specific competency to their goals. In this case, the specific competency is the content item within the Competencies content type. When workers complete the goal, their profiles are updated to include the competency.



Oracle Fusion Talent Review: Uses information from the Performance and Potential and Risk of Loss sections within a worker's profile to build the analytics that are part of the talent review process. These sections are defined as content types within the content library and included in the person profile type. When a talent review is complete, workers' profiles are updated automatically with the performance rating given during calibration discussions. Instance qualifier sets enable you to distinguish the talent review rating from ratings given by the worker's manager, a peer, or perhaps the worker's self-evaluation.



Person Gallery: Uses information from Profile Management for the Experience and Qualifications, Career Planning, and Development and Growth cards.



Oracle Fusion Global Human Resources: Model profiles are assigned to jobs and positions so that you can specify targeted skills and qualifications and work requirements for jobs and positions.



Resource Manager component of Oracle Fusion Trading Community Model: Uses content type relationships to track the areas of expertise of workers. Using the predefined content type relationship where the Categories content type is a parent of Products, and Products is a parent of Components, resource managers can keep track of the categories, products, and components that are considered to be their areas of expertise for their resources.

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

Oracle Fusion Compensation Management: Uses rating model distributions to determine the targeted minimum and maximum percentage of workers that should be given each rating level.

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Configure Talent Profile Settings This section describes the following settings that are available in Oracle Fusion Profile Management:

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

Lookup types



Notifications



Descriptive flexfields

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Profile Management Lookups Lookups are lists of values in applications. Profile Management includes several lookup types that have user or extensible customization levels. You should review these lookups, and update them as appropriate to suit enterprise requirements. The following table lists examples of the lookup types for Profile Management:

For more information about Profile Management lookups, click Help. In the Human Capital Management business process, search for the following: profile management lookup types. At the time this course was developed, this search returned the following topic:

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Profile Management Lookup Types: Explained

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Profile Management Notifications

Profile Management contains several notifications that inform both managers and workers when changes are made to the person profile. Examples include: 

Manager is notified when a worker changes his profile



Worker is notified when a job profile in his interest list changes



Manager is notified when a worker's certification is about to expire

You use the Manage Talent Notifications task to enable notifications for Profile Management, as well as Performance Management, Goal Management, and Talent Review. Using this task, you can only specify whether to send the notifications; you cannot change the text of the notifications.

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Profile Management Descriptive Flexfields

The following table lists the descriptive flexfields that are included in Profile Management, and the tasks associated with the flexfields:

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Set Up Talent Profile Content

This section describes the following components of profile content:



Content library



Content types



Free-form content types



Content type properties



Content type relationships



Content subscribers



Content items



Educational establishments



Rating models

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Content Library The foundation of Oracle Fusion Profile Management is the content library, which contains content types and content items. Several seeded content types, such as Competencies, Languages, and Degrees, are available. You can add content types and items for those types to suit your enterprise requirements. The following figure illustrates how the content library, content types, and content items fit together:

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Content Types

Content types are the skills, qualities, and qualifications that you want to track in talent profiles. The content library contains predefined content types such as competencies, languages, and degrees, but you can create new content types as needed. You can also create free-form content types. Content types have: 

Properties: the fields to be displayed when setting up the content items and the attributes of those fields



Relationships: the associations between content types, where one content type is a parent of another, or where one content type supports another



Subscribers: other Oracle Fusion applications that use content types

The predefined content types are:



Accomplishments



Areas of Study



Licenses and Certifications



Competencies



Sub-Competencies



Degrees



Education Levels



Honors and Awards



Languages



Memberships



Special Projects



Career Preferences



Potential



Risk of Loss



Career Statement



Work Requirements

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These predefined content types are used by the Resource Manager component of Oracle Fusion Trading Community Model: 

Categories



Components



Products

Manage Profile Content Types>Edit Content Type page

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Free-Form Content Types

Free-form content types enable you to capture information in a profile that you do not need to store in the content library. For example, you can set up a free-form content type to store information about the previous employment information for your workers. A free-form content type contains only a code, name, and a description, and does not have any properties defined for it until you add it to a profile type. Free-form content types do not include any content items.

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Content Type Properties Content type properties represent the information that you want to capture for the content type. They are the fields and the attributes of those fields that appear when you add content items for the content type. The table below lists the attributes that you can set for each field that you want to include for each content type:

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Content Type Relationships Content type relationships enable you to associate content items of related content types with each other. The following examples illustrate the two uses for Oracle Fusion V1 for content type relationships:



Tracking product expertise: The Resource Manager component of Oracle Fusion Trading Community Model uses content type relationships to track the areas of expertise of workers. Using the predefined content type relationship where the Categories content type is a parent of Products, and Products is a parent of Components, resource managers can keep track of the categories, products, and components that are considered to be their areas of expertise for their resources.



Specifying target outcomes for Goals: To help your workers manage their goals, you want them to associate their goals with target outcomes, which are content types such as Competencies and Memberships. To accomplish this, you can set up a relationship on the Competencies content type where Competencies is supported by Goals. Workers can then set up goals that have a specific competency as a target outcome.

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Content Subscribers

Content subscribers are codes that represent other Oracle Fusion products or applications that use content types. Examples of predefined subscriber codes are:



HRMS: Human Resources



HRTR: Talent Review



HRA: Performance Management

For example, you can include competencies in performance documents in Performance Management so that you can rate workers on the competencies. To be able to include competencies in a performance document, the Competencies content type must include HRA as one of the subscriber codes. When you edit predefined content subscribers, you can associate additional content types, but you cannot remove any of the existing content types. You should not remove predefined content subscribers.

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Demonstration Introduction: Content Types

Demonstration Scope Navigate to the Manage Content Types page, show seeded content types, and explain the attributes for each property Navigation Steps

1. Search for the Manage Profile Content Types task. 2. Click Go to Task. 3. On the Manage Content Types page, review the seeded content types. 4. Select the Competencies content type and click Edit. Review each attribute for the properties, and discuss how some of the properties and attributes for seeded content types cannot be changed. Next show the Relationships tab and the Subscribers tab.

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Content Items

Content items are the individual skills, qualities, and qualifications within the content types in the content library. For example, within the Competencies content type, communication is a content item. You can create content items to meet your business needs. Content items contain: 

Properties: Content items inherit the fields and field properties that you define for the content type to which the item belongs. For example, one of the fields defined for the Memberships content type is ITEM_DESCRIPTION field. The attributes of this field are set up so that the label is Description, the field is editable, and the field does not require an entry. When you set up a content item for the Memberships content type, you will see a field labeled Description, in which you can enter text to describe the agency, but the field will not be required.



Related content items: If the content type for which you are creating an item has related content types, then you can enter the related content items for the item. For example, if you have a content type relationship where the Competencies content type is supported by the Goals content type, then on the content items for competencies, you can enter the related goals.



Proficiency descriptions: If the content item belongs to a content type that has a rating model defined for it, then you can either use the existing descriptions for the ratings within the model, or define descriptions for the ratings that are specific to the content item. When ratings are given for the content item, the descriptions defined for the item are used instead of those on the rating model

.

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Demonstration Introduction: Content Items

Demonstration Scope Navigate to the Manage Content Items task and show how the properties defined in the content type determine the fields for the content items for that type, and the attributes of those fields. Navigation Steps 1. Search for the Manage Profile Content Items task. 2. Click Go to Task. 3. On the Manage Content Items page, show the seeded content items for the Competency content type. 4. Select one of the content items and click Edit. 5. On the Edit Content Item page, show the fields and their attributes.

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Educational Establishments

You can define educational establishments for workers to use when they add education information, such as degrees, to their profile. Educational establishments include schools, universities, colleges, and so on.

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Demonstration Introduction: Educational Establishments

Demonstration Scope Navigate to a worker's portrait in the Person Gallery and show how workers can add the college, university, or other schools attended to the Degrees content type. Navigation Steps 1. Navigate to the Person Gallery and search on search on Linda Swift. 2. Click the Experience and Qualifications card. 3. Click the Edit button to edit skills and qualifications 4. In the Content Type field, locate the Degrees content type, select it, and click Add. 5. Point out the School field, and the associated LOV containing educational establishments.

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Rating Models Use rating models to rate workers on their performance and level of proficiency in the skills and qualities that are set up on the person profile. You can also use rating models to specify target proficiency levels for items on a model profile, so that the model profile can be compared to workers' profiles. To rate workers on their performance and proficiency, you attach rating models to the content types that are included in the person profile, and then workers can be rated on the items within the type. For example, you can rate workers on the Communication content item within the Competencies content type. Rating models that measure workers' potential and the impact and risk of loss are also available.

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Rating Model Components Rating models can include some or all of the following components, depending on the use for the model: 

Rating levels: Rating levels identify the qualitative values, such as 1, 2, 3, or 4, that you use to rate or score a worker's performance. Define numeric ratings for rating models that you use with performance documents that use the average calculation method.



Review Points: Define review points for rating models that you use with performance documents that use the sum or band calculation method. The review points and point ranges that you define for the rating model are used to calculate ratings.



Rating categories: Rating categories enable you to group rating levels together for analysis tools used in the talent review process, such as the box chart that is used in the talent review process. You can group rating levels into categories such as low, medium, and high, and those categories then become the labels for the analytic. You should not change rating categories after setting them up, as the changes could affect the analytic.



Distributions: Oracle Fusion Compensation Management and Oracle Fusion Performance Management both use rating model distributions to determine the targeted minimum and maximum percentage of workers that should be given each rating level. Compensation Management uses the distribution values that you set up directly on rating models. However, you can set up distributions at the performance template level for rating models that are used in Performance Management.

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Rating Models and Model Profiles For model profiles, you can specify target proficiency levels for items on the profile, so that the model profile can be compared to workers' profiles. Using the ratings, managers can compare a model profile to workers' profiles to determine the best person suited to fill a position. Workers can compare their profile to model profiles to identify other positions within the organization that they are suited for, or to identify gaps in skills that they need to fill before applying for other positions.

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Demonstration Introduction: Rating Models

Demonstration Scope Go to the Manage Rating Models task and compare the predefined rating models. Navigation Steps 1. In the Setup and Maintenance work area, search for the Manage Rating Models task. 2. Click Go to Task. 3. On the Manage Rating Models page, select the different predefined rating models and show how they are set up differently.

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Set Up Talent Profiles This section describes the following:

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

Profile types



Instance qualifiers

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Profile Types Profile types include person profile types and model profile types. The person profile type: 

Provides a template that you use to create profiles of your workers



Contains the skills, qualities, and qualifications that you want to track for your workers

The person profile type is predefined, and you can have only one. Model profile types are templates for workforce structures such as jobs and positions. Model profiles identify: 

Targeted and required skills and qualifications for a job or position



Work requirements, such as work schedule and travel frequency

You can set up multiple model profile types.

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Profile Type Components Profile types comprise multiple content types. Content types are referred to in profile types as content sections, and you can include content types from the content library and free-form ones. Sections for content types from the content library inherit some properties from the content type, but you can change properties as needed. You may also want to add or delete content sections. When adding and deleting content sections, be aware of the following: 

Content sections that you add to the person profile type appear only on the Experience and Qualifications card; you cannot specify where you want them to appear.



For workers to be able to add content a section to their profiles, you must set up role access for employees to be able to edit the content section.

Important! Do not delete any of the predefined content types from the person and job profile types, as many are used in other Fusion applications. For example, the Career Potential, Performance Rating, Risk of Loss, and Talent Score sections are the source for the Talent Ratings region of the Career Planning card, and are used by Performance Management and Talent Review. If you do not want a particular content section to appear in a profile, remove the HRMS content subscriber from that content type.

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Manage Profile Types>Edit Profile Type page

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Summary Text For the person profile type, many of the content sections have summary text that appears on regions of the profile cards. You can use the existing text, or change it to suit your business needs. For example, you might want to update the text that appears on the Skills and Qualifications card before an annual performance review period to remind workers to update their skills so that they are current for the performance review.

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Demonstration Introduction: Profile Types

Demonstration Scope Go to the Edit Profile Type page and discuss the key concepts for these areas: 

Content sections



Summary text

Navigation Steps 1. In the Setup and Maintenance work area, search for the Manage Profile Types page. 2. Click Go to Task. 3. On the Manage Profile Types page, locate the Person profile type, and click Edit. 4. On the Edit Profile Type page, click the Competencies content section, and then click Competencies in the grid to access the section properties. 5. On the Content Section page, review the properties and section access options. 6. Click Cancel. 7. On the Edit Profile Type page, click the Summary tab. 8. On the Summary tab, review the predefined text and the locations on which each text block appears. 9. Click Cancel. 10. From the Navigator menu, Click More. 11. Click Person Gallery. 12. On the Person Gallery page, click the My Portrait tab. 13. Click the Experience and Qualifications card. 14. Review the summary text that appears and discuss how your company might change the text. 15. Review the summary text on the Career Planning and Development and Growth cards, and discuss ideas for changing the text here as well.

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Instance Qualifier Sets

Depending on the Oracle Fusion applications that you have implemented, your managers and HR specialists may be able to provide ratings for workers in multiple locations in addition to the workers' profiles. For example, if you are using Oracle Fusion Talent Review, the rating given for a worker on his profile can be changed during a talent review meeting. Instance qualifier sets are groups of codes that you set up for content types, and they enable you to uniquely identify the origin of the rating. The following qualifier sets are available:



EVAL_TYPE: used with the Competencies content type and identifies the role of the person who rated a particular competency for a worker



POTENTIAL: used with the Career Potential content type and identifies whether the rating was updated in a talent review meeting or on the worker's profile



RISK: used with the Risk of Loss content type and identifies whether the rating was updated in the profile or in a talent review meeting



PERFORMANCE_RATING: used with the Performance Rating content type and identifies whether the rating is the compensation, performance, profile, or talent review rating



TALENTSCORE: used with the Talent Score content type and identifies whether the talent score was updated on the profile or in a talent review meeting

In Oracle Fusion V1, you should not create new instance qualifier sets or change the settings for the predefined sets.

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Settings for Qualifier Sets For each code in an instance qualifier set, you can specify: 

Priority: Determines the order in which different instances of a competency are displayed, and also determines which instance to use when searching and comparing profiles. The lowest number indicates the highest priority.



Employer and Manager Views: Determine which instances are visible to employees and to managers.



Search Ability: You can specify whether items that have been assigned the instance qualifier code should be included in profile searches. For example, you might not want the ratings for competencies given by peers to display when other workers are searching person profiles.



Default Instance Qualifier for Employee and Manager: You can specify the default instance qualifier to use when managers and employees update a competency. Each time an employee or manager updates a competency, the record is assigned the instance qualifier code that is identified as the employee or manager default code.

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Demonstration Introduction: Instance Qualifier Sets

Demonstration Scope Review the POTENTIAL instance qualifier set as an example of instance qualifier sets. Go to the Edit Instance Qualifier Set page for the Potential qualifier set and review the settings. Navigation Steps 1. In the Setup and Maintenance work area, search for the Manage Instance Qualifiers task. 2. Click Go to Task. 3. On the Manage Instance Qualifier Sets page, select the Potential qualifier set. 4. Click Edit. 5. On the Edit Instance Qualifier Set page, review the Employee View, Manager View, Searchable, Employee Default and Manage Default fields.

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Demonstration Introduction: Where Instance Qualifier Sets Are Used

Demonstration Scope Log in as Linda.Swift and navigate to the portrait of one of her direct reports, Jack Fisher in the Person Gallery and show how you can view and edit a worker's ratings for Performance, Potential, and Risk and Impact of Loss. Navigation Steps 1.

Log out of Fusion Applications.

2.

Log back in as Linda.Swift/Welcome1

3.

Click the Navigator link to open the menu.

4.

Click the more.. link.

5.

Click the Person Gallery link.

6.

On the Person Gallery tab, enter Jack Fisher in the Keywords field.

7.

Select the row for Jack Fisher to open his portrait.

8.

Maximize the Career Planning card for Jack Fisher.

9.

Scroll down to the Talent Ratings region.

10.

Click the Edit icon for the Talent Ratings region.

11.

On the Edit Talent Ratings page, review the scores and ratings that you can edit for performance, potential, risk and impact of loss, and advancement readiness.

Managers and HR specialists can enter ratings for workers directly on this portrait card, but these ratings can also be changed during a talent review meeting and on a performance document. Instance qualifier sets are used to identify where the rating was given. Note: Remember to log out and log back in as HCM_IMPL because the user ID for Linda Swift does not have access to FSM.

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Activity Introduction: Creating a New Content Type and Items

Background InFusion Corporation provides many opportunities for workers to volunteer for projects that support community service, environmental responsibility, and community leadership. Therefore, leaders at InFusion Corporation ask the implementation team to design a way for workers to track the following types of corporate citizenship activities that they participate in: 

Social Responsibility



Environmental Responsibility



State Citizenship

Activity Scope After your evaluation, you decide that you can create a new content type and content items for corporate citizenship, and then the new content type can be added to the person profile type. Workers can then add the new content section to their profile, and enter comments to describe their corporate citizenship activities. Use the following information and the decision table below to help you create the content type:

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

Content type name: XX Corporate Citizenship



Content type code: XX Citizenship



Description: Content type to track corporate citizenship activities

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Use the following information to help you add the content section to the person profile:



Profile type to edit: PERSON



Content section to add: XX Corporate Citizenship

Add two fields to the content section as follows: ITEM_DATE_1 

Label: Date of Participation



Display: Both

ITEM_TEXT240_1

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

Label: Description of Participation



Display: Both

Add role access as follows:

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

Employee: update



Manager: view



HR Specialist: view

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Creating a New Content Type Solution: Creating a New Content Type Step

Act ion

1.

Begin by navigating to the Manage Content Types task in your implementation project.

2. Expand the Workforce Deployment list. Click the Expand button. 3. Expand the Define Common Applications Configuration for Human Capital Management list. Click the Expand button. 4. Expand the Define Workforce Profiles list. Click the Expand button. 5. Expand the Define Talent Profile Content list. Click the Expand button. 6. Click the Go to Task button for the Manage Profile Content Types task. 7. Use the Manage Content Types page to search for existing content types. 8. Click the Create button. 9. Use the Create Content Type page to create new content types. 10. Click in the Code field. 11. Enter the desired information into the Code field. Enter "XX Citizenship". 12. Click in the Name field. 13. Enter the desired information into the Name field. Enter "XX Corporate Citizenship". 14. Enter the desired information into the Description field. Enter "Content type to track corporate citizenship activities". 15. Click the Add button. 16. Click the Field Name list. 17. Click the ITEM_DATE_1 list item. 18. Click in the Label field.

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19. Enter the desired information into the Label field. Enter "Date of Participation". 20. Click the Add button. 21. Click the Field Name list. 22. Click the ITEM_TEXT_20 list item. 23. Click in the Label field. 24. Click the Save button. 25. Click the OK button. 26. Click the Subscribers tab. 27. Click the Add button. 28. Click the Subscriber Name list. 29. Click the TM list item. 30. Click the Save and Close button. 31. Click the Done button. 32. Now mark the Manage Profile Content Types task as completed. Click the Status button. 33. Click the Status list. 34. Click the Completed list item. 35. Click the Save and Close button. 36. You have successfully created a new content type and marked the task as completed.

Creating Content Items Solution: Creating Content Items Step

Act ion

1.

Begin by locating the Manage Profile Content Items task on the Assigned Implementation Tasks tab. Click in the Task field.

2. Enter the desired information into the Task field. Enter "Content Items". 3. Click the Search button. 4. Click the Go to Task button. 5. Use the Manage Content Items page to search for existing content items.

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Click the Create button. 6. In the Create Content Item window, locate the content type to which you want to add content items. Click the Content Type list. 7. Click the XX Corporate Citizenship list item. 8. Click in the Content Item field. 9. Enter the desired information into the Content Item field. Enter "Environmental Responsibility". 10. Click the Continue button. 11. Use the Create Content Item page to enter the details for the content item, based on the field properties that you set up for the content item. Click in the Item Code field. 12. Enter the desired information into the Item Code field. Enter "Env". 13. Click the Save and Close button. 14. On the Manage Content Items page, repeat the previous steps to create the remaining content items. Click the Create button. 15. Click in the Content Item field. 16. Enter the desired information into the * Content Item field. Enter "Social Responsibility". 17. Click the Continue button. 18. Click in the Item Code field. 19. Enter the desired information into the Item Code field. Enter "Social". 20. Click the Save and Close button. 21. Click the Create button. 22. Click in the Content Item field. 23. Enter the desired information into the * Content Item field. Enter "State Citizenship". 24. Click the Continue button. 25. Click in the Item Code field. 26. Enter the desired information into the Item Code field. Enter "State Ctznshp". 27. Click the Save and Close button.

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28. Click the Done button. 29. Now mark the Manage Profile Content Items task as completed. Click the Status button. 30. Click the Status list. 31. Click the Completed list item. 32. Click the Save and Close button. 33. You have successfully created three content items for the Corporate Citizenship content type and marked the task as complete.

Adding a New Content Type to the Person Profile Type Solution: Adding a New Content Type to the Person Profile Type Step

Act ion

1.

Begin by locating the Manage Profile Types task on the Assigned Implementation tasks tab. Click in the Task field.

2. Enter the desired information into the Task field. Enter "Profile Type". 3. Click the Search button. 4. Click the Go to Task button. 5. Use the Manage Profile Types page to search for existing profile types. Click the PERSON row header. 6. Click the Edit button. 7. Use the Edit Profile Type page to add content sections to the profile type. Click the Add Content Section button. 8. In the Add Content Section window, select the content type that you created in the previous activity. Click the XX Corporate Citizenship link. 9. Click the XX Corporate Citizenship link.

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10. Use the Content Section page to edit the properties of the content section. Some properties are inherited from the content type, but you must add additional properties that are more suitable for how the content section appears on a profile, as opposed to how you want to capture information for the content type in the content library. Click the Add button. 11. Click the Column Name list. 12. Click the ITEM_DATE_1 list item. 13. Click in the Label field. 14. Enter the desired information into the Label field. Enter "Date of Participation". 15. Click the Display list. 16. Click the Both list item. 17. Click the Add button. 18. Click the Column Name list. 19. Click the ITEM_TEXT240_1 list item. 20. Click in the Label field. 21. Enter the desired information into the Label field. Enter "Description of Participation". 22. Click the Display list. 23. Click the Both list item. 24. In the Content Section Access region, set up access for employees to be able to edit the section, and for managers and HR specialists to view it. Click the Add button. 25. Click the Role list. 26. Click the Employee list item. 27. Click the Update option. 28. Click the Add button. 29. Click the Role list. 30. Click the HR Specialist list item. 31. Click the OK button. 32. Click the Save and Close button. 33. Click the Done button. 34. Now mark the Manage Profile Types task as completed.

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Click the Status button. 35. Click the Status list. 36. Click the Completed list item. 37. Click the Save and Close button. 38. You have successfully added the Corporate Citizenship content section to the person profile type.

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Example of Adding the Content Section to a Profile

The next step after adding the Corporate Citizenship content type to the person profile type is for workers to open their Experience and Qualifications card in the Portrait Gallery, click the Edit button to edit skills and qualifications, and add Corporate Citizenship to their profile. This step cannot be performed in the classroom environment, so the following figures have been included as examples of what the content section looks like when a worker adds Corporate Citizenship to his profile:

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Talent Profile Content Quiz

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Quiz 1

You add properties for free-form content types when you:

1. Add the content type to a profile type. 2. Add the content type to a worker's profile. 3. Add a content item for the content type.

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Quiz 2

If you create a new content type and add it to the person profile type, which is the most likely reason for the new content type not being available when you try to access it in the Experience and Qualifications card?

1. You forgot to save the content type. 2. You forgot to add the HRMS content subscriber to the new content type. 3. You added the content type to the wrong person profile type.

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Quiz 3 Select the statement that is true regarding rating models: 1. A rating model typically contains rating levels, review points, rating categories, and distributions. 2. Rating categories determine the labels for analytics such as those used in the talent review process. 3. Distributions are used only in Oracle Fusion Performance Management. 4. You attach rating models to content items.

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Quiz 4 Which of the following components of the person profile type can be changed:

1. The content sections contained in the profile type. 2. Summary text for content sections. 3. Attributes of fields that are inherited from the content type. 4. All of the above.

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Quiz 5

You can create a new person profile type.

1. True 2. False

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Define Workforce Profiles Highlights

In this section, you should have learned: 1.

How Oracle Fusion Profile Management supports other Talent Management products

2.

You can configure lookups and notifications for Oracle Fusion Profile Management to suit business needs

3.

The content library contains several predefined content types and content items

4.

You can create new content types and items to suit business needs

5.

How profile types are configured

6.

How to add a new content type to a profile type

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Define Security for HCM Objectives

After completing this section, you should be able to:

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

Describe, at a high level, the key features of Oracle Fusion Applications security



Differentiate the four types of roles in Oracle Fusion Applications security



Outline how data security is implemented in Oracle Fusion Human Capital Management (Oracle Fusion HCM)



Identify key components of the Security Reference Implementation



Describe how user accounts are created and roles are provisioned to users



Identify the three main tools used to manage security in Oracle Fusion Applications

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HCM Security Setup and Maintenance

You perform initial setup of Oracle Fusion HCM security from the Assigned Implementation Tasks tab or from the task list for the offering that you are implementing. After implementing an Oracle Fusion HCM offering, you maintain security by performing the same tasks from the Setup and Maintenance work area. Relevant tasks are:

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Roles Role-Based Access Control

Security in Oracle Fusion Applications is role-based, where roles control who can do what on which data. For example:

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

Who is a role assigned to a user.



What is a function that users with the role can perform.



Which Data is the set of data that users with this role can access when performing this function.

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-

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Roles Assigned to Users

Users are assigned roles, through which they gain access to functions and data. Users can have any number of roles.

User Linda Swift has both the employee and line manager roles. When she signs in to Oracle Fusion Applications, both roles are active at the same time. Linda does not have to choose a role through which to work: the functions and data that Linda can access are determined by both of her roles simultaneously. As an employee, Linda has access to employee functions and data, and as a line manager, Linda has access to linemanager functions and data.

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Role Types

Oracle Fusion Applications defines four types of roles:



Abstract roles



Data roles



Job roles



Duty roles

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Abstract Roles

Abstract roles define a worker's role in the enterprise independently of the job that the worker is hired to do. These abstract roles are predefined in Oracle Fusion HCM:



Line manager



Employee



Contingent worker

Users have these roles regardless of their jobs. For example, InFusion Corporation employs payroll administrators, compensation analysts, and line managers who are also employees; therefore, all workers in those jobs must have the employee abstract role. All workers are likely to have at least one abstract role through which they can access standard functions, such as managing their own information and searching the worker directory. You assign abstract roles directly to users.

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Data Roles

Data roles are a combination of a worker's job, such as payroll administrator or human resource specialist, and the data instances that users with the role need to access. For example, the HCM data role Payroll Administrator Payroll US combines a job (Payroll Administrator) with a data scope (Payroll US). All data roles are defined locally and assigned directly to users.

Lindsay Allen is an employee and a payroll administrator for InFusion Corporation. She has the Employee abstract role and the locally defined HCM data role Payroll Administrator Payroll US.

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Job Roles

A job role is the job that a worker is hired to perform. For example, Human Resource Analyst, Payroll Manager, Human Resources VP, and Cash Manager are all examples of job roles. Many job roles are predefined in Oracle Fusion Applications; you can also create job roles if necessary. You do not assign job roles directly to users. Instead, you include job roles in HCM data roles, and assign those data roles to users.

In this example, Lindsay's locally defined HCM data role Payroll Administrator Payroll US inherits the predefined job role Payroll Administrator.

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Duty Roles

Duty roles are the building blocks of abstract and job roles: they represent the individual duties that users with those job or abstract roles can perform. Duty roles are inherited by job and abstract roles; they can also be inherited by other duty roles. You do not assign duty roles directly to users.

This figure shows an example duty role for each of Lindsay's abstract and job roles. In reality, abstract and job roles inherit many duty roles.

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Duty roles grant access to work areas, dashboards, task flows, user-interface pages, reports, batch programs, and so on; therefore, they determine the functions that a user can perform. Duty roles also control the actions that a user can perform in a UI page. For example, Lindsay can navigate to her own Portrait in the Person Gallery and edit her own contact details thanks to the duty roles inherited by her Employee abstract role. The entries that a user sees in the Navigator, in the Tasks pane of a work area, and in menus are determined by duty roles; differences between users are accounted for by differences in the duty roles that they inherit.

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Data Security HCM Security Profiles

Most Oracle Fusion HCM data is secured by means of HCM security profiles. HCM security profiles are an Oracle Fusion HCM feature; they are not used by other Oracle Fusion Applications. A security profile identifies a set of data of a single type, such as persons or organizations. For example, you could create security profiles to identify: 

All workers in department HCM US



The legal employer InFusion Corp USA1



Business units USA1 and USA2

You assign security profiles to abstract and data roles to identify the data instances that users with those abstract and data roles can access.

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Security Profiles in HCM Data Roles

In the following example, Tim Thompson and Patricia Smith are both human resource specialists, Tim in US Marketing and Patricia in US Sales. Each has a data role that inherits the job role Human Resource Specialist and the duty roles appropriate to that job role. Therefore, Tim and Patricia can perform the same functions and see the same entries in the Navigator, work-area Tasks panes, and menus. However, each user accesses different sets of data, which are identified in separate sets of security profiles.

Note: If Tim and Patricia could access the same sets of data, you could create one HCM data role rather than two and assign that HCM data role to both users.

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Data Role Templates

Data role templates are the second of two ways of creating data roles (the first being HCM data roles). Data role templates secure access to reference data sets and are used by most Oracle Fusion Applications. Data role templates contain rules for the generation of data roles and are predefined. Each data role created using a data role template combines a single job role and a single reference data set. Oracle Fusion HCM makes limited use of data role templates. In Oracle Fusion HCM, you use data role templates to secure access to reference data sets for departments, jobs, grades, locations, and performance document templates. If you need to provide a job role (such as Human Capital Management Application Administrator) with access to all of these business objects, then you generate separate data roles for each combination of the job role and a business-object reference data set.

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Predefined Security The Security Reference Implementation

Oracle Fusion Applications provides a comprehensive set of predefined security data known as the Security Reference Implementation. The Security Reference Implementation includes predefined: 

Abstract roles



Job roles



Duty roles



Data role templates



HCM security profiles

You can review the Security Reference Implementation in the Oracle Fusion Applications Human Capital Management Security Reference Manual.

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Users and Role Provisioning User Accounts

Oracle Fusion Applications are tightly integrated with Oracle Identity Management (OIM). When you hire a worker, a user account is created automatically for that worker in the OIM Lightweight Directory Access Protocol (LDAP) store. For each user: 

The user account name is generated automatically, based on the OIM configured rules for account names. By default, the user's primary work e-mail address is used.



The user account password is generated automatically, based on the OIM configured password policy.

If a user account is not create automatically for some reason, human resource specialists and line managers can request a user account for a worker from within Oracle Fusion HCM . You cannot assign roles to a user who has no user account. User accounts can be suspended automatically when a user has no roles. Note: You do not need to perform the Manage Users task. Manage Users is for Oracle Fusion Applications other than Oracle Fusion HCM.

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Provisioning Roles to Users

The process of assigning roles to users is known as role provisioning. Abstract and data roles must be provisioned to users so that they can access the functions and data that enable them to perform their jobs. You can: 

Provision roles to users automatically based on their assignment information, such as job and department.



Enable human resource specialists and line managers to provision roles manually to other users.



Enable users to request roles for themselves.

To manage all types of role provisioning, you create a role mapping.

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Manage HCM Role Provisioning Rules > Manage Role Mappings > Create Role Mapping _______________________________________________________ In this example, the Line Manager role is provisioned automatically to any employee who has an active assignment and is a manager with reports.

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Managing Security Managing Security Using HCM

You use Oracle Fusion HCM to:

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

Create users



Revoke user accounts on termination



Provision roles to users



Revoke roles from users



Manage role-provisioning rules



Manage security profiles



Manage HCM data roles



Assign security profiles to job or abstract roles

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Lesson 4: Defining Common Applications Configuration for HCM

Managing Security Using OIM

Oracle Identity Management (OIM) maintains LDAP accounts for users of Oracle Fusion Applications. OIM also stores the definitions of job, abstract, and data roles, and holds information about roles provisioned to users. During implementation, you perform the task Run User and Roles Synchronization Process to copy any existing information about users and roles from the OIM LDAP store to the Oracle Fusion HCM product tables. You use OIM to:



Create implementation users and provision roles to them.



Manage job roles.



Manage role hierarchies (excluding duty roles).

The task Manage Job Roles navigates automatically to OIM, where you can create and edit job roles.

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Managing Security Using APM

You use Oracle Fusion Middleware Authorization Policy Manager (APM) to: 

View full role hierarchies.



Manage the inheritance of duty-role hierarchies by job and abstract roles.



Manage duty-role hierarchies.



Manage and invoke data role templates.

For example, if you want to remove duty roles from a job role, you perform the task Manage Duties, which navigates to APM where you can edit the job role's duty-role inheritance. You need to create duty roles only if you create custom functions.

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Quiz: Define Security for HCM Lesson Topic: Quiz 1

Which of the following roles are provisioned to users directly?

1. Duty roles 2. Abstract roles 3. Job roles 4. Data roles

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Lesson Topic: Quiz 2

Which one of the following items is not included in the Oracle Fusion Applications Security Reference Implementation?

1. Data role templates 2. Abstract roles 3. Data roles 4. HCM security profiles

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Lesson Topic: Quiz 3

To manage duty-role hierarchies, you use:

1. Oracle Fusion HCM 2. Oracle Fusion Middleware Authorization Policy Manager (APM) 3. Oracle Identity Management (OIM)

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Define Security for HCM Highlights

In this section, you should have learned how to:

384



Describe, at a high level, the key features of Oracle Fusion Applications security



Differentiate the four types of roles in Oracle Fusion Applications security



Outline how data security is implemented in Oracle Fusion Human Capital Management (Oracle Fusion HCM)



Identify key components of the Security Reference Implementation



Describe how user accounts are created and roles are provisioned to users



Identify the three main tools used to manage security in Oracle Fusion Applications

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Lesson 4: Defining Common Applications Configuration for HCM

Define Data Security for HCM Objectives

After completing this section, you should be able to: 

Describe HCM data security



Manage organization and position security profiles



Manage person and public person security profiles



Manage document type, LDG, country, and other security profiles



Manage HCM data roles



Describe role provisioning



Manage role mappings

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Describe HCM Data Security HCM Secured Objects The following HCM business objects are secured by default:



Person



Organization



Position



Legislative Data Group



Country



Document Type



Payroll



Payroll Flow

Unless you grant access to these objects, users cannot access them.

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Granting Access to HCM Secured Objects To grant access to HCM secured business objects, you:

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HCM Security Profiles

An HCM security profile is a set of criteria that identifies one or more business objects of a single type, such as persons or positions. The business objects identified by the criteria in the security profile are known as a data instance set. For example, you could create security profiles to identify the following data instance sets:

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

All contingent workers in a legal employer whose last names are in the range A through H



All legal employers in the enterprise



Positions below Regional Sales Manager in the enterprise position hierarchy



Worker medical records

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HCM Security Profile Types You can create HCM security profiles for the following HCM business objects:



Person (managed)



Person (public)



Organization



Position



Legislative Data Group



Country



Document Type



Payroll



Payroll Flow

Two uses for the person security profile exist because many users need to access two distinct sets of people in a single HCM data role: people whom they manage and people whose public contact details they need to access (for example, in a worker directory).

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Predefined HCM Security Profiles

The following HCM security profiles are predefined:

You cannot:

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

Edit or delete the predefined security profiles.



Create a security profile to provide access to all objects: use the relevant predefined security profile instead.

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HCM Security Profiles Best Practices The following recommendations apply to all types of HCM security profiles: 

HCM security profiles are reusable. During implementation, create HCM security profiles for standard sets of business objects in the enterprise, such as all legal employers, all workers in a legal employer, all positions in a position hierarchy, and individual legislative data groups.



Use the predefined security profiles wherever appropriate.



Define a naming scheme that identifies clearly the set of business objects in the security profile's data instance set, such as HCM US Departments or US Marketing Positions. Security profile names must be unique in the enterprise for the security profile type.

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Manage Organization and Position Security Profiles Creating Organization Security Profiles

An organization security profile includes criteria that identify a set of organizations. Users need access to organizations either because they manage their definitions or because they perform tasks where lists of organizations are presented to them. For example, a human resource specialist selects a business unit and a department when hiring a worker. To allow users to access organizations, you create an organization security profile, include it in an HCM data role, and provision the role to users.

Manage Organization Security Profile > Manage Organization Security Profiles page > Create Organization Security Profile

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_______________________________________________________

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Organization Security Profiles Key Concepts

Some key points about organization security profiles:

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

You can identify organizations by any combination of organization hierarchy, organization classification, and organization name. Organizations with multiple classifications appear in the data instance set if they satisfy any one of the classification criteria.



You must decide how best to identify the set of organizations in the data instance set. For example, if you list organizations by name, the data instance set can change only if you update the security profile and is the same for all users. If you identify organizations by organization hierarchy or classification, the data instance set may change independently of the security profile and vary among users.



You can include a subset of the organizations from an organization hierarchy by specifying a top organization.



If you use the organization from the user's assignment as the top organization, the data instance set varies by user, even though the organization security profile is the same for all users. If the user has multiple assignments in the organization hierarchy, all relevant organizations from all assignments belong to the data instance set.



Organizations must satisfy all of the criteria in the security profile to belong to its data instance set.

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Lesson 4: Defining Common Applications Configuration for HCM

Creating Position Security Profiles A position security profile includes criteria that identify a set of positions. Users need access to positions because they either manage position definitions or perform tasks where lists of positions are presented to them. To allow users to access positions, you create a position security profile, include it in an HCM data role, and provision the role to users.

Manage Position Security Profile > Manage Position Security Profiles page > Create Position Security Profile _______________________________________________________

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Position Security Profiles Key Concepts

Some key points about position security profiles:

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

You can identify positions by any combination of position hierarchy, department, business unit, and position name.



When you identify positions by department or business unit, you include positions defined for those departments or business units. To identify the departments and business units, you select existing organization security profiles: the position security profile inherits the data instance sets of the selected organization security profiles.



You must decide how best to identify the set of positions in the security profile. For example, if you list the positions by name, the data instance set can change only if you update the security profile and is the same for all users. If you identify positions by position hierarchy, department, or business unit, the data instance set may change independently of the security profile and vary among users.



You can include a subset of the positions from a position hierarchy by specifying a top position.



If you use the position from the user's assignment as the top position, the data instance set varies by user, even though the position security profile is the same for all users. If the user has multiple positions from the position hierarchy, all relevant positions belong to the data instance set.

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Lesson 4: Defining Common Applications Configuration for HCM

Activity: Creating an Organization Security Profile

Background HR Specialists in the Organizational Development US department who are based in Chicago are undertaking a special project to review the skills and experience of all contingent workers in the HCM US department and all departments under HCM US in the InFusion department hierarchy. Any contingent workers in the Organizational Development US department are not in scope. Activity Scope In this activity, you will create an organization security profile that identifies the relevant instance set of departments for this exercise. The instance set comprises HCM US and all departments under it in the department hierarchy, except the department Organizational Development US. Data On the Assigned Implementation Tasks tab, go to the Manage Organization Security Profile task. Create an organization security profile using the following data:



The name of the organization security profile is XX HCM US Departments - Not Organizational Development US. (Replace XX with your terminal number or initials as indicated by your instructor.)



In the Organization Hierarchy region, select Secure by Organization Hierarchy, the department hierarchy tree structure, and the InFusion Department Tree.



Specify the top organization HCM US and include it in the instance set.



In the Organizations region, select Secure by Organization List and exclude the department Organizational Development US.

Save and Close the new organization security profile.

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Activity Solution: Creating an Organization Security Profile Solution: Activity Solution: Creating an Organization Security Profile Step

Act ion

1.

On the Assigned Implementation Tasks tab, click in the Task field.

2. Enter the desired information into the Task field. Enter "Manage Organization Security Profile". 3. Click the Search icon to the right of the Project field. 4. Click the Go to Task icon for the Manage Organization Security Profile task. 5. On the Manage Organization Security Profiles page, click the Create icon in the Search Results region. 6. On the Create Organization Security Profile page, click in the Name field. 7. Enter the desired information into the Name field. Enter "XX HCM US Departments - Not Organizational Development US". 8. In the Organization Hierarchy region, select the Secure by Organization Hierarchy option. 9. For the Tree Structure value in the Organization Hierarchy region, select the Department hierarchy option. 10. Click the Department Tree list of values. 11. Select the InFusion Department Tree value in the Department Tree list of values. 12. For the Top Organization Selection value in the Organization Hierarchy region, leave Specify organization selected. 13. Click the Organization list of values. 14. Click the Search... link in the Organization list of values. 15. In the Search and Select: Organization window, click in the Name field. 16. Enter the desired information into the Name field. Enter "HCM%". 17. Click the Search button. 18. Select the organization HCM US in the search results. 19. Click the OK button. 20. In the Organization Hierarchy region, select the Include Top Organization option. 21. In the Organizations region, select the Secure by Organization List option. 22. In the Organizations region, click the New icon to add a row to the Organizations table. 23. In the row added to the Organizations table, click the Organization list of values.

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24. Click the Search... link in the Organizations list of values. 25. In the Search and Select: Organization window, click in the Organization field. 26. Enter the desired information into the Organization field. Enter "Organizational%". 27. Click in the Classification Name field. 28. Enter the desired information into the Classification Name field. Enter "Department". 29. Click the Search button. 30. Select the organization Organizational Development US in the search results. 31. Click the OK button. 32. In the Organizations region, select the Exclude option for the Organizational Development US organization. 33. Click the Save and Close button. 34. On the Manage Organization Security Profiles page, click the Done button. 35. On the Assigned Implementation Tasks tab, click the Status icon for the task Manage Organization Security Profile. 36. In the Edit Status window, click the Status list of values. 37. Select the Completed list item in the Status list of values. 38. Click the Save and Close button. 39.

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Manage Person and Public Person Security Profiles Creating Person Security Profiles

A person security profile includes criteria that identify one or more person records. Users access person records either because they need to update them (for example, because they manage those people) or because they need to contact those people. You create separate person security profiles for each of these purposes. To allow users to access person records, you create person security profiles, include them in an HCM data role, and provision the role to users.

Manage Person Security Profile > Manage Person Security Profiles page > Create Person Security Profile

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_______________________________________________________

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Person Security Profiles Key Concepts

Some key points about person security profiles:



You can identify person records by any combination of person type, manager hierarchy, workforce structures, global-name range, and custom criteria.



Workforce structures include department, legal employer, business unit, position, legislative data group, and payroll. To secure person records by one or more of these workforce structures, you select an appropriate security profile. The person security profile inherits the data instance set of the selected security profile.



If you identify person records by manager hierarchy, you select either a personlevel or an assignment-level hierarchy. In a person-level hierarchy, the data instance set includes any worker in a direct or indirect reporting line to the signed-on user. Use this approach unless workers have multiple assignments that are not all managed by the same manager. In an assignment-level hierarchy, the data instance set includes both workers who report to the signed-on manager directly and workers who report to the assignments that the signed-on manager manages. In enterprises where workers have multiple assignments reporting to various managers, this approach ensures that only managers who are directly responsible for a worker have access to that worker.



A user who has access to a person record has access to relevant information from all of the person's assignments, even if only one of the person's assignments satisfies the criteria in the person security profile.

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Creating Public-Person Security Profiles

To create a public-person security profile, you perform the Manage Person Security Profile task. A public-person security profile identifies the set of workers whose contact details the signed-on user needs to access (for example, in the Person Gallery). You can identify workers using any of the available criteria. To provide access to all enterprise workers, use the predefined person security profile View All Workers.

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Activity: Creating a Person Security Profile

Background HR Specialists in the Organizational Development US department who are based in Chicago are undertaking a special project to review the skills and experience of all contingent workers in the HCM US department and all departments under HCM US in the InFusion department hierarchy. Any contingent workers in the Organizational Development US department are not in scope. Activity Scope In this activity, you will create a person security profile that identifies the relevant instance set of person records for this exercise. The instance set comprises all contingent workers in HCM US and all departments under it in the department tree, except those in the department Organizational Development US. Data On the Assigned Implementation Tasks tab, go to the Manage Person Security Profile task. Create a person security profile using following data: 

The name of the person security profile is XX HCM US Contingent Workers Not Organizational Development US. (Replace XX with your terminal number or initials as indicated by your instructor.)



In the Person Types region, select Secure by Person Type. Select Contingent Worker in the System Person Type column and set the Access value to Restricted.



In the Workforce Structures region, select Secure by Department and select the organization security profile XX HCM US Departments - Not Organizational Development US.

Save and close the new person security profile. -

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Activity Solution: Creating a Person Security Profile Solution: Activity Solution: Creating a Person Security Profile Step

Act ion

1.

On the Assigned Implementation Tasks tab, click in the Task field.

2. Enter the desired information into the Task field. Enter "Manage Person Security Profile". 3. Click the Search icon to the right of the Project field. 4. Click the Go to Task icon for the Manage Person Security Profile task. 5. On the Manage Person Security Profiles page, click the Create icon in the Search Results region. 6. On the Create Person Security Profile page, click in the Name field. 7. Enter the desired information into the Name field. Enter "XX HCM US Contingent Workers - Not Organizational Development US". 8. In the Person Types region, select the Secure by Person Type option. 9. In the Person Types region, click the New icon to add a row to the Person Types table. 10. In the row added to the Person Types table, click the System Person Type list. 11. Select the Contingent Worker value in the System Person Type list of values. 12. Click the Access list of values. 13. Select the Restricted value in the Access list of values. 14. In the Workforce Structures region, select the Secure by Department option. 15. Click the Secure by Department list of values. 16. Select the XX HCM US Departments - Not Organizational Development US value in the Secure by Department list of values. 17. Click the Save and Close button. 18. On the Manage Person Security Profiles page, click the Done button. 19. On the Assigned Implementation Tasks tab, click the Status icon for the task Manage Person Security Profile. 20. In the Edit Status window, click the Status list of values. 21. Select the Completed list item in the Status list of values. 22. Click the Save and Close button. 23.

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Manage Document Type, LDG, and Country Security Profiles Creating Document Type Security Profiles

A document type security profile includes criteria that identify one or more locally defined document types. Users need access to document types because they either manage the definitions of those document types or need to access instances of those document types in the person records to which they have access. To allow users to access document types, you create a document type security profile, include it in an HCM data role, and provision the role to users.

Manage Document Type Security Profile > Manage Document Type Security Profiles page > Create Document Type Security Profile _______________________________________________________

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Document Type Security Profiles Key Concepts Some key points about document type security profiles:

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You identify one or more document types by name and indicate whether to include or exclude those document types.

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You do not include the standard predefined document types, such as visas, driver's licenses, and passports, in a document type security profile: access to a person record includes access to these document types for that person.



If you include document types, users can access only the specified document types; the data instance set never changes unless you update the security profile.



If you exclude document types, users can access all document types except those in the security profile; therefore, the data instance set may change independently of the security profile.

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Lesson 4: Defining Common Applications Configuration for HCM

Managing Legislative Data Group Security Profiles

A legislative data group security profile includes the names of one or more legislative data groups. Users need access to legislative data groups mainly because they manage their definitions. If a user is responsible for all legislative data group definitions in the enterprise, use the predefined security profile View All Legislative Data Groups. You can secure person records by legislative data group; if you plan to do this, consider creating a separate security profile for each legislative data group.

Manage Legislative Data Group Security Profile > Manage Legislative Data Group Security Profiles page > Create Legislative Data Group Security Profile _______________________________________________________

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Managing Country Security Profiles

A country security profile includes the names of one or more countries. A country security profile determines which countries appear in lists of countries presented to the user. Use the predefined security profile View All Countries unless you want to limit the list.

Manage Country Security Profile > Manage Country Security Profiles page > Create Country Security Profile _______________________________________________________

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Lesson 4: Defining Common Applications Configuration for HCM

Manage HCM Data Roles Data Roles Overview

Job roles (such as benefits administrator and human resource analyst) and abstract roles (such as employee and line manager) inherit duty roles, which define what users with those job and abstract roles can do. The Oracle Fusion Applications Human Capital Management Security Reference Manual identifies the duty roles inherited by the predefined job and abstract roles. To give users access to actual HCM data instances, you create HCM data roles. All data roles combine a job or abstract role with a set of data; HCM data roles combine a job or abstract role with a set of HCM data. Because data is specific to the enterprise, no predefined data roles exist.

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Creating HCM Data Roles To create an HCM data role, you perform the Manage Data Role and Security Profiles task. On the Create Data Role: Select Role page, you enter a name for the HCM data role and select the job role that the new HCM data role will inherit.

Manage Data Role and Security Profiles > Manage HCM Data Roles page > Create Data Role: Select Role _______________________________________________________

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Selecting Security Criteria in an HCM Data Role

When you select the job role for the HCM data role, the HCM business object types that the job role needs to access are identified automatically. For each HCM business object, a region appears on the Create Data Role: Security Criteria page. For example, if the job role did not need to access legislative data groups, the Legislative Data Group region would not appear. You cannot create an HCM data role for a job role that needs no access to HCM business objects.

Manage Data Role and Security Profiles > Manage HCM Data Roles page > Create Data Role: Select Role > Create Data Role: Security Criteria _______________________________________________________ To identify instances of each HCM business object, you can either:

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

Select an existing HCM security profile.



Create a new HCM security profile.

If you select existing security profiles in all regions, you can click Review to review the new HCM data role; otherwise, you click Next to proceed with creating new security profiles.

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Creating Security Profiles in HCM Data Roles If you click Next on the Create Data Role: Security Criteria page, you launch a subprocess for creating security profiles. The subprocess includes a page for each type of security profile.

Manage Data Role and Security Profiles > Manage HCM Data Roles page > Create Data Role: Select Role > Create Data Role: Security Criteria > Assign Security Profiles to Role: Organization Security Profile _______________________________________________________ You can navigate directly to the pages for the security profiles that you want to create by clicking the names in the process train at the top of the page. Click Review when you are ready to submit the HCM data role. Any HCM security profiles that you create

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while defining the HCM data role exist independently of the HCM data role and can be reused.

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Assigning HCM Security Profiles Directly to Job or Abstract Roles As an alternative to creating an HCM data role that inherits a job role, you can assign HCM security profiles directly to job and abstract roles without creating a separate HCM data role. In this case, any user with the job or abstract role can access the data identified in the HCM security profiles. This approach is commonly used to provide abstract roles, such as employee, with access to HCM business objects, such as the worker's own person record. You are much less likely to use this approach with job roles, because users with the same job typically access different sets of data. To assign security profiles directly to a job or abstract role, you perform the task Manage Data Role and Security Profiles. You search for the job or abstract role on the Manage HCM Data Roles page, select the role, and click Assign.

Manage Data Role and Security Profiles > Manage HCM Data Roles page _______________________________________________________ As when creating an HCM data role, you can either:



Select existing HCM security profiles to assign to the job or abstract role.



Create new HCM security profiles.

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The job or abstract role effectively becomes an HCM data role because it has access to HCM business object instances.

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Editing HCM Data Roles

You can edit HCM data roles by assigning different HCM security profiles to the roles. You can also edit HCM security profiles. When a user who has the HCM data role next signs in, he or she has access to the revised data instance sets. You cannot change: 

The name of an HCM data role



The job role included in the HCM data role

Instead, you must create a new HCM data role. You can disable an HCM data role to prevent it from being provisioned to users.

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Synchronizing HCM Data Roles with Oracle Identity Management

Oracle Identity Management (OIM) stores latest information about all abstract, job, and data roles, including HCM data roles. Oracle Fusion Human Capital Management maintains a local copy of all role names and types so that lists of roles presented to users are up-to-date. Although you create and maintain HCM data roles using the Manage HCM Data Roles page, new and updated information about HCM data roles is transmitted to OIM.

Only when information about HCM data roles is returned from OIM to HCM can you provision those roles to users. You verify that a role has been returned from OIM by searching for the role on the Manage HCM Data Roles page and checking that its status is Request Complete. The processes that manage the exchange of information with OIM are:

1.

Send Pending LDAP Requests

2.

Retrieve Latest LDAP Changes

You are recommended to schedule these processes to run daily. You schedule these processes in the Scheduled Processes work area.

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Approaches to Creating HCM Data Roles

Consider these approaches to creating HCM data roles:



Give employees access to: their own records; the person records of their emergency contacts, beneficiaries, and dependents; and all public-person records. Assign relevant HCM security profiles directly to the employee abstract role.



Give managers access to the person records of direct and indirect reports. Assign relevant HCM security profiles directly to the line manager abstract role.



For individual job roles, determine whether all users with that job role access the same HCM business object instances. If they do, you can create one HCM data role for all users; otherwise, you must create HCM data roles to support the various data-access needs of the users.

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Activity: Creating an HCM Data Role

Background HR Specialists in the Organizational Development US department who are based in Chicago are undertaking a special project to review the skills and experience of all contingent workers in the HCM US department and all departments under HCM US in the InFusion department hierarchy. Any contingent workers in the Organizational Development US department are not in scope. Activity Scope During this activity, you will create an HCM data role that provides HR Specialists with the access to contingent worker records that they need for this exercise. Data On the Assigned Implementation Tasks tab, go to the Manage Data Role and Security Profiles task. Create an HCM data role using following data: On the Select Role page: 

Data role name: XX HR Specialist HCM US CWK Analysis. (Replace XX with your terminal number or initials as indicated by your instructor.)



Job role: Human Resource Specialist

On the Security Criteria page:

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

Organization: View All Organizations



Position: View All Positions



Countries: View All Countries



Legislative Data Group: US LDG

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Person: XX HCM US Contingent Workers - Not Organizational Development US



Public Person: View All Workers



Document Type: View All Document Types



Payroll: View All Payrolls

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Lesson 4: Defining Common Applications Configuration for HCM



Payroll Flow: View All Flows

If you were creating new security profiles, you would navigate to the next page to start creating those security profiles. As you have selected existing security profiles, navigate to the Review page and submit the new HCM data role. Remember that the new role can be provisioned to users only when its status is Request Complete. On the Manage HCM Data Roles page, search for the new data role XX HR Specialist HCM US CWK Analysis to review its status.

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Activity Solution: Creating an HCM Data Role Solution: Activity Solution: Creating an HCM Data Role Step

Act ion

1.

On the Assigned Implementation Tasks tab, click in the Task field.

2. Enter the desired information into the Task field. Enter "Manage Data Role and Security Profiles". 3. Click the Search icon to the right of the Project field. 4. Click the Go to Task icon for the Manage Data Role and Security Profiles task. 5. On the Manage HCM Data Roles page, click the Create icon in the Search Results region. 6. On the Create Data Role: Select Role page, click in the Data Role field. 7. Enter the desired information into the Data Role field. Enter "XX HR Specialist HCM US CWK Analysis". 8. Click the Job Role list of values. 9. Click the Search... link in the Job Role list of values. 10. In the Search and Select: Job Role window, enter the desired information into the Role Name field. Enter "Human%". 11. Click the Search button. 12. Select the job role Human Resource Specialist in the search results. 13. Click the OK button. 14. On the Create Data Role: Select Role page, click the Next button. 15. On the Create Data Role: Security Criteria page, you can either select an existing security profile for each HCM business object or create a new security profile. To create a new security profile, you select the Create New value from the list of security profiles for an HCM business object, enter the security profile name, and select the criteria by which you want to secure the object. In this activity, you are selecting existing security profiles for each HCM business object. 16. On the Create Data Role: Security Criteria page, click the Organization Security Profile list of values in the Organization region. 17. Select the View All Organizations value in the Organization Security Profile list of values. 18. In the Position region, click the Position Security Profile list of values. 19. Select the View All Positions value in the Position Security Profile list of values. 20. In the Countries region, click the Country Security Profile list of values.

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21. Select the View All Countries value in the Country Security Profile list of values. 22. In the Legislative Data Group region, click the LDG Security Profile list of values. 23. Select the US LDG value in the LDG Security Profile list of values. 24. In the Person region, click the Person Security Profile list of values. 25. Click the Search... link in the Person Security Profile list of values. 26. In the Search and Select: Person Security Profile window, enter the desired information into the Name field. Enter "XX HCM%". 27. Click the Search button. 28. Select the security profile XX HCM US Contingent Workers - Not Organizational Development US in the search results. 29. Click the OK button. 30. In the Public Person region, click the Person Security Profile list of values. 31. Select the View All Workers value in the Person Security Profile list of values. 32. In the Document Type region, click the Document Type Security Profile list of values. 33. Select the View All Document Types value in the Document Type Security Profile list of values. 34. In the Payroll region, click the Payroll Security Profile list of values. 35. Select the View All Payrolls entry in the Payroll Security Profile list of values. 36. In the Payroll Flow region, click the Flow Pattern Security Profile list of values. 37. Select the View All Flows entry in the Flow Pattern Security Profile list of values. 38. On the Create Data Role: Security Criteria page, click the Review button. 39. On the Create Data Role: Review page, review the details of the new HCM data role and click the Submit button. 40. On the Manage HCM Data Roles page, click the Done button. 41. On the Assigned Implementation Tasks tab, click the Status icon for the task Manage Data Role and Security Profiles. 42. In the Edit Status window, click the Status list of values. 43. Select the Completed value in the Status list of values. 44. Click the Save and Close button. 45.

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Describe Role Provisioning Users and Roles

User IDs and passwords are created automatically for users of Oracle Fusion Human Capital Management when you create their person records (for example, when you hire an employee). By default, users have no access to functions and data. To enable users to access functions and data, you must provision abstract and data roles to them. Users may have multiple roles; all currently provisioned roles are available to the user when he or she signs in to Oracle Fusion Applications.

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Provisioning Roles to Users

Three ways of provisioning roles to users are available. Roles can be provisioned to users:



Automatically. Users qualify for roles automatically based on values such as assignment attributes.



By other users. You can enable users such as line managers and human resource specialists to provision roles to other users.



On request. You can allow users to request some roles for themselves.

Roles provisioned to users by other users or on request are considered to have been provisioned manually. All role-provisioning methods are controlled by role mappings.

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Role Mappings Key Concepts

A role mapping is an association between a set of conditions (typically assignmentattribute values) and one or more job, abstract, and data roles.

The provisioning option in the role mapping (Requestable, Self-requestable, or Autoprovision) determines whether users acquire the role automatically or manually. All roles in a role mapping are associated with the same set of conditions, but the provisioning option can be different for each role.

Manage HCM Role Provisioning Rules > Manage Role Mappings > Create Role Mapping _______________________________________________________

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This example shows a role mapping to provision multiple roles to managers with active employee assignments. To manage role mappings, you must have the IT Security Manager job role.

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Manage Role Mappings Provisioning Roles Automatically

To provision roles automatically to eligible users, you create a role mapping in which you:



Define the conditions for automatic provisioning of the roles.



Identify the roles.



Select the Autoprovision option for those roles.

Users acquire a role automatically when at least one of their assignments is either created or updated and satisfies the role-mapping conditions. An automatically provisioned role is deprovisioned automatically when the user’s assignments cease to satisfy the role-mapping conditions.

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Activity: Role Mapping to Autoprovision Roles

Background All InFusion employees must have the Employee abstract role. Activity Scope In this activity, you will create a role mapping to provision the Employee role automatically to all InFusion employees. Data On the Assigned Implementation Tasks tab, go to the Manage HCM Role Provisioning Rules task. Create a role mapping using following data: 

The name of the role mapping is XX InFusion All Employees. (Replace XX with your terminal number or initials as indicated by your instructor.)

In the Conditions region: 

Assignment Type: Employee



Assignment Status: Active

In the Associated Roles region: 

Add the predefined abstract role Employee.



Leave the Autoprovision option selected.

Save and close the new role mapping. On the Assigned Implementation Tasks tab, go to the Manage HCM Role Provisioning Rules task. Change the task status to In Progress. (During this lesson, you create two further role mappings; you will mark the task Completed only after you create the third role mapping.)

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.

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Activity Solution: Role Mapping to Autoprovision Roles Solution: Activity Solution: Role Mapping to Autoprovision Roles Step

Act ion

1.

On the Assigned Implementation Tasks tab, click in the Task field.

2. Enter the desired information into the Task field. Enter "Manage HCM Role Provisioning Rules". 3. Click the Search icon to the right of the Project field. 4. Click the Go to Task icon for the Manage HCM Role Provisioning Rules task. 5. On the Manage Role Mappings page, click the Create icon in the Search Results region. 6. On the Create Role Mapping page, click in the Mapping Name field. 7. Enter the desired information into the Mapping Name field. Enter "XX InFusion All Employees". 8. In the Conditions region, click the Assignment Type list of values. 9. Select the Employee value in the Assignment Type list of values. 10. In the Conditions region, click the Assignment Status list of values. 11. Select the Active item in the Assignment Status list of values. 12. In the Associated Roles region, click the Add Row button. 13. In the row added to the Associated Roles region, click the Role Name list of values. 14. Click the Search... link in the Role Name list of values. 15. In the Search and Select: Role Name window, click in the Role Name field. 16. Enter the desired information into the Role Name field. Enter "Employee". 17. Click the Search button. 18. Select the Employee role name in the search results. 19. Click the OK button. 20. In the Associated Roles region, confirm that the Autoprovision option is selected for the Employee role. 21. On the Create Role Mapping page, click the Save and Close button. 22. A confirmation message appears. Click the OK button to dismiss the message. 23. On the Manage Role Mappings page, click the Done button. 24. On the Assigned Implementation Tasks tab, click the Status icon for the Manage HCM Role Provisioning Rules task.

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25. In the Edit Status window, click the Status list of values. 26. Select the In Progress value in the list of values 27. Click the Save and Close button. 28.

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Provisioning Roles Immediately

Automatic provisioning of roles to users is prompted by changes to user assignments, not by the role mapping itself; therefore, some users may encounter delays in role provisioning until assignment changes occur. You can provision roles to users immediately when appropriate. If you Apply Autoprovisioning:



From a role mapping, all assignments and role mappings in the enterprise are reviewed and any necessary provisioning and deprovisioning of roles occurs immediately



From a user’s account, only that user’s assignments are reviewed against all enterprise role mappings; any necessary provisioning and deprovisioning of roles for that user occur immediately

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Provisioning Roles to Other Users

To enable users such as line managers and human resource specialists to provision roles manually to other users, you create a role mapping in which you:



Define the conditions that the line managers or HR specialists must satisfy.



Identify the roles.



Select the Requestable option for those roles.

Note that the role-mapping conditions must be satisfied by the user who is provisioning the role to other users, not by the users who are receiving the role. Users retain roles that are provisioned to them manually until either all their work relationships are terminated or the roles are deprovisioned manually.

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Activity: Role Mapping to Provision Roles to Other Users

Background HR Specialists in the Benefits US department who are also employees need to be able to provision the role Benefits Administrator to other workers. The number of benefits administrators is small, and not all workers in Benefits US need the role. Activity Scope In this activity, you will create a role mapping to enable HR Specialists in the Benefits US department to provision the predefined role Benefits Administrator to other workers. Data On the Assigned Implementation Tasks tab, go to the Manage HCM Role Provisioning Rules task. Create a role mapping using the following data: 

The name of the role mapping is XX HR Specialists Benefits US. (Replace XX with your terminal number or initials as indicated by your instructor.)

In the Conditions region: 

Department: Benefits US



Job: Human Resources Specialist



Assignment Type: Employee



Assignment Status: Active

In the Associated Roles region: 

Add the predefined role Benefits Administrator.



Select the Requestable option.



Deselect the Autoprovision option.

Save and close the new role mapping. On the Assigned Implementation Tasks tab, leave the status of the Manage HCM Role Provisioning Rules task as In Progress. (During this lesson, you create one more role mapping; you will mark the task Completed only after you create the final role mapping.)

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Activity Solution: Role Mapping to Provision Roles to Other Users Solution: Activity Solution: Role Mapping to Provision Roles to Other Users Step

Act ion

1.

On the Assigned Implementation Tasks tab, click the Go to Task icon for the Manage HCM Role Provisioning Rules task.

2. On the Manage Role Mappings page, click the Create icon in the Search Results region. 3. On the Create Role Mapping page, enter the desired information into the Mapping Name field. Enter "XX HR Specialists Benefits US". 4. In the Conditions region, click the Department list of values.

5. Click the Search... link in the Department list of values. 6. In the Search and Select: Department window, click in the Name field and enter "Benefits US". 7. Click the Search button. 8. Select the Benefits US department in the search results. 9. Click the OK button. 10. In the Conditions region, click the Job list of values. 11. Click the Search... link in the Job list of values. 12. In the Search and Select: Job window, click in the Name field. 13. Enter the desired information into the Name field. Enter "Human%". 14. Click the Search button. 15. Select the Human Resources Specialist job in the search results. 16. Click the OK button. 17. In the Conditions region, click the Assignment Type list of values. 18. Select the Employee value in the Assignment Type list of values. 19. In the Conditions region, click the Assignment Status list of values. 20. Select the Active item in the Assignment Status list of values. 21. In the Associated Roles region, click the Add Row button. 22. In the row added to the Associated Roles region, click the Role Name list of values. 23. Click the Search... link in the Role Name list of values.

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24. In the Search and Select: Role Name window click in the Role Name field. 25. Enter the desired information into the Role Name field. Enter "Benefits%". 26. Click the Search button. 27. Select the Benefits Administrator role name in the search results. 28. Click the OK button. 29. On the Create Role Mapping page, select the Requestable option for the Benefits Administrator role. 30. Deselect the Autoprovision option for the Benefits Administrator role. 31. Click the Save and Close button. 32. A confirmation message appears. Click the OK button to dismiss the message. 33. On the Manage Role Mappings page, click the Done button. 34. On the Assigned Implementation Tasks tab, confirm that the status of the Manage HCM Role Provisioning Rules task is In Progress. 35.

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Lesson 4: Defining Common Applications Configuration for HCM

Requesting Roles

To enable users to request roles for themselves, you create a role mapping in which you:



Define the conditions that the requesting users must satisfy.



Identify the roles.



Select the Self-Requestable option for those roles.

Users retain roles that they request for themselves until either all their work relationships are terminated or the roles are deprovisioned manually.

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Lesson 4: Defining Common Applications Configuration for HCM

Activity: Role Mapping for Self-Requestable Roles

Background In the previous activity, you created a role mapping to enable HR Specialists in the Benefits US department to provision the role Benefits Administrator to other workers. To reduce the workload of HR Specialists and avoid delays in provisioning the role, it has since been decided that employees should be able to request this role for themselves. Activity Scope In this activity, you will create a role mapping to enable all employees in the Benefits US department to request the Benefits Administrator role. Data On the Assigned Implementation Tasks tab, go to the Manage HCM Role Provisioning Rules task. Create a role mapping using the following data: 

The name of the role mapping is XX Benefits US Workers. (Replace XX with your terminal number or initials as indicated by your instructor.)

In the Conditions region: 

Department: Benefits US



Assignment Type: Employee



Assignment Status: Active

In the Associated Roles region: 

Add the predefined role Benefits Administrator.



Select the Self-Requestable option.



Deselect the Autoprovision option.

Save and close the new role mapping. The role appears in the list of roles that workers in the Benefits US department can request for themselves when managing their user accounts. Provisioning of the role may still be subject to approval.

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On the Assigned Implementation Tasks tab, go to the Manage HCM Role Provisioning Rules task. Change the task status to Completed.

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Activity Solution: Role Mapping for Self-Requestable Roles Solution: Activity Solution: Role Mapping for Self-Requestable Roles Step

Act ion

1.

On the Assigned Implementation Tasks tab, click the Go to Task icon for the Manage HCM Role Provisioning Rules task.

2. On the Manage Role Mappings page, click the Create icon in the Search Results region. 3. On the Create Role Mapping page, enter the desired information into the Mapping Name field. Enter "XX Benefits US Workers". 4. In the Conditions region, click the Department list of values. 5. Click the Search... link in the Department list of values. 6. In the Search and Select: Department window, click in the Name field. 7. Enter the desired information into the Name field. Enter "Benefits US". 8. Click the Search button. 9. Select the department Benefits US in the search results. 10. Click the OK button. 11. In the Conditions region, click the Assignment Type list of values. 12. Select the Employee value in the Assignment Type list of values. 13. In the Conditions region, click the Assignment Status list of values. 14. Select the Active value in the Assignment Status list of values. 15. In the Associated Roles region, click the Add Row icon. 16. In the row added to the Associated Roles region, click the Role Name list of values. 17. Click the Search... link in the Role Name list of values. 18. In the Search and Select: Role Name window, click in the Role Name field. 19. Enter the desired information into the Role Name field. Enter "Benefits%". 20. Click the Search button. 21. Select the Benefits Administrator role name in the search results. 22. Click the OK button. 23. In the Associated Roles region, select the Self-requestable option for the Benefits Administrator role. 24. Deselect the Autoprovision option for the Benefits Administrator role. 25. Click the Save and Close button.

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26. A confirmation message appears. Click the OK button to dismiss the message. 27. On the Manage Role Mappings page, click the Done button. 28. On the Assigned Implementation Tasks tab, click the Status icon for the Manage HCM Role Provisioning Rules task. 29. In the Edit Status window, click the Status list of values. 30. Select the Completed value in the list of values. 31. Click the Save and Close button. 32.

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Role-Provisioning Strategies

You create role mappings to provision data roles and abstract roles to users. During implementation, consider the following approaches to role provisioning: Determine the roles that all workers of a particular type must have, and create role mappings to provision those roles automatically. For example, to ensure that all employees have the employee role, create a role mapping to autoprovision the role to eligible users. Determine the roles that all line managers must have, and create role mappings to provision those roles automatically. For example, if all line managers must have both the line manager role and a locally defined Expenses Manager role, then create a role mapping to autoprovision those roles to eligible users. Determine the roles that only some workers of a particular type will need. For example, some human resource specialists may also need the benefits analyst role. If you can autoprovision those roles based on specific conditions, then create role mappings to provision those roles automatically. Otherwise, decide whether workers can request those roles for themselves or whether they must be provisioned by other users, such as line managers, and create the appropriate role mappings. Remember that:

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

Automatic role provisioning is a time-saver and recommended for standard roles, such as abstract roles.



For mass role-provisioning, automatic provisioning is highly efficient.



A single role mapping definition can be used to manage multiple roles and a mix of provisioning strategies, provided that the role mapping conditions are the same in all cases.

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Lesson 4: Defining Common Applications Configuration for HCM

Quiz: Define Data Security for HCM Lesson Topic: Quiz 1

Which of the following is not a predefined HCM security profile?

1. View Own Record 2. View All Positions 3. View All Jobs 4. View All Document Types

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Lesson Topic: Quiz 2

You can identify a set of person records in a person security profile by: 1. Legislative data group 2. Custom criteria 3. Person type 4. Payroll 5. All of the above

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Lesson Topic: Quiz 3

A user who has access to a person record has access to all of the person's assignments. 1. True 2. False

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Lesson Topic: Quiz 4

An HCM data role links a job or abstract role to a set of HCM data. 1. True 2. False

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Lesson Topic: Quiz 5

You can create an HCM data role for any job role: 1. True 2. False

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Lesson Topic: Quiz 6

You can provision an HCM data role to a user only when the role status is Request Complete. 1. True 2. False

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Lesson Topic: Quiz 7

Roles can be provisioned to users:

1. Automatically 2. By other users 3. On user request 4. All of the above

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Lesson Topic: Quiz 8

All roles in a role mapping must have the same provisioning option. 1. True 2. False

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Define Data Security for HCM Highlights

In this section, you should have learned how to: 

Describe HCM data security



Manage organization and position security profiles



Manage person and public person security profiles



Manage document type, LDG, country, and other security profiles



Manage HCM data roles



Provision roles to users



Manage role mappings

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Define Approval Management for HCM Objectives

After completing this section, you should be able to:

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

Describe key concepts of Oracle Fusion Applications approval management.



Understand the predefined approval policies for Oracle Fusion HCM workflow tasks.



Access Oracle BPM Worklist to create and manage approval groups and perform basic approval-policy configurations.

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Lesson 4: Defining Common Applications Configuration for HCM

Approval Management Overview

Workflow is a process in which tasks are routed automatically among users for their consideration or action. The tasks are routed in a defined sequence to achieve a defined result. A workflow human task is any workflow component that requires attention or action from users. For example, a promotion request for a worker may require approval from the two levels of the manager hierarchy above the task submitter:

To manage approval processes, Oracle Fusion Applications use the approvalmanagement extensions of Oracle SOA Suite human workflow services.

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Workflow tasks for a user appear in the Worklist: Notifications and Approvals region on the user's Welcome Dashboard; the user also receives an e-mail notification.

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Lesson 4: Defining Common Applications Configuration for HCM

HCM Approvals Setup and Maintenance

Many Oracle Fusion HCM tasks have predefined approval policies. During implementation, you can review the predefined approval policy for a task and change it if necessary. You perform initial setup of Oracle Fusion HCM approvals from the Assigned Implementation Tasks tab or from the task list for the offering that you are implementing; relevant tasks appear in the task list Define Approval Management for Human Capital Management:

After implementing an Oracle Fusion HCM offering, you maintain approvals by performing the same tasks from the Setup and Maintenance work area. To perform these tasks, you need the duty role BPM Worklist Administration Duty, which is predefined for the Application Implementation Consultant job role.

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Managing Task Configurations for Human Capital Management

The task Manage Task Configurations for Human Capital Management navigates to Oracle BPM Worklist, where you can configure the approval process for a selected Oracle Fusion HCM task. The Task Configuration tab for a task includes two subtabs:

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

Event Driven



Data Driven

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Lesson 4: Defining Common Applications Configuration for HCM

Event Driven Tab

On the Event Driven tab, you specify general administration values for the task, including expiration and escalation policies, notifications, and task access.

Manage Task Configurations for Human Capital Management > Oracle BPM Worklist _______________________________________________________ 

The Task Aggregation setting controls the number of worklist notifications a user receives if the user occurs more than once in an approval process. When Task Aggregation is set to None, no aggregation occurs, which means that the use receives however many worklist notifications are generated. Otherwise, worklist notifications can be limited to one per task, for example.



The On Error Notify setting identifies a user or group to notify when an error occurs in the approval routing process.



Allow participants to edit future participants enables participants to edit or remove future participants in the approval process.



Enable autoclaim enables a participant who would otherwise have to claim the task to perform an action without first claiming the task. Participants have to claim tasks that are assigned to roles, for example.

Expiration and Escalation Policy

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You can configure when tasks expire, are escalated, or renewed. Expired tasks are automatically rejected.

Notification Settings

You use the notification settings to control who is notified when changes in task status occur. If the task has rules (on the Data Driven tab) with the FYI response type, then notifications are sent based on the rule conditions. You can use these notification settings, or the rule conditions, or both. Note that the notification setting for the Error task status is an alternative to the On Error Notify setting. Task Access

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The Task Access settings control access to the various categories of task content and the actions available to the participants in the approval process.

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Lesson 4: Defining Common Applications Configuration for HCM

Data Driven Tab Use the Data Driven tab to specify the rules that determine how the task is routed.

Each task has at least one stage (ManageEmploymentApprovalStage, in this example). All predefined approval policies for Oracle Fusion HCM have one stage only.

A stage can include one or more rule sets. Each rule set contains one or more rules. A rule comprises an IF statement and a THEN statement. 

The IF statement includes at least one condition to determine when the rule is applied. Multiple conditions can be linked by "and" or "or" operators.



The THEN statement defines what happens (typically, who the task is routed to) when the condition is met. The components of the THEN statement vary with the list builder type. For the Supervisory list builder, you identify starting and top participants; the top participant is the participant above whom approvals will not be routed. A participant can be specified as a named user or as the manager of a reference user (for example, the manager of the task initiator).

To create or edit rule sets, technical administrators must use Oracle JDeveloper.

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The Auto Action Enabled setting determines whether actions (such as approve) can be taken automatically by the list builder. If this value is set to True, then the associated action must be identified in the Auto Action field; otherwise, this attribute must be set to null. Automatic approvals can be used, for example, in rules where monetary values below a certain value require no approval but other conditions and actions apply for values that do require approval.

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List Builders

A list builder is a mechanism to determine the task assignees, who are usually approvers. The following list builders are available:



Supervisory: Is based on the Oracle Fusion HCM manager hierarchy.



Job Level: Is identical to the Supervisory hierarchy, but with job level as an additional consideration. The approval list is generated based on the starting participant specified in a rule and continues until an approver with a specified job level is found.



Management Chain: Uses the management hierarchy as captured in LDAP rather than in Oracle Fusion HCM. This list builder is not used in Oracle Fusion HCM.



Approval Group: A group of users defined in Oracle BPM Worklist as an approval group.



Resource: A named user or application role.

Position also appears in the list, but is not currently implemented. Oracle Fusion HCM predefined approval policies all use the Supervisory list builder with either 1 or 2 levels of approval. To change the list builder for an approval policy, technical administrators must use Oracle JDeveloper. You cannot change the list builder for a rule in Oracle BPM Worklist other than by deleting the rule and creating a new rule.

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Maintaining the Manager Hierarchy

Predefined approval policies for Oracle Fusion HCM tasks are based on the supervisory (manager) hierarchy; therefore, the manager hierarchy must be up-to-date at all times. For performance reasons, the complete manager hierarchy for each person is extracted from live data tables and stored in a separate table, known as the denormalized manager hierarchy. Changes made to a person's manager hierarchy are reflected automatically in the denormalized manager hierarchy. However, you can schedule the Refresh Manager Hierarchy process to run at intervals to refresh the entire denormalized manager hierarchy and ensure that it is as accurate as possible. You also run Refresh Manager Hierarchy to populate the denormalized manager hierarchy when person records are migrated to Oracle Fusion HCM from other applications.

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Participant Actions in the Predefined Approval Policies

Task actions defined for a task on the Event Driven tab determine the actions available to participants in the predefined approval policies. For example:



Approvers can reject the transaction. By default, the approval process stops when the transaction is rejected.



The second-level manager can push the transaction back to the first-level manager, who then has a second opportunity to review the transaction.



Ad hoc insertion of approvers in the approval process is permitted.



Approvers can delegate their approval responsibilities to other approvers.

If you change the task actions defined for a task, then different actions and outcomes become available to the predefined approval policies.

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Notifications in the Predefined Approval Policies

Notification settings on the Event Driven tab for a task control who is notified at each event in the predefined approval policies. The default notification settings for Oracle Fusion HCM tasks are as follows: 

Workers to whom an approval task is assigned are notified on assignment.



The worker who created the task (the task initiator) is notified when the approval process completes.



If errors occur during the approval process, the task owner is notified. (The task owner has administration privileges on the task.)

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Lesson 4: Defining Common Applications Configuration for HCM

Managing Approval Groups

An Approval Group is a defined group of users configured to act on a task in a specified pattern. Approval tasks are routed to the approval group itself. To create an approval group, you perform the task Manage Approval Groups for Human Capital Management, which navigates to Oracle BPM Worklist:

Manage Task Configurations for Human Capital Management > Oracle BPM Worklist _______________________________________________________ Approval groups can be static or dynamic: 

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For a static approval group, you identify the group members and specify the taskrouting order within the group. If the approval group is used in conjunction with a rule set that is predefined with parallel routing, the task is routed to all group members at the same time.

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Lesson 4: Defining Common Applications Configuration for HCM



For a dynamic approval group, you need a custom Java class coded by technical administrators to generate the approval group at run time.

Approval groups are stored at the server level and are not shared across domains. For example, you cannot use a single approval group for Oracle Fusion Financials and Oracle Fusion HCM. Once the approval group is defined, you can use it in an approval-group list builder for a rule. The predefined approval policies for Oracle Fusion HCM do not use approval groups.

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Activity: Reviewing Predefined Approval Policies for a Task

Background During this activity you will explore the existing approval policy definition for an Oracle Fusion Human Capital Management task. This activity will demonstrate how to access approval policy definitions, help you to understand how approval policies are defined, and provide an opportunity for asking questions. You will not be saving any of the changes you make. Activity Scope On the Assigned Implementation Tasks tab, perform the Manage Task Configurations for Human Capital Management task, which opens the Oracle BPM Worklist. In the Tasks to be configured pane, select any task (for example, ManagePersonApproval (1.0) or Absences Approval (1.0)). The suffix (1.0) identifies the predefined approval policy. Click the Edit icon in the Tasks to be configured panel header. On the Event Driven tab: 1. Explore the settings in the first section. 2. Review the Escalation and Expiration policy values. 3. Review the Notification Settings. Add another notification if you wish. 4. Review the Task Access settings on the Task Content and Task Actions tabs. On the Data driven tab: 1. Click the Edit icon in the Tasks to be configured panel header if the tab is not in edit mode. 2. Expand the first rule in the selected rule set. 3. Review the IF and THEN statements of the rule and ensure that you understand their effects. 4. If there are additional rules in the rule set, expand them and ensure that you understand their effects. Try creating a new rule if you wish:

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1. Click the Add Rule icon. 2. Enter a name for the rule. 3. Expand the new rule to display its IF and THEN fields. 4. Click the Left Value icon to display the Condition Browser. 5. Open an object folder in the Condition Browser and select the attribute that you want to use in the condition statement. For example, select Task > Payload, then select one of the payload attributes. 6. Complete the condition statement by selecting an operator statement. Either enter a value in the field following the operator statement or click the Right Value icon to select a condition. 7. In the THEN section of the rule, select the list builder, which determines how the list of approvers is constructed. Note that you cannot change the list builder selection; you need to delete the rule and start again if a change of list builder is needed. 8. Click Create Action. 9. If a response from approvers is required, select the response type Required. If the notification is for information only, select the response type FYI. 10. Complete the remaining fields for the selected list builder value. For example, for the Supervisory list builder enter the number of levels of approvers in the hierarchy, identify the starting approver, and identify the top participant (a participant beyond whom the approval process cannot go). Leave Auto Action Enabled set to false. Without saving or committing any changes, return to the Assigned Implementation Tasks tab and set the task status. (To save any changes to the approval policy, you would click the Commit task icon in the Tasks to be configured panel header.)

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Activity Solution: Reviewing Predefined Approval Policies for a Task Solution: Activity Solution: Reviewing Predefined Approval Policies for a Task Step

Act ion

1.

On the Assigned Implementation Tasks tab, click in the Task field.

2. Enter the desired information into the Task field. Enter "Manage Task Configurations for Human Capital Management". 3. Click the Search icon to the right of the Project field. 4. Click the Go to Task icon for the Manage Task Configurations for Human Capital Management task. 5. The Oracle BPM Worklist application starts in a separate window. Click the Maximize/Restore icon to maximize the Oracle BPM Worklist window. 6. On the Task Configuration tab, select the task AddNewAssignmentApprovalTask (1.0) in the list of tasks to be configured. You can select a different task if you prefer. To ensure that you select a predefined approval flow, select a task with the (1.0) suffix.

7. Click the Edit task icon above the list of tasks to be configured. 8. On the Event Driven tab for the selected task, click the Task Aggregation list of values. 9. Review the available values in the Task Aggregation list of values. Select the current value. 10. Click the On Error Notify icon. 11. In the Configure Error Assignees window, click the OK button. 12. Click the list of values in the Expiration and Escalation Policy region of the Event Driven tab. 13. Review the list of values in the Expiration and Escalation Policy region. Select the current value. 14. In the Notification Settings region, click a list of values in the Task Status column to review the available values. 15. Select the current value in the Task Status list of values. 16. In the Notification Settings region, click a list of values in the Recipient column to review the available values. 17. Select the current value in the Recipient list of values.

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18. In the Notification Settings region, click an Edit Notification Header icon. 19. In the Edit Notification Message window, click the OK button. 20. In the Notification Settings region, click the Reminders list of values. 21. Review the values in the Reminders list of values. Select the current value. 22. On the Event Driven tab, expand the Task Access region. 23. Scroll down to view the Task Access region. 24. On the Task Content tab of the Task Access region, click a list of values in the Individuals with read access column. 25. Review the values in the selected Individuals with read access list of values. Select the current value. 26. On the Task Content tab of the Task Access region, click a list of values in the Individuals with write access column. 27. Review the values in the selected Individuals with write access list of values. Select the current value. 28. In the Task Access region, click the Task Actions tab. 29. On the Task Actions tab in the Task Access region, click a list of values in the Individuals with access column. 30. Review the values in the selected Individuals with access list of values. Select the current value. 31. On the Task Configuration tab for the selected task, click the Data Driven tab. 32. Click the Edit task icon above the list of tasks to be configured. 33. For the currently selected rule in the current rule set, click the Expand icon to display the details of the rule. 34. In the IF statement for the rule, click in the first data field to view the full value. This value is an expression to derive a value, such as a transaction identifier. 35. To see how the first value in the IF statement was constructed, click the Left Value icon to the right of the field to open the Condition Browser. 36. In the Condition Browser, click the Expand icon for the Task value. 37. Click the Expand icon for a value under the Task value. 38. Continue expanding values below the previously selected value. 39. When you have finished exploring the Condition Browser, click the OK button to close the window. 40. In the THEN statement for the selected rule, click the Starting Participant icon. 41. Review the entries in the Add Variable window for the Starting Participant value. Click the OK button to close the Add Variable window. 42. In the THEN statement for the rule, click the Auto Action Enabled list of values.

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43. Review the values in the Auto Action Enabled list of values. Select the current value. 44. Minimize or close the Oracle BPM Worklist window. 45. On the Assigned Implementation Tasks tab, click the Status icon for the Manage Task Configurations for Human Capital Management task.

46. In the Edit Status window, click the Status list of values. 47. Select the Completed value in the Status list of values. 48. Click the Save and Close button. 49.

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Define Approval Management for HCM Highlights

In this section, you should have learned how to: 

Describe key concepts of Oracle Fusion Applications approval management.



Understand the predefined approval policies for Oracle Fusion HCM workflow tasks.



Access Oracle BPM Worklist to create and manage approval groups and perform basic approval-policy configurations.

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Lesson 5: Defining Common HCM Configuration

Lesson 5: Defining Common HCM Configuration Define Workforce Records Objectives

After completing this section, you should be able to: 

Define availability



Define person record values



Define employment record values



Define documents



Manage person gallery search



Define eligibility profiles

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Lesson 5: Defining Common HCM Configuration

Define Workforce Records Task List

To access the tasks under Define Workforce Records, select your implementation project using the Function Setup Manager and navigate to: Workforce Deployment > Define Common HCM Configuration > Define Workforce Records

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Defining Availability How Worker Availability Is Determined The following aspects determine a worker's availability: 

Absences recorded during that period



Work schedule



Calendar events, such as public holidays

The following figure shows how worker availability is determined.

The following figure illustrates the Define Availability task list in FSM.

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Navigation: Workforce Deployment > Define Workforce Records > Define Availability

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Primary Work Schedules You can create multiple work schedules for workers. However, you must select a primary schedule that the application uses to determine the worker's availability. The application searches for primary work schedules that were assigned to these workforce structure levels in the following order: 1. Primary assignment of the worker 2. Position 3. Job 4. Department 5. Location 6. Legal Employer 7. Enterprise To determine availability, work schedules that were assigned to lower workforce structure levels take precedence over those defined at higher levels, as shown in the following figure.

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Calendar Events A calendar event indicates a period that signifies an event, such as a public holiday or a training course. You include a calendar event as an exception in a work schedule so that the application considers that event when determining the worker's availability. When you create a calendar event, you determine which set of workers the event must apply to. You can do this in the following ways: 

Use an organizational hierarchy to select organizations to which the event must apply to



Use a geographical hierarchy to select geographical locations to which the event must apply to

When you use a geographic or organizational hierarchy for calendar event coverage, you can select which nodes in the hierarchy to include in or exclude from the coverage. The following diagram shows an example for doing this.

In the above figure, the calendar event coverage includes all employees, except the ones in the Support department.

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Calendar Event Categories A calendar event category enables you to group related calendar events. For example, you may want to group all public holidays with the predefined Public Holiday calendar event category. When you include the calendar event category as an exception in a work schedule, all calendar events in that category are automatically included. In addition to the predefined Public Holiday event category, you can create your own calendar event categories by adding values to the Calendar Event Category lookup type.

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Demo: Managing Calendar Events Solution: Demo: Managing Calendar Events Step

Act ion

1.

In this demo, you will learn to navigate to the Manage Calendar Events page and review an existing calendar event's settings.

2. Begin by navigating to the Assigned Implementation Tasks tab in the Setup and Maintenance work area. Click in the Task field. 3. Enter the desired information into the Task field. Enter "Manage Calendar Events". 4. Click the Search button. 5. Click the Go to Task button. 6. The Manage Calendar Events page allows you to create calendar events and review existing ones. 7. As you learned earlier in this lesson, a calendar event category identifies a group of related calendar events. Click the Category list. 8. In this demo, let us search for calendar events that are associated with the Public Holidays category. Click the Public holiday list item. 9. Click the Search button. 10. Click an entry in the XX May Day column. 11. Click the Edit button. 12. Use the Edit Calendar Event page to modify information of a calendar event. 13. This region contains basic details of the calendar event that indicate the name of the event, dates of the event, and a short code to uniquely identify the event. 14. Notice that an organization type of hierarchy has been selected. As you learned earlier in the lesson, you use an organizational hierarchy to select organizations to which the calendar event must apply to. 15. Let us examine the organization tree more closely.

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Click the + button before the Expand tree item. 16. The icon with the plus symbol indicates that the calendar event covers all nodes in the InFusion Corporation ... 17. ... except the Executive Office, which is scheduled to work on that day. 18. The icon with the check-mark symbol indicates that the calendar event is referred to differently in the InFusion Americas offices. 19. Click the InFusion Americas cell. 20. Click the Override button. 21. Notice that the name of the calendar event is referred to as Loyalty Day (instead of May Day) in the InFusion Americas offices. 22. Click the OK button. 23. In this demo, you learned to navigate to the Manage Calendar Events page and open a calendar event to review its settings.

Demo: Managing Work Schedules Solution: Demo: Managing Work Schedules Step

Act ion

1.

In this demo, you will learn to navigate to the Manage Work Schedules page and open an existing work schedule to learn about its settings.

2. Begin by navigating to the Assigned Implementation Tasks tab in the Setup and Maintenance work area. Click in the Task field. 3. Enter the desired information into the Task field. Enter "Manage Work Schedules". 4. Click the Search button. 5. Click the Go to Task button. 6. The Manage Work Schedule page enables you to review and modify existing work schedules, and create new ones. 7. Let us search for work schedules that belong to the Work category. Click the Category list. 8. Click the Work list item. 9. Click the Search button. 10. Click the Regular Work Schedule link.

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11. Notice that this work schedule belongs to the Time type, which indicates that the schedule is composed of Time work patterns. Time patterns always have time shifts that have a start time and end time. 12. In this work schedule, the length of the Standard Working Week - Office work pattern is seven days. 13. This work schedule starts from January 1, 2001 to January 1, 2020. The work pattern in the Patterns region repeats itself during this period. 14. As you learned earlier in this lesson, a work schedule exception is an event that impacts the normal working pattern in a work schedule. Notice that the Public Holiday calendar event category is added as an exception to this work schedule. This means all calendar events that belong to the selected category are automatically added as exceptions. 15. Eligibility profiles allow you to restrict the number of work schedules that appear when a manager wants to select a schedule to assign to workers. 16. In this demo, you learned how to navigate to the Manage Work Schedules page and open an existing work schedule to examine its settings.

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Defining Availability Quiz Instructor Note: All Quizzes and Answers -_-_-_-_-_- INSTRUCTOR NOTE -_-_-_-_-_1. To determine worker availability, you must associate a work schedule with a worker. A. False. If no work schedule is found, availability for a specific period is based on calendar events, standard working hours, and absences recorded. 2. When determining availability, work schedules that were assigned to higher workforce structure levels take precedence over those defined at lower levels. False. Work schedules assigned to lower workforce structure levels take precedence over those defined at higher levels. For example, a work schedule defined at the assignment level takes precedence over the one defined at the department level. 3. You want to create a calendar event to all workers in Japan. Which hierarchy type would you choose? A. Organizational hierarchy B. Divisional hierarchy C. Geographical hierarchy A. The answer is C. You use a geographical hierarchy to select geographical locations you want the calendar event to apply to.

4. Which values are predefined for calendar event category? A. The Public Holiday calendar event category is predefined.

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Quiz 1 To determine worker availability, you must associate a work schedule with a worker. (True / False)

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Quiz 2 When determining availability, work schedules that were assigned to higher workforce structure levels take precedence over those defined at lower levels. (True / False)

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Quiz 3 You want to create a calendar event to all workers in Japan. Which hierarchy type would you choose? A. Organizational hierarchy B. Divisional hierarchy C. Geographical hierarchy

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Quiz 4 Which values are predefined for calendar event category?

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Creating and Assigning a Work Schedule Activity Activity: Create a work schedule and assign it to a department. Background You work for InFusion Corporation. The company wants you to create a six-month work schedule for the new Data Center Operations department that is exclusively handling product maintenance queries from customers in the UK. Also, Andrew Moore, who has newly joined the department, is scheduled to undergo the Worker Safety and Health training during the work schedule period. As Andrew will not be available during that period, you must include an exception in the work schedule so that Andrew's availability information is accurate. Work Schedule and Calendar Event Details 

The work schedule must start on 3 January, 2012 and end on 30 June, 2012.



During this period, workers must follow a day shift from Monday to Wednesday and a night shift on Thursday and Friday. Saturday and Sunday are weekly holidays.



The day shift starts from 9 a.m. and ends at 5 p.m. The night shift starts from 5 p.m. and ends at 1 a.m.



The training event starts on 12 March, 2012 and ends on 14 March, 2012.

Activity Scope 

Create a calendar event category called XX Training Events.



Create a training event called XX Worker Safety and Health Training.



Create two shifts (day and night).

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Create a weekly work pattern on the basis of the shifts you created.

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Create a work schedule and include the pattern.



Assign the work schedule to the Data Center Operations department.



Open Andrew Moore's work schedule and include the training event as an exception.

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Creating a Calendar Event Category Solution: Creating a Calendar Event Category Step

Act ion

1.

This demo is the first in the series of demos that provide the solution to the Creating and Assigning a Work Schedule activity. In this demo, you will create the XX Training Events calendar event category.

2. Begin by navigating to the Assigned Implementation Tasks tab in the Setup and Maintenance work area. Click in the Task field. 3. Enter the desired information into the Task field. Enter "Manage Availability Lookups". 4. Click the Search button. 5. Click the Go To button. 6. Use the Manage Availability Lookups page to review the predefined Public Holiday calendar event category or create a category. 7. Click the New button. 8. Click in the Lookup Code field. 9. Enter the desired information into the Lookup Code field. Enter "XX_TE". 10. Click in the Start Date field. 11. Enter the desired information into the Start Date field. Enter "1/1/51". 12. Click in the Meaning field. 13. Enter the desired information into the Meaning field. Enter "XX Training Events". 14. Click the Save and Close button. 15. On the Assigned Implementation Tasks tab, click the Status icon button. 16. In the Edit Status window, select Completed from the Status list. 17. Click the Save and Close button. 18. In this demo, you learned to create the XX Training Events calendar event category.

Creating a Calendar Event

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Solution: Creating a Calendar Event Step

Act ion

1.

This demo is the second in the series of demos that provide the solution to the Creating and Assigning a Work Schedule activity. In this demo, you will create the XX Worker Safety and Health Training calendar event.

2. Begin by navigating to the Assigned Implementation Tasks tab in the Setup and Maintenance work area. Click in the Task field. 3. Enter the desired information into the Task field. Enter "Manage Calendar Events". 4. Click the Search button. 5. Click the Go to Task button. 6. Use the Manage Calendar Events page to create calendar events and review existing ones. 7. Click the Create button. 8. Use the Create Calendar Event page to provide details of the new calendar event. 9. Click in the * Name field. 10. Enter the desired information into the Name field. Enter "XX Worker Safety and Health Training". 11. Click the Category list. 12. Click the XX Training Events list item. 13. Click in the Start Date field. 14. In this activity, the training event starts on March 12, 2012 and ends on March 14, 2012. Enter the desired information into the Start Date field. Enter "3/12/2012 12:00 AM". 15. Click in the End Date field. 16. Enter the desired information into the End Date field. Enter "3/14/2012 5:00 PM". 17. Click in the Short Code field. 18. Enter the desired information into the * Short Code field. Enter "WSH". 19. Click the Submit button. 20. Click the OK button. 21. On the Manage Calendar Events page, click the Done button.

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22. On the Assigned Implementation Tasks tab, click the Status icon button. 23. In the Edit Status window that appears, click Completed from the Status list. 24. Click the Save and Close button. 25. In this demo, you learned to create the XX Worker Safety and Health calendar event.

Creating Shifts Solution: Creating Shifts Step

Act ion

1.

This demo is the third in the series of demos that provide the solution to the Creating and Assigning a Work Schedule activity. In this demo, you will create a day shift and an evening shift.

2. Begin by navigating to the Assigned Implementation Tasks tab in the Setup and Maintenance work area. Click in the Task field. 3. Enter the desired information into the Task field. Enter "Manage Work Shifts". 4. Click the Search button. 5. Click the Go to Task button. 6. Use the Manage Work Shifts page to create shifts and review existing ones. 7. Click the Create Time Shift menu. 8. Click the Create Time Shift list item. 9. Enter the desired information into the Name field. Enter "XX Day Shift". 10. Click in the Description field. 11. Enter the desired information into the Description field. Enter "8-hour day-shift for employees". 12. Click in the Code field. 13. Enter the desired information into the Code field. Enter "XDS". 14. Click the * Start Time list. 15. Click the 9 list item. 16. Click the * Start Time list. 17. Click the 00 list item. 18. Click in the * Duration field.

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19. Enter the desired information into the * Duration field. Enter "8". 20. Click the * Duration list. 21. Click the Hours list item. 22. Click the * Shift Detail Type list. 23. Click the None list item. 24. Click the Save and Close button. 25. Click the Create Time Shift menu. 26. Click the Create Time Shift list item. 27. Click in the Name field. 28. Enter the desired information into the Name field. Enter "XX Evening Shift". 29. Click in the Description field. 30. Enter the desired information into the Description field. Enter "8-hour evening shift for employees". 31. Click in the Code field. 32. Enter the desired information into the Code field. Enter "XNS". 33. Click the * Start Time list. 34. Click the 17 list item. 35. Click the * Start Time list. 36. Click the 00 list item. 37. Click in the * Duration field. 38. Enter the desired information into the * Duration field. Enter "8". 39. Click the * Duration list. 40. Click the Hours list item. 41. Click the * Shift Detail Type list. 42. Click the None list item. 43. Click the Save and Close button. 44. On the Manage Work Shifts page, click the Done button. 45. On the Assigned Implementation Tasks tab, click the Status icon button. 46. In the Edit Status window that appears, click Completed from the Status list. 47. Click the Save and Close button. 48. In this demo, you created the day shift and the evening shift.

Creating a Workday Pattern Copyright 2012 – All rights reserved.

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Solution: Creating a Workday Pattern Step

Act ion

1.

This demo is the fourth in the series of demos that provide the solution to the Creating and Assigning a Work Schedule activity. In this demo, you will create a work day pattern and include in it the shifts that you created in the earlier demo.

2. Begin by navigating to the Assigned Implementation Tasks tab in the Setup and Maintenance work area. Click in the Task field. 3. Enter the desired information into the Task field. Enter "Manage Work Workday Patterns". 4. Click the Search button. 5. Click the Go to Task button. 6. Use the Manage Workday Patterns page to create patterns and review existing ones. 7. Click the Create Time Workday Pattern menu. 8. Click the Create Time Workday Pattern list item. 9. Use the Create Workday Pattern window to provide details for the new pattern. 10. Click in the Name field. 11. Enter the desired information into the Name field. Enter "XX Workday Pattern". 12. Click in the Length In Days field. 13. Enter the desired information into the Length In Days field. Enter "7". 14. Click the Add Row button. 15. Click in the Start Day field. 16. Enter the desired information into the Start Day field. Enter "1". 17. Click in the End Day field. 18. Enter the desired information into the End Day field. Enter "3". 19. Click the Search: Shift Name link. 20. Click an entry in the XX Day Shift column. 21. Click the Add Row button. 22. Click in the Start Day field. 23. Enter the desired information into the Start Day field. Enter "4".

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24. Click in the End Day field. 25. Enter the desired information into the End Day field. Enter "5". 26. Click the Search: Shift Name link. 27. Click an entry in the XX Evening Shift column. 28. Click the Save and Close button. 29. On the Manage Work Workday Patterns page, click the Done button. 30. On the Assigned Implementation Tasks tab, click the Status icon button. 31. In the Edit Status window that appears, click Completed from the Status list. 32. Click the Save and Close button. 33. In this demo, you learned to create a work pattern.

Creating a Work Schedule Solution: Creating a Work Schedule Step

Act ion

1.

This demo is the fourth in the series of demos that provide the solution to the Creating and Assigning a Work Schedule activity. In this demo, you will create a work day pattern and include in it the shifts that you created in the earlier demo.

2. Begin by navigating to the Assigned Implementation Tasks tab in the Setup and Maintenance work area. Click in the Task field. 3. Enter the desired information into the Task field. Enter "Manage Work Schedules". 4. Click the Search button. 5. Click the Go to Task button. 6. Use the Manage Work Schedules page to create work schedules and review existing ones. 7. Click the Create button. 8. Use the Create Work Schedule page to provide details of the new schedule. 9. Click in the * Name field. 10. Enter the desired information into the * Name field. Enter "XX Work Schedule". 11. Click the * Type list.

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12. Click the Time list item. 13. Click in the * Effective from Date field. 14. Enter the desired information into the Effective from Date field. Enter "1/2/2012". 15. Click in the Effective to Date field. 16. Enter the desired information into the Effective to Date field. Enter "6/30/2012". 17. Click the Category list. 18. Click the Work list item. 19. In the Patterns region, add the pattern that you created. Click the Add Row button. 20. Click in the Sequence field. 21. Click the Name list. 22. Click the XX Workday Pattern list item. 23. Click the Submit button. 24. Click the OK button. 25. On the Manage Work Schedules page, click the Done button. 26. On the Assigned Implementation Tasks tab, click the Status icon button. 27. In the Edit Status window that appears, click Completed from the Status list. 28. Click the Save and Close button. 29. In this demo, you learned to create a work schedule.

Assigning a Work Schedule to a Department Solution: Assigning a Work Schedule to a Department Step

Act ion

1.

This demo is the sixth in the series of demos that provide the solution to the Creating and Assigning a Work Schedule activity. In this demo, you will assign the work schedule to the Data Center Operations department.

2. Begin by navigating to the Assigned Implementation Tasks tab in the Setup and Maintenance work area. Click in the Task field.

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3. Enter the desired information into the Task field. Enter "Manage Work Schedule Assignment". 4. Click the Search button. 5. Click the Go to Task button. 6. Use the Manage Work Schedule Assignment Administration page to search for work schedules and assign them to workforce structure levels, such as departments and jobs. 7. Enter the desired information into the Name field. Enter "XX Work Schedule". 8. Click the Search button. 9. Click the XX Work Schedule link. 10. The Edit Work Schedule Assignment Administration page enables you to review existing assignments for the selected work schedule and modify them if required. 11. Click the Add Row button. 12. Click the Resource Type list. 13. Click the Department list item. 14. Click in the Name field. 15. Enter the desired information into the Resource Type field. Enter "Data Center Operations". 16. Click in the Start Date field. 17. Enter the desired information into the Start Date field. Enter "1/2/2012". 18. Click in the End Date field. 19. Enter the desired information into the End Date field. Enter "6/30/2012". 20. Click the Submit button. 21. Click the OK button. 22. On the Manage Work Schedule Assignment Administration page, click the Done button. 23. On the Assigned Implementation Tasks tab, click the Status icon button. 24. In the Edit Status window that appears, click Completed from the Status list. 25. Click the Save and Close button. 26. In this demo, you assigned the work schedule to the Data Center Operations department.

Adding an Exception to an Employee Work Schedule

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Solution: Adding an Exception to an Employee Work Schedule Step

Act ion

1.

This demo is the last in the series of demos that provide the solution to the Creating and Assigning a Work Schedule activity. In this demo, you will open Andrew Moore's schedule and include in it the training calendar event as an exception.

2. Begin by navigating to the Search Person page. Click the Navigator link. 3. Click the Person Management link. 4. Use the Search Person page to search for persons and navigate to person-specific actions. 5. Click in the Name field. 6. Enter the desired information into the Name field. Enter "Andrew Moore". 7. Click the Search button. 8. Click the Moore, Andrew link. 9. Use the Person Management page to manage person information and also to navigate to person-specific tasks. 10. Click the Manage Work Schedule Assignment link. 11. Use the Manage Schedule Assignment page to review existing schedules for the selected employee and add new schedules. 12. Click the Add Row button. 13. Click the Search: Name link. 14. Click an entry in the XX Work Schedule column. 15. Click in the Start Date field. 16. Enter the desired information into the Start Date field. Enter "1/2/2012". 17. Click the Example: 11/29/98 object. 18. Enter the desired information into the End Date field. Enter "6/30/2012". 19. Click the Primary list. 20. Click the Yes list item. 21. Add an exception for the work schedule in the Exceptions region.

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Click the Add Row button. 22. Click the Type list. 23. Click the Calendar event list item. 24. Click the Search: Name link. 25. Click the XX Worker Safety and Health Training list item. 26. Click the Availability list. 27. Click the Off period list item. 28. Click the Submit button. 29. Click the Yes button. 30. Click the OK button. 31. You have successfully added an exception to an employee work schedule.

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Defining Person Record Values Define Person Record Values Task List

To access the Define Person Record Values task list, select your implementation project from the Functional Setup Manager and navigate to: Workforce Deployment > Define Common HCM Configuration > Define Workforce Records > Define Person Record Values

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Person Types You can use person types to maintain information for a group of people in your enterprise. Person types include: 

System Person Types: Predefined person types that the application uses to identify a group of people. You cannot change, delete, or create additional system person types.



User Person Types: Contained in the system person type and can be configured as per your enterprise requirements. There is no limit to the number of user person types that you can add to a system person type. For example, if your enterprise refers to its employees as associates instead of employees, you change the Employee user person type to Associate.

The following figure illustrates the system person types and the list of user person types defined for the selected system person type, Employee. You can add new user person types.

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Manage Person Types Task

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Person Name Formats Oracle Fusion HCM provides predefined person name format types that you can configure. Each person name format type contains a sequence of name components that represents different parts of a person's name, for example, first name, last name, and punctuation marks. You can change the sequence of, remove, or include additional name components according to your requirements. Oracle Fusion HCM includes local and global formats for each format type. The following figure illustrates name components along with punctuation marks that make up a name format.

The following table describes the predefined format types that you can configure.

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Person Lookups The following table describes common lookups that are person-related and have user or extensible customization levels. Review these lookups and update them as appropriate to suit enterprise requirements.

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Defining Employment Record Values Define Employment Record Values Task List

To access the Define Employment Record Values task list, select your implementation project from the Functional Setup Manager and navigate to: Workforce Deployment > Define Common HCM Configuration > Define Workforce Records > Define Employment Record Values

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Assignment Statuses Each assignment contains an assignment status. The HR status and payroll status values are linked to the assignment status and are set automatically when the assignment status changes. For example, when you create an assignment, its status is set automatically to Active - payroll eligible. The same action sets the HR status to Active and the payroll status to Process. You can define your own user names for the predefined assignment statuses.

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Key Decisions for Enforcing Grades at Assignment Level Decide whether to: 

Enforce valid grades: If you set the site-level profile option PER_ENFORCE_VALID_GRADES to Yes, then users can select a grade for an assignment or set of employment terms only from those grades that are valid for the job or position. If users select both a job and a position for the assignment or employment terms, then they can select grades that are valid for the position only. If valid grades are defined for neither the job nor the position, then users can select from all grades. If you set PER_ENFORCE_VALID_GRADES to No, which is the default value, then users can select from all grades.



Default the grade from the job or position: If you set the site-level profile option PER_DEFAULT_GRADE_FROM_JOB_POSITION to Yes, and there is only one valid grade for a job or position, then that grade is used by default in the assignment or employment terms. In addition, if an entry grade is defined for a position, then that grade is used by default when the user creates a new set of employment terms or a new assignment. If you set PER_DEFAULT_GRADE_FROM_JOB_POSITION to No, which is the default value, then users can select from all grades.

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Employment Lookups The following table lists common lookups that are employment-related and have user or extensible customization levels. Review these lookups, and update them as appropriate to suit enterprise requirements.

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Defining Documents Defining Documents Task List

To access the Define Documents task list, select your implementation project from the Functional Setup Manager and navigate to: Workforce Deployment > Define Common HCM Configuration > Define Workforce Records > Define Documents

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Document Types and Categories

Persons create document records to store information about documents such as work permits, and visas, and upload electronic versions of the documents as attachments. Document types categorize documents and control the document properties. A document type exists for a combination of document category and subcategory.

Document Types: Provide a set of options to control what document information to retain, who can access the documents, whether the documents require approval, and whether the documents are subject to expiry. Using the document type security profile, you can restrict which users or roles can access particular documents. The document type security profile is covered in detail in the Security Profiles topic.

Document Categories and Subcategories: Document categories (for example, absence) provide a high level grouping of documents. Document subcategories (for example, general or medical) provide further grouping of document categories. Document types (for example, leave approval or medical report) provide a lower level categorization of documents. Use the DOCUMENT_CATEGORY lookup type to define new document categories and subcategories.

Document Statuses: Enable you to identify and track document records requiring approval. You define approval statuses as values for the lookup type DOCUMENT_STATUS. Note that these statuses are for information purposes only; they do not control the document approval process.

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Demo: Creating a Document Type Solution: Demo: Creating a Document Type Step

Act ion

1.

Enter the desired information into the Task field. Enter "Manage Document Types".

2. Click the Search button. 3. Click the Go to Task button. 4. Use the Manage Document Types page to manage existing document types and create new ones. 5. Click the Create button. 6. Click in the Type field. 7. Enter the desired information into the Type field. Enter "HHMedical Certificate". 8. Click the Category list. 9. Click the Licenses and certificates list item. 10. Enter the desired information into the Subcategory field. Enter "Personal". 11. Enter the desired information into the Country field. Enter "India". 12. Click the India object. 13. Approval is required. Click the Yes option. 14. Users must be notified 7 days prior to document record expiry. Enter the desired information into the Expiration Notification Period field. Enter "7". 15. Users must specify the issuing authority, location, and issued on date, when they create document records of this type. Click the Issuing Authority option. 16. Select the Required option for the Issuing Location and Issued On attributes. 17. Click the Submit button. 18. Click the Yes button. 19.

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Defining Workforce Records Quiz Quiz 1 You can create additional system person types. 1. True 2. False

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Quiz 2 Which two statuses are linked to the assignment status?

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Quiz 3 Which profile options must you set to enforce grades at the assignment level?

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Quiz 4 When date-effective values are copied to the PER_KEYWORDS table, their history is also copied. 1. True 2. False

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Defining Workforce Records Highlights

In this section, you should have learned to: 

Define availability



Define person and employment records



Define documents



Manage person gallery search



Define eligibility profiles

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Define Workforce Business Processes and Events Objectives After completing this section, you should be able to:

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

Define HCM Events



Define checklists

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Lesson 5: Defining Common HCM Configuration

Define Workforce Business Processes and Events Task List

To access the Define Workforce Business Processes and Events task list, select your implementation project from the Functional Setup Manager and navigate to: Workforce Deployment > Define Common HCM Configuration > Define Workforce Business Processes and Events

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Defining Checklists How Can I Create and Track Standard Tasks Use checklists for actions that require the completion of standard tasks. For example, the employee hire action typically requires a number of people to complete standard tasks such as creating user accounts or assigning resources. You can create and maintain such tasks within a checklist template. checklist templates can be allocated to persons either automatically or manually.

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Checklist Template Components

Action: Link an action (Hire or terminate, for example) to a checklist template to allocate the checklist to persons automatically when they experience the action. Task: You create tasks within a checklist template, however, managers can also create and maintain tasks within allocated checklists. Areas of Responsibility: Select the task performers' areas of responsibility when you create a checklist template. During checklist allocation, the persons with the selected responsibilities are automatically assigned as performers for the tasks. Eligibility Profile: If you link an eligibility profile to a task, the task appears in the allocated checklist of a worker only if the worker matches the eligibility criteria defined in the eligibility profile.

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Creating a Checklist Template Activity Background The employee hire action typically requires a number of people to complete standard tasks. InFusion corporation wants to automatically allocate tasks to all newly hired workers and track the tasks involved in hiring a worker. Assumptions Replace XX with your terminal number or initials as indicated by your instructor. You must have access to an Oracle Fusion Application InFusion database or comparable training or test instance at your site on which to complete this practice. Scope: The following table summarizes critical choices for this scenario:

Data:

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

Prerequisite: Create eligibility profile XX_Work_Location_India for work location India.



Create a checklist template XX_NewHireChecklist

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Associate the checklist template with the Hire action to allocate the template to persons automatically when they experience the hire action.

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Create the three tasks within the checklist template.

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Select the responsibility type HR Representative for all the three tasks.



Select the eligibility profile XX_Work_Location_India for the XX_Issue Meal Vouchers task.

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Activity Solution: Creating a Checklist Template Solution: Activity Solution: Creating a Checklist Template Step

Act ion

1.

Use the Manage Eligibility Profiles task in your project to create an eligibility profile to associate with the tasks in the checklist. Enter the desired information into the Task field. Enter "Manage Eligibility Profiles".

2. Click the Search button. 3. Click the Go to Task button. 4. The Manage Eligibility Profiles page enables you to manage existing eligibility profiles and create new ones. 5. Click the Create button. 6. Click the Create Participant Profile menu. 7. Enter the desired information into the Name field. Enter "HH_Applications_Department". 8. Click the Profile Usage list. 9. Click the Checklist list item. 10. In the Eligibility Criteria region, click the Employment tab. 11. Click the More icon on the right side of the page to view other tabs. 12. You want to add the Applications and Services department to the eligibility profile. Click the Department list item. 13. Click the Add button. 14. Enter the desired information into the Sequence field. Enter "1". 15. Click the Department list. 16. Click the Applications and Services list item. 17. Click the Save and Close button. 18. Click the Done button. 19. You can now create a checklist template using the Manage Checklist Template task. Click in the Task field. 20. Enter the desired information into the Task field. Enter "manage checklist template".

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21. Click the Search button. 22. Click the Go to Task button. 23. The Manage Checklist Templates page enables you to manage existing checklist templates and create new ones. Click the Create button. 24. Enter the desired information into the Name field. Enter "HH_NewHireChecklist". 25. Click the Category list. 26. The checklist is for an on boarding process. Click the On Boarding list item. 27. Enter the desired information into the Action Name field. Enter "Hire". 28. Click the Hire Hire an Employee object. 29. Use the Tasks region to create tasks within the checklist template. Click the Create button. 30. Enter the desired information into the Name field. Enter "HH_create E-mail Account". 31. Since this is a required task, click the Yes option for the Required field. 32. Enter the desired information into the Target Duration field. Enter "5". 33. Click the UOM list. 34. Click the Days list item. 35. Click the Responsibility Type list. 36. Click the Human resources representative list item. 37. Click the OK button. 38. Create the second task within the checklist template. Click the Create button. 39. Enter the desired information into the Name field. Enter "HH_Issue_Meal_Vouchers". 40. Click in the Target Duration field. 41. Enter the desired information into the Target Duration field. Enter "2". 42. Click the UOM list. 43. Click the Weeks list item. 44. Associate the task with the HH_Applications_Department eligibility profile that you

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created. Click the Eligibility Profile list. 45. Click the HH_Applications_Department list item. 46. Select the Human resources representative responsibility. 47. Click the OK button. 48. Click the Submit button. 49. Click the Yes button. 50. Click the OK button. 51. On the Assigned Implementation Tasks tab, click the Status icon button. 52. In the Edit Status window that appears, click Completed from the Status list. 53. Click the Save and Close button. 54. The task is now set to complete. 55.

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Checklist Template Allocation

An allocated checklist is a specific instance of the checklist template; it contains the tasks relevant to the person to whom the checklist is allocated (either manually or automatically). During allocation, performers are assigned to the tasks based on the responsibility types specified in the checklist template and notified of the assignment. Task owner, generally synonymous with a manager, is the person responsible for ensuring task completion. Only task owners and performers can view and update checklist tasks. You can, however, designate workers as owners or performers if you want workers to track the progress of their tasks or perform the task actions.

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Defining Checklists Quiz Quiz 1 An allocated checklist contains all the tasks from the checklist template. 1. True 2. False

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Quiz 2 To allocate a checklist to persons automatically, what must you link the checklist template to?

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Quiz 3 Where can managers create and maintain tasks?

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Quiz 4 Workers can view and update checklist tasks allocated to them. 1. True 2. False

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Defining HCM Events Key Decisions for Events Consider the following questions before you decide to create event types in addition to the predefined ones: 

Do the predefined event types cover the conditions you want to capture for data change event detection?



Does your enterprise have custom processes or services associated with a published business event?



Do any required SOA services already exist?

The following figure illustrates the decision points for HCM event type customization.

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Key Components of the Event Model The following table lists the role of each key component of the events model:

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Defining Workforce Business Processes and Events Highlights

In this section, you should have learned to:

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

Define HCM events



Define checklists

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Lesson 6: Define Absences

Lesson 6: Define Absences Objectives

After completing this lesson, you should be able to: 

Define absence categories, types, and reasons



Define accrual plans and enroll employees in accrual plans

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Overview Demo: Recording an Absence Solution: Demo: Recording an Absence Step

Act ion

1.

In this demo, you will learn how to navigate to the Manage Absence Records page and record an absence for Mitch Blum.

2. Begin by navigating to the Search Person page. Click the Navigator link. 3. Click the Person Management link. 4. The Search Person page enables you to search for people and perform actions specific to that person record. In this demo, we will search for Mitch Blum's person record. 5. Click in the Name field. 6. Enter the desired information into the Name field. Enter "Mitch Blum". 7. Click the Search button. 8. Click the Name cell. 9. Click the Actions menu. 10. Click the Manage Absence Records menu. 11. The Manage Absence Records page allows you to review existing absence entries or record new ones. 12. Click the Record Absence button. 13. The Record Absence page enables you to schedule a new absence. Mitch Blum wants to use the time in his vacation plan to go on leave from January 16, 2012 to January 20, 2012. 14. This analytic shows the available balances in each accrual plan that Mitch Blum is currently enrolled in. Notice that Mitch has 40 hours of vacation time that he can use.

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15. Select the type of absence to record. In this demo, we want to use the Vacation absence type. Click the Absence Type list. 16. Click the Vacation list item. 17. Click in the Actual Absence End Date and Time field. 18. Mitch's period of absence ends on January 20, 2012. Enter the desired information into the Actual Absence End Date and Time field. Enter "1/20/12 5:00 PM". 19. Press [Tab]. 20. Absence information for each day on the basis of Mitch's work schedule during the period of absence appears. 21. On the basis of the absence period and the schedule that applies during that period, the duration of the absence is automatically calculated. 22. Before we submit this absence record, let us see the impact of this absence on Mitch's leave accrual balance. 23. Click the Expand Analytics link. 24. This analytic indicates that if you were to submit this absence record, then the leave time balance in the vacation plan reduces to 0.04 hours. 25. Let us examine another analytic that shows us which other times during the year was Mitch absent and the type of absence used in those cases. 26. Remember that this absence type records time in hours. Click the Show Hours button. 27. Notice that Mitch used the vacation absence type to go on leave during the months of January, February, April, and May. The longest duration of absence (approximately 25 hours) was in February. 28. Click the Submit button. 29. Click the Yes button. 30. Click the OK button. 31. In this demo, you learned to record an absence for an employee. You also reviewed various analytics to understand how the absence impacts accrual plan balances.

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Instructor Note: Define Absences Task List -_-_-_-_-_- INSTRUCTOR NOTE -_-_-_-_-_Note that there is no user interface presently to test the entitlement plans setup. Although the application generates the daily breakup details of an employee enrolled in an absence entitlement plan, in order to view this information, you must query database tables, which is not advisable in a classroom environment. Because of this limitation, this course does not cover the following tasks in the Define Absences task list: - Manage Absence Benefit Plans - Manage Entitlement Bands - Manage Entitlement Plans - Manage Absence Life Events

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Tasks In the Define Absences Task List There are two task lists within Define Absences: 

Define General Absence



Define Absence Plans

The following figure illustrates the Define Absences task list in FSM:

Navigation: Workforce Deployment > Define Absences

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Absence Types An absence type determines the nature of an absence, such as illness or personal business. Create absence types to: 

Enable employees to record absences



Maintain running totals of absences

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View absence reports for employees



Create accrual plans



Create entitlement plans

Note: The specifics of creating absence types, accrual plans, and entitlement plans are discussed in later sections.

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Absence Types, Categories, and Reasons For reporting purposes, you can group absence types into categories, such as sickness, or vacation. You can define as many absence reasons as you require for reporting, and specify which reasons are valid for each absence type. The following figure shows examples of absence categories, types, and reasons and how they are related.

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Defining Absences Overview Quiz Instructor Note: All Quizzes and Answers -_-_-_-_-_- INSTRUCTOR NOTE -_-_-_-_-_1. What's the difference between an absence type and an absence category? A. An absence type indicates the nature of an absence, such as illness. An absence category is a grouping of absence types. 2. An absence reason can be associated with multiple absence types. (True / False) A. True. You define absence reasons independently of an absence type so that you can use the same reasons for multiple absence types.

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Quiz 1 What's the difference between an absence type and an absence category?

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Quiz 2 An absence reason can be associated with multiple absence types. (True / False)

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Defining General Absences In this section, you will learn how to: 

Plan for absence categories, types, and reasons



Use absence lookups to create absence categories, absence reasons, and accrual categories



Decide if you want to configure the absences descriptive flexfield

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Absence Lookups Use the Manage Absence Lookups page to extend the list of predefined values of the following components: 

Absence categories



Absence reasons

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Accrual categories

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Accrual start rules

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Accrual band groups

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Accrual band ranges

For example, although predefined absence categories may exist for your legislation, you may want to create additional ones to support your reporting requirements. Note: Accrual categories, start rules, band groups, and ranges are covered in later sections.

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Absence Value Sets and Descriptive Flexfields Use the Manage Absences Descriptive Flexfields page if you plan to store additional information when you: 

Record absences



Create an absence case



Create an absence type

Create value sets if you want to associate lists of values or validation for these additional information fields.

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Defining General Absences Quiz Instructor Note: All Quizzes and Answers -_-_-_-_-_- INSTRUCTOR NOTE -_-_-_-_-_1. You want to provide an additional field in the Record Absences page that enables users to select whether or not the absence is work related. Which tasks must you complete to achieve this? A. You navigate to the Manage Descriptive Flexfields task to create the information field, and to the Manage Value Sets task to create a list of values for the new information field.

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Quiz 1 You want to provide an additional field in the Record Absences page that enables users to select whether or not the absence is work related. Which tasks must you complete to achieve this?

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Key Decisions for Absence Lookups and Flexfields For reporting: 

What absence categories and reasons to create?



What accrual categories to create?

For absence recording:

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

Are any extra fields required, not already provided on the Record Absences page?



If yes, what lists of values would you provide for these fields and how would you validate them?

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Lesson 6: Define Absences

Defining Absence Plans

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Manage Absence Types Absence Types and Absence Elements Elements are the building blocks of payroll and benefits. Each element represents a compensation or benefit type, such as salary, pension contributions, and absences. You associate an absence element with an absence type to maintain a running balance of the absence entries that employees record. You can also define eligibility rules for the absence element. When an employee attempts to record an absence, these rules determine whether that employee is eligible to record the absence. Optionally, you can use absence elements to process absences through payroll. When you record an absence for an eligible employee, an entry that consists of the absence duration and the absence period is automatically created for the absence element. The following figure illustrates the role of an absence type and an absence element while recording an absence.

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Absence Balance Maintenance Increasing Balance This type of balance starts from zero and increases when you enter the hours or days absent.

Decreasing Balance This type of balance has an initial balance that decreases when you enter absent days or hours.

Note: Decreasing absence balances need a prorated initial balance entry for all eligible new hires throughout the year, and require resetting each year for all eligible employees.

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Absence Recording at Person Or Assignment Level Person Level Absences that you record at this level will apply to the primary assignment of a person.

Assignment Level You set up the absence type at this level so that employees can record absences for individual assignments. For example, an employee has multiple assignments, each with a different work time during the week. The employee may want to record absent time for only a particular secondary assignment, but report to work as usual for the other assignments.

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Absence Duration Calculation When you enter the absence start date and the end date while recording an absence, the absence duration is automatically calculated. The following table shows how you can configure the absence type to control the absence duration calculation:

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Absence Processing in Payroll Runs When you create an absence element, you can determine how payroll runs process absences in each payroll period. Nonrecurring Absence Element Elements of this type are valid only for the payroll period in which the absence starts. The element entry records the full value of the absence duration in the current payroll period even if the end date falls beyond the payroll period.

Recurring Absence Element (only if you use Oracle Fusion Global Payroll) Use this type of element if you want to process, in each payroll period, absences that have not ended. Use a payroll formula to calculate the absence duration that the payroll run must process in each payroll period. Recurring element entries start on the absence start date and end on the absence end date (if there is an end date). If the absence starts or ends in the middle of a payroll period, the payroll run detects and processes the absence using the proration functionality.

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Absence Entries in Statement of Earnings When you create an absence element for an absence type, your choice of element classification determines how absence entries display on the statement of earnings. Using the Absence Classification This type of element classification enables you to process absences in a single calculation, and avoids display of separate absence entries on the statement of earnings that the payroll run generates. Note that payroll runs do not process elements of this classification. You may want to use an earnings element to manage the calculation and payment of absences.

Using the Standard Earnings Classification Use this classification if you want to create a one-line entry on the statement of earnings for each absence type. For example, you can use this classification if your employees submit timecards, and you want absences taken by these employees to show on the statement of earnings.

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Demo: Managing Absence Elements Solution: Demo: Managing Absence Elements Step

Act ion

1.

In this demo, you will learn to navigate to the Manage Elements page and open an absence element to review its settings. You will learn how an absence element impacts the way absences are stored and processed.

2. Begin by navigating to the Payroll Administration work area. Click the Navigator link. 3. Click the Administration link. 4. Use the Payroll Administration work area to manage elements, formulas, balances, and other payroll tasks. 5. Click the Manage Elements link. 6. As you learned earlier in this lesson, you use elements to represent compensation and benefits, such as salary, wages, and absences. Use the Manage Elements page to review and modify existing elements, or create new ones. 7. In this demo, let us search for an existing absence element called Sick Time Taken. Click in the Element Name field. 8. Enter the desired information into the Element Name field. Enter "Sick Time Taken". 9. Click the Legislative Data Group list. 10. Click the US LDG list item. 11. Click the Search button. 12. Click the Sick Time Taken link. 13. This element uses the Absences classification. This means the absences are processed in a single calculation and do not appear on the statement of earnings that the payroll run generates. 14. Element entries for this absence element are nonrecurring. This means the entry records the full value of the absence duration in the current payroll period even if the end date falls beyond the payroll period. 15. Let's look at the input values of this absence element.

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Click the Sick Time Taken tree item. 16. The Input Values page enables you to define values to hold information for an element entry. 17. This absence element's input value holds the duration (in hours) of the absence taken. 18. Let's look at the eligibility rules for this element. Click the Sick Time Taken Open tree item. 19. Notice that no eligibility criteria are defined for this absence element. That means all employees are eligible to receive this element. Remember that you associate an absence element with an absence type. If you do not define any eligibility criteria for the absence element, then all employees can record absences of that absence type. 20. In this demo, you navigated to the Manage Elements page and learned how an absence element impacts the way absences are stored and processed.

Demo: Managing Absence Types Solution: Demo: Managing Absence Types Step

Act ion

1.

In this demo, you will learn to navigate to the Manage Absence Types page and open an absence type to review its settings.

2. Begin by navigating to the Setup and Maintenance work area. Click the Administration menu. 3. Click the Setup and Maintenance... menu. 4. The Setup and Maintenance page enables you to manage your implementation projects, offerings, and options. In this demo, you will search for and navigate to the Manage Absence Types task. 5. Click in the Name field. 6. Enter the desired information into the Name field. Enter "Manage Absence Types". 7. Click the Search button. 8. Click the Go to Task button. 9. The Manage Absence Types page enables you to search for existing absence types and

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create new ones. In this example, we will search for the Vacation absence type and examine its setup. 10. As you learned earlier in this course, the absence category indicates a group of related absence types for reporting purposes. In this example, we search for absence types grouped under the Vacation category. 11. Click the Absence Category list. 12. Click the Vacation list item. 13. Click the Search button. 14. Click the Vacation link. 15. The Edit Absence Type page enables you to review the rules that you defined for the absence type and make changes if required. 16. Notice that this absence type enables employees to override the absence duration, which is automatically calculated. 17. This absence type uses the employee's work schedule to calculate the absence duration. If you do not enable work schedules, then the application searches for a formula to calculate absence duration. If there is no formula, then the application uses the employee's standard working hours. 18. When you record an absence for this absence type using the Manage Absence Records page, this element stores the time taken. 19. This absence type enables you to record and store time in hours. 20. A decreasing balance indicates that this absence type's absence balance starts with an initial entry. 21. The absence reasons that you select here will be available for selection when you record an absence for the employee on the Manage Absence Records page. To add new absence reasons to this table, you navigate to the Manage Absence Lookups page and modify the Absence Reasons lookup type. 22. You can include additional information fields in the Legislative Information region to enable users to record absence information specific to their legislation. To do this, you navigate to the Manage Absences Descriptive Flexfields task and modify the Absence Type Attributes flexfield to add your own information segments. 23. In this demo, you learned about the various settings of an absence type.

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Key Decisions for Absence Types Decide on the following key aspects when you create absence types: 

What absence types and elements to create, based on processing and reporting requirements?



Maintain an increasing or decreasing absence balance?



Record absences at person level or assignment level?



Calculate absence duration on the basis of work schedules, formula, or working hours?



Should element entries store the full absence in the start period, or prorate across periods?



Show absence entries as individual absence types in statement of earnings, or as a single absence adjustment to earnings?

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Managing Absence Types Quiz Instructor Note: All Quizzes and Answers -_-_-_-_-_- INSTRUCTOR NOTE -_-_-_-_-_1. You must create an absence element to create an absence type. A. False. You associate an absence element with an absence type only if you want to maintain a running total of the absences, or define eligibility conditions, or process the absence through payroll. 2. When might you set up an absence type to record at assignment level rather than person level? A. If employees have multiple assignments and want to record absences separately for each assignment. 3. You would use the Standard Earnings classification, rather that the Information classification, if you want absences to be itemized on workers' statements of earnings. A. True. You use the Standard Earnings classification to display a one-line entry on the statement of earnings for each absence type. 4. Where do you define eligibility rules for an absence type? A. Create Absence Type page B. Manage Elements page C. Manage Absence Lookups page A. The answer is B. You define eligibility rules for the absence element in the Manage Elements page. 5. What are the three ways to calculate absence duration? A. You can use work schedules, or working hours, or a formula to calculate absence duration.

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Quiz 1 You must create an absence element to create an absence type. (True / False)

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Quiz 2 When might you set up an absence type to record at assignment level rather than person level?

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Quiz 3 You would use the Standard Earnings classification, rather that the Information classification, if you want absences to be itemized on workers' statements of earnings. (True / False)

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Quiz 4 Where do you define eligibility rules for an absence type? A. Create Absence Type page B. Manage Elements page C. Manage Absence Lookups page

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Quiz 5 What are the three ways to calculate absence duration?

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Creating an Absence Element and Absence Type Activity Activity: Create an absence element and absence type for study leave.

Background You work for InFusion Corporation. An internal report noted an increasing trend of employees taking leave to pursue academic activities. As a result, the company has decided to provide employees study leave time in addition to the existing absence types. The company wants you to create the study leave absence type to enable employees to record time.

Study Leave Absence Type Details 

Study leave time must be recorded in days and must be available to all employees.



The absence type must not generate payments.



Payroll runs must process the entire absence duration in the pay period in which the absence starts.

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An absence balance for each employee must be maintained. New absence entries must add to the balance.

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Work schedules must be used to calculate the absence duration.



Employees must not be allowed to modify the absence duration.

Activity Scope

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

Edit the Absence Category lookup type and create a lookup value called XX Academic Leave.

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Create a XX Study Leave absence element (nonrecurring, information) to store the study leave time that the employee records.



Include eligibility rules for the element.



Create a XX Study Leave absence type and associate the absence type with the XX Academic Leave absence category.

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Associate the absence element with the absence type. Copyright 2012 – All rights reserved.

Lesson 6: Define Absences



Test your setup by recording study leave for Curtis Feitty from January 24, 2012 to February 1, 2012.

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Creating an Absence Category and Accrual Category Solution: Creating an Absence Category and Accrual Category Step

Act ion

1.

This demo is the first in the series of demos that provide the solution to the Creating an Absence Element and Absence Type activity. In this demo, you will learn to create an absence category called Academic Leave.

2. Begin by navigating to the Assigned Implementation Tasks tab in the Setup and Maintenance work area. Click in the Task field. 3. Enter the desired information into the Task field. Enter "Manage Absence Lookups". 4. Click the Search button. 5. Click the Go to Task button. 6. Click an entry in the ABSENCE_CATEGORY column. 7. Click the Edit button. 8. Click the New button. 9. Click in the Lookup Code field. 10. Enter the desired information into the Lookup Code field. Enter "XX_ACADEMIC". 11. Click in the Start Date field. 12. Enter the desired information into the Start Date field. Enter "1/1/51". 13. Click in the Meaning field. 14. Enter the desired information into the Meaning field. Enter "Academic Leave". 15. Click the Save and Close button. 16. Click an entry in the PER_ACCRUAL_CATEGORY column. 17. Click the Edit button. 18. Click the New button. 19. Click in the Lookup Code field. 20. Enter the desired information into the Lookup Code field. Enter "XX_ACADEMIC". 21. Click in the Start Date field.

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22. Enter the desired information into the Start Date field. Enter "1/1/51". 23. Click in the Meaning field. 24. Enter the desired information into the Meaning field. Enter "Academic Leave". 25. Click the Save and Close button. 26. Click the Done button. 27. On the Assigned Implementation Tasks tab, click the Status icon button. 28. In the Edit Status window that appears, click Completed from the Status list. 29. Click the Save and Close button. 30. In this demo, you learned to create an absence category and an accrual category.

Creating an Absence Element Solution: Creating an Absence Element Step

Act ion

1.

This demo is the second in the series of demos that provide the solution to the Creating an Absence Element and Absence Type activity. In this demo, you will learn to create the Study Leave element to store the absent time taken.

2. Click the Navigator link. 3. Click the Administration link. 4. Use the Payroll Administration work area to manage elements, formulas, security, and other payroll tasks. 5. Click the Manage Elements link. 6. Use the Manage Elements page to create elements or review existing ones. 7. Click the Create button. 8. Click the Legislative Data Group list. 9. Click the US LDG list item. 10. Click the Primary Classification list. 11. According to the activity, the absence entries must not generate payments. So, you must select the Absences classification. Click the Absences list item. 12. Click the Continue button.

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13. Click in the * Name field. 14. Enter the desired information into the * Name field. Enter "XX Study Leave". 15. Click in the * Reporting Name field. 16. Enter the desired information into the * Reporting Name field. Enter "Study Leave". 17. Click in the * Effective Date field. 18. Enter the desired information into the * Effective Date field. Enter "1/1/51". 19. Click the What is the earliest entry date for this element? list. 20. Click the First Standard Earning Date list item. 21. Click the What is the latest entry date for this element? list. 22. Click the Final Close list item. 23. Click the Yes option. 24. According to the activity, payroll runs must process the entire absence duration in the pay period in which the absence starts. Click the Nonrecurring option. 25. The study leave time taken must be recorded in days, so there is no change to the Absence Elements Units field as it is already set to Days. 26. Click the Next button. 27. Click the Next button. 28. Before you submit, review the information that you added so far. Click the Submit button. 29. After you create an element, use the Element Summary page to add more details, such as input values and element links. 30. An input value is created by default. For easier reference, rename the input value to suggest that that value stores the absence duration. Click the XX Study Leave tree item. 31. Click the Edit button. 32. Click the Correct menu. 33. Enter the desired information into the * Name field. Enter "Duration". 34. Click the Save button. 35. Click the Submit button. 36. Define eligibility rules for the element.

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Click the Element Link tree item. 37. Click the Actions menu. 38. Click the Create Element Link menu. 39. Click in the * Element Eligibility Name field. 40. Enter the desired information into the * Element Eligibility Name field. Enter "XX Study Leave Open". 41. All employees must be eligible to record study leave time. To achieve this, leave all the eligibility criteria fields blank. 42. Click the Submit button. 43. Click the Done button. 44. In this demo, you learned to create the Study Leave element.

Creating an Absence Type Solution: Creating an Absence Type Step

Act ion

1.

This demo is the third in the series of demos that provide the solution to the Creating an Absence Element and Absence Type activity. In this demo, you will learn to create the XX Study Leave absence type.

2. Begin by navigating to the Assigned Implementation Tasks tab in the Setup and Maintenance work area. Click in the Task field. 3. Enter the desired information into the Task field. Enter "Manage Absence Types". 4. Click the Search button. 5. Click the Go to Task button. 6. Click the Create button. 7. Click in the * Name field. 8. Enter the desired information into the * Name field. Enter "XX Study Leave". 9. Click the Legislative Data Group list. 10. Click the US LDG list item. 11. Click the Category list.

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12. Click the Academic Leave list item. 13. Click in the * Valid From field. 14. Enter the desired information into the * Valid From field. Enter "1/1/51". 15. Click the Yes option. 16. Click the Element Name list. 17. Click the XX Study Leave list item. 18. Click the Days option. 19. Click the * Input Value list. 20. Click the Duration list item. 21. Click the Increasing option. 22. Click the Submit button. 23. Click the Yes button. 24. Click the OK button. 25. On the Manage Absence Types page, click the Done button. 26. On the Assigned Implementation Tasks tab, click the Status icon button. 27. In the Edit Status window that appears, click Completed from the Status list. 28. Click the Save and Close button. 29. In this demo, you learned to create the XX Study Leave absence type.

Test Your Setup by Recording an Absence Solution: Test Your Setup by Recording an Absence Step

Act ion

1.

This demo is the last in the series of demos that provide the solution to the Creating an Absence Element and Absence Type activity. In this demo, you will record an absence for Curtis Feitty using the XX Study Leave absence type.

2. Begin by navigating to the Search Person page. Click the Navigator link. 3. Click the Person Management link. 4. Click in the Name field.

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5. Enter the desired information into the Name field. Enter "Curtis Feitty". 6. Click the Search button. 7. Click an entry in the Feitty, Curtis column. 8. Click the Actions menu. 9. Click the Manage Absence Records menu. 10. Click the Record Absence button. 11. Click the * Absence Type list. 12. Click the XX Study Leave list item. 13. Click in the * Actual Absence Start Date and Time field. 14. Enter the desired information into the Actual Absence Start Date and Time field. Enter "6/1/12 12:00 AM". 15. Click in the Actual Absence End Date and Time field. 16. Enter the desired information into the Actual Absence End Date and Time field. Enter "6/8/12 5:00 PM". 17. Press [Tab]. 18. Duration. 19. Click the Submit button. 20. Click the Yes button. 21. Click the OK button. 22.

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Manage Accrual Plans Key Terminology in Accrual Plans The following table lists key terms and their meanings used in this lesson.

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Components That Comprise an Accrual Plan Accrual plans are based on elements, formulas, accrual bands, and net accrual calculation rules, as shown in the following figure.

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Accrual Start Date Rules for New Hires When you create accrual plans, you can select any of these start date rules to determine when a newly hired employee starts to accrue leave time.

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Accrual Term Type When you create an accrual plan, you can select any of the following options to determine when the accrual term must start and the duration:

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Accrual Ineligibility Period You can set up accrual plans that require participants to work for a period of time before they are eligible to take leave. Participants accrue time at the usual rate during this period, but the time does not add to their net accrual until the period of ineligibility expires. You can specify the ineligibility period in the following locations:

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Accrual Formulas The accrual formula calculates the gross accrual on the basis of leave time that employees accrue in each accrual period. Use the following table to decide which predefined formula to select for your accrual plan.

For example, if you want your employees to accrue leave time per calendar month, but do not want to maintain gross accruals using a payroll balance, you can select the Accrual Simple Multiplier formula. Remember that the predefined formula that you select is just a starting point. You can customize the formula further according to your plan rule requirements.

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Gross Accrual Maintenance If you use Oracle Fusion Global Payroll, you can set up your accrual plan to use a payroll balance to store gross accruals. The advantage is that the gross accruals are calculated since the last payroll run, and not for the entire accrual term, thus reducing the time to calculate the accrual. The components required to maintain an accrual balance (payroll formula, payroll balance, and the payroll balance element) are generated automatically, so no additional setup is required. The following figure illustrates how the payroll run maintains gross accruals in a balance:

The payroll balance reset date that you must specify when you create an accrual plan determines the period of time over which the balance accumulates before it resets to zero. For example, you can set up the accrual plan to reset the accrual plan balance on January 1 every calendar year or on the start date of the first payroll period of the year that contains this date. The Accrual Payroll Balance Calculation formula and the Accrual Simple Balance Multiplier formula support payroll balances.

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Accrual Bands Accrual bands enable you to vary accrual benefits to employees on the basis of employment criteria, such as length of service or grade. You define accrual bands in the Create Accrual Plan page. The following table illustrates using accrual bands to award greater accrual benefits to those employees who have completed more than five years service.

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Net Accrual Calculation The accrual formula uses the following calculation to determine an employee's net accrual:

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Demo: Managing Accrual Plans Solution: Demo: Managing Accrual Plans Step

Act ion

1.

On the Welcome page, begin by navigating to the Manage Accrual Plans task from the Setup and Maintenance work area. Click the Administration menu.

2. Click the Setup and Maintenance... menu. 3. The Setup and Maintenance work area enables you to manage your implementation project. 4. In the All Tasks tab, click in the Name field. 5. Enter the desired information into the Name field. Enter "Manage Accrual Plans". 6. Click the Search button. 7. Click the Go to Task icon button of the Manage Accrual Plan task. 8. The Manage Accrual Plans page enables you to search for existing accrual plans and create new ones. 9. In this demo, you will search for accrual plans that belong to the Vacation category. Click the Category list. 10. Click the Vacation list item. 11. Click the Search button. 12. Click the Vacation Plan link. 13. The Edit Accrual Plan page enables you to review the rules of an accrual plan and make changes if required. 14. The Plan and Absences tab enables you to modify accrual plan rules, such as the start rule, accrual category, and associated absence types. 15. The accrual category groups related accrual plans for reporting purposes. 16. The selected start rule indicates that newly hired employees begin to accrue leave time from the first pay period following their hire date. 17. Notice that the Vacation absence type is associated with this accrual plan. When an employee records an absence of the associated absence type, the net accrual reduces. 18. Click the Period and Formulas tab.

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19. The Period and Formulas tab enables you to define rules pertaining to the duration of the accrual term, frequency of accruals, and methods of accrual storage, and formulas to calculate accrual. 20. As you learned earlier in the course, the accrual term is the period of time during which accruals are calculated. This accrual plan's accrual term spans one year starting January 1. 21. Employees accrue leave time once a month during the accrual term. 22. Notice that the ineligibility period is set to three months. This means although employees accrue leave time during the period, they cannot use it. 23. In this accrual plan, employees must use carried over leave time within six months in the new accrual term, or lose it. 24. This accrual plan uses the Accrual Simple Multiplier and Accrual Simple Carryover formulas to calculate accruals and carryover because, in this case, the employee is set to accrue leave time every calendar month and there is no payroll balance set up to maintain accrued time. 25. Click the Bands and Calculation Rules tab. 26. Use the Bands and Calculation Rules tab to define accrual bands and rules to calculate net accrual. 27. Notice the first band in the table. The band indicates that employees can: - accrue a maximum of 80 hours in any accrual term (accrual rate) - accrue not more than 120 hours (ceiling) - carry over a maximum of 80 hours to the next accrual term (maximum carryover) 28. The rules in the Net Accrual Calculation Rules region enable you to control what makes up the net accrual. 29. Notice that, by default, the Vacation absence type is associated with this accrual plan. This rule subtracts the recorded vacation time from the net accrual. 30. The carried over leave stored in the Vacation Plan Carryover element adds to the net accrual. 31. In this demo, you learned about the various accrual plan rules that you can set up using the Manage Accrual Plans page.

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Components That an Accrual Plan Generates The following figure illustrates the components that an accrual plan generates.

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Key Decisions for Accrual Plans Decide on the following key aspects when you create an accrual plan:

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

Which absence types must this accrual plan cover?



Which employees are eligible for this accrual plan?



When must the accrual term start?



When must newly hired employees enroll in the accrual plan?



What is the maximum leave time that employees can accrue?



How frequently must regular and part-time employees accrue time?



How much unused leave time can employees carry over to the next accrual term and when does the carried-over time expire?

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Managing Accrual Plans Quiz Instructor Note: All Quizzes and Answers -_-_-_-_-_- INSTRUCTOR NOTE -_-_-_-_-_1. You can associate multiple absence types with a single accrual plan. A. True. Absences recorded for the absence types that you associate with an accrual plan reduce the employee's net accrual. 2. An employee's hire date is on 1-Jan-2012. The pay period also starts on the same day. If you choose the Hire Date accrual start rule, when does the employee start to accrue leave? (multi-choice) A. 1-Jan-2012 B. 1-Feb-2012 C. 1-Mar-2012 A. Correct. If the hire date is on the first day of the pay period, the participant starts to accrue time as of that date. 3. What are the different accrual term types? A. Hire Date, Rolling, and Simple are the accrual term types that you can choose to define an accrual term. 4. How would you set up the net accrual calculation if you want to consider leave time that employees purchase during the accrual term? A. Using the Manage Elements page, create a nonrecurring element (Information classification) to store the leave time bought. Include this element as an addition to the net accrual calculation rules in the Manage Accrual Plans page. 5. According to your enterprise leave policy, employees must accrue leave time every pay period. You do not want to store gross accruals in a payroll balance. Which Accrual formula would you use?

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A. Accrual Payroll Calculation B. Accrual Simple Multiplier C. Accrual Simple Balance Multiplier D. Accrual Payroll Balance Calculation

A. Accrual Payroll Calculation formula.

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Quiz 1 You can associate multiple absence types with a single accrual plan. (True / False)

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Quiz 2 An employee's hire date is on 1-Jan-2012. The pay period also starts on the same day. If you choose the Hire Date accrual start rule, when does the employee start to accrue leave? (multi-choice) A. 1-Jan-2012 B. 1-Feb-2012 C. 1-Mar-2012

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Quiz 3 What are the different accrual term types?

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Quiz 4 How would you set up the net accrual calculation if you want to consider leave time that employees purchase during the accrual term?

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Quiz 5 According to your enterprise leave policy, employees must accrue leave time every pay period. You do not want to store gross accruals in a payroll balance. Which Accrual formula would you use? A. Accrual Payroll Calculation B. Accrual Simple Multiplier C. Accrual Simple Balance Multiplier D. Accrual Payroll Balance Calculation

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Creating an Accrual Plan Activity Activity: Create an accrual plan for study leave.

Background In the previous scenario, your company requested you to create an absence element and absence type to record study leave. The company now wants you to include additional rules pertaining to study leave accruals. The company also wants you to associate the accrual plan with the accrual category that you created earlier (Academic Leave) for reporting purposes.

Study Leave Policy 

Newly hired employees can record study leave time when they complete three months in the company.



Employees who have completed six or more years of service are entitled to up to 12 days a year. All other employees are entitled to up to 6 days a year.



All employees can carry over up to 4 days of unused study leave time to the next accrual term.



All employees can accrue up to a maximum of 36 days.

Activity Scope

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Create an accrual plan called XX Study Leave Plan, associate the XX Study Leave absence type with it, and include plan rules.



Test your setup by recording study leave for Andrew Moore from January 9, 2012 to January 13, 2012. Review the impact of this leave time on Andrew Moore's accrual balances.

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Creating an Accrual plan Solution: Creating an Accrual plan Step

Act ion

1.

This demo is the first in the series of demos that provide the solution to the Creating an Accrual Plan activity. In this demo, you will learn to create an accrual plan and include the plan rules listed in the activity.

2. Begin by navigating to the Assigned Implementation Tasks tab in the Setup and Maintenance work area. Click in the Task field. 3. Enter the desired information into the Task field. Enter "Manage Accrual Plans". 4. Click the Search button. 5. Click the Go to Task button. 6. Click the Create button. 7. Enter the desired information into the * Accrual Plan field. Enter "XX Study Leave Plan". 8. Click the Search and Select: Legislative Data Group link. 9. Click an entry in the US LDG column. 10. Click the * Category list. 11. Click the Academic Leave list item. 12. Click the Start Rule list. 13. Click the Hire date list item. 14. Click the * Accrual UOM list. 15. Click the Days list item. 16. Click the Continue button. 17. Click the Add Row button. 18. Click the Search and Select: Absence Type link. 19. Click the XX Study Leave list item. 20. Click the Next button. 21. Click in the Type field.

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Click the Hire date anniversary list item. 22. Click the Type list. 23. Click the Standard list item. 24. Click in the Duration field. 25. Enter the desired information into the Duration field. Enter "1". 26. Click the UOM list. 27. Click the Calendar month list item. 28. Click the Search and Select: Accrual Formula list. 29. Click the Accrual Simple Multiplier list item. 30. Click the Search and Select: Carryover Formula list. 31. Click the Accrual Simple Carryover list item. 32. Click the Next button. 33. Add a new accrual band. Click the Add Row button. 34. Click in the From field. 35. Enter the desired information into the From field. Enter "0". 36. Click in the To field. 37. Enter the desired information into the To field. Enter "6". 38. Click in the Accrual Rate field. 39. Enter the desired information into the Accrual Rate field. Enter "6". 40. Enter the desired information into the Ceiling field. Enter "36". 41. Click in the Maximum Carryover field. 42. Enter the desired information into the Maximum Carryover field. Enter "4". 43. Click the Add Row button. 44. Click in the From field. 45. Enter the desired information into the From field. Enter "6". 46. Click in the To field. 47. Enter the desired information into the To field. Enter "99". 48. Click in the Accrual Rate field. 49. Enter the desired information into the Accrual Rate field. Enter "12".

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50. Click in the Ceiling field. 51. Enter the desired information into the Ceiling field. Enter "36". 52. Click in the Maximum Carryover field. 53. Enter the desired information into the Maximum Carryover field. Enter "4". 54. Click the Next button. 55. Click the Submit button. 56. Click the OK button. 57. On the Manage Accrual Plans page, click the Done button. 58. On the Assigned Implementation Tasks tab, click the Status icon button. 59. In the Edit Status window that appears, click Completed from the Status list. 60. Click the Save and Close button. 61. In this demo, you learned to create an accrual plan.

Test Your Setup by Enrolling an Employee in an Accrual Plan Solution: Test Your Setup by Enrolling an Employee in an Accrual Plan Step

Act ion

1.

This demo is the last in the series of demos that provide the solution to the Creating an Absence Element and Absence Type activity. In this demo, you will enroll an employee in the accrual plan that you created and review the accrual plan balances of the enrolled employee.

2. Begin by navigating to the Payroll Calculations work area. Click the Navigator link. 3. Click the Payroll Calculations link. 4. Click the Manage Element Entries link. 5. Click in the Name field. 6. Enter the desired information into the Name field. Enter "Feitty, Curtis". 7. Click the Legislative Data Group list. 8. Click the US LDG list item. 9. Click in the Process Date field. 10. Enter the desired information into the Process Date field. Enter "1/1/2011".

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11. Click the Search button. 12. Click the Feitty, Curtis link. 13. Click the Create button. 14. Click in the * Effective Date field. 15. Enter the desired information into the * Effective Date field. Enter "1/1/2011". 16. Click the Element Name list. 17. Click the Search... link. 18. Click in the Element Name field. 19. Enter the desired information into the Element Name field. Enter "XX Study Leave Plan". 20. Click the Search button. 21. Click the XX Study Leave Plan row header. 22. Click the OK button. 23. Click the * Assignment list. 24. Click the E9007 list item. 25. Click the Continue button. 26. Click the Submit button. 27. Click the Navigator link. 28. Click the Person Management link. 29. Click in the Name field. 30. Enter the desired information into the Name field. Enter "Curtis Feitty". 31. Click the Search button. 32. Click the Feitty, Curtis link. 33. Click the View Absence Balances link. 34. Note that the accrual plan is now showing in the list of plans. 35. You have successfully tested your setup by enrolling an employee in the accrual plan that you created.

Defining Absences Highlights

In this lesson, you should have learned to:

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

Review and add new lookups, flexfields and value sets for absence types, accrual plans, and entitlement plans



Review and add new absence types



Review, create, and edit absence benefit plans



Review, create, and edit entitlement bands



Review, create, and edit absence life events

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Lesson 7: Appendix

Lesson 7: Appendix This appendix includes the following topics:



Defining Help configuration



Defining flexfields



Defining profile options



Defining lookups



Defining document sequences



Oracle Fusion reporting and analytics



Oracle Fusion Watchlist

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Define Help Configuration

This lesson describes the tasks in the Define Help Configuration task list, which enable you to set up Oracle Fusion Applications Help:

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

Set Help Options



Assign Help Text Administration Duty



Manage Help Security Groups

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Lesson 7: Appendix

Objectives

After completing this lesson, you should be able to: 

Set options for the features available in the help system.



Ensure that the duty enabling users to customize help is assigned to the appropriate roles.



Create security groups that are used to restrict access to specific help files.

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Set Help Options

Use the Set Help Options task from the Setup and Maintenance work area to control the behavior of certain features in Oracle Fusion Applications Help. Some of these options may not be available, depending on what is set for help feature choices on the Configure Offerings page in the same work area.

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Collaboration Features: Enable or disable discussion forums and announcements.



Web Sites Available from Help Site: Enable or disable links in the global area of Oracle Fusion Applications Help that go to Oracle web sites.



Custom Help: Define the name and logo used to identify custom help. For example, the logo would be displayed next to the title of custom help files in search results. If you are using Oracle User Productivity Kit (UPK) content as custom help, enter the default location where the UPK player packages reside.



Oracle User Productivity Kit: If you are using UPK, you can provide a link in the global area of Oracle Fusion Applications Help that goes to your UPK library. Note: If you have UPK versions earlier than 3.6.1, then you cannot add UPK demos as custom help, so the link is the only way for users to access custom UPK content from the help site.



Privacy Statement: Optionally replace the predefined privacy statement in the footer of Oracle Fusion Applications Help with your own statement.

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Lesson 7: Appendix

Set Help Options Demonstration

Background Your company has a policy against employees participating in discussion forums. You are setting up Oracle Fusion Applications Help and need to disable access to discussions. Demonstration Scope The instructor will demonstrate deselecting discussions-related help options and reviewing the impact in Oracle Fusion Applications Help. Procedure 1. Open Oracle Fusion Applications Help by selecting Applications Help from the Help menu in the global area. 2. See the Oracle Forums link in the global area of Oracle Fusion Applications Help. 3. Open any help file to see the Discuss link. 4. Close the entire browser window for Oracle Fusion Applications Help. 5. Open the Set Help Options page using the Set Help Options task in the Setup and Maintenance work area. 6. Deselect Enable local discussions on help in the Collaboration Features section and Discussion forums on Oracle Technology Network in the Web Sites Available from Help Site section. 7. Click Save and Close. 8. Repeat steps 1 through 3, this time checking that the discussion-related links are no longer there.

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Assign Help Text Administration Duty

Provide help customization access to users, for example: 

Business process owners such as expense audit, requisition, or purchasing managers, who want to post company policies and procedures for employees in the help system.



Training administrators, who want to create custom help with links to training web pages.

The Application Help Text Administration Duty role allows users to customize help. This duty is assigned by default to the application administrator roles for each product family, for example Project Application Administrator. For the full list, see the Oracle Fusion Applications security reference manuals. To assign additional job roles to this duty: 1. In the Setup and Maintenance work area, access the Manage Duties task. 2. In the Applications section of the Home tab, select an application and then click the Search - Role Catalog link. 3. Search for the Application Help Text Administration Duty display name and select it in the search results. 4. In the External Role Mapping section, add your job roles.

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Manage Help Security Groups

Use help security groups to restrict user access to specific custom help files. A help security group is: 

Associated with a set of job roles.



Assigned to individual help files during help customization.

Only users with at least one of the job roles associated with the help security group can access the help file that the group is assigned to. For example, you have a custom help file for expense auditors, titled Expense Audit Policies and Best Practices. You can restrict access to this help by creating a help security group associated with the expense auditor job roles, and assigning this group to your help file. Only users with an expense auditor job role can view this help.

Use the Manage Help Security Groups task from the Setup and Maintenance work area to create, edit, and delete help security groups.

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Manage Help Security Groups Demonstration

Background You are setting up Oracle Fusion Applications Help. Your company expects to add custom help and must limit access to certain help files. Demonstration Scope The instructor will demonstrate creating a help security group. Procedure 1. Open the Manage Help Security Groups page using the Manage Help Security Groups task in the Setup and Maintenance work area. 2. Click the Add Row icon button. 3. Enter a help security group name and display name. 4. Click the Add Row icon button in the Associated Roles section. 5. Find and select at least one role. 6. Click the Save and Close button.

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Lesson 7: Appendix

Reference Resources

Related Resources: 

Oracle Fusion Applications Common Implementation Guide



Oracle Fusion Applications security reference manuals



Oracle Fusion Middleware Authorization Policy Manager Administrator's Guide (Oracle Fusion Applications Edition)



Oracle Fusion Applications Security Guide

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Highlights

In this lesson, you should have learned to:

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Set options for the features available in the help system.



Ensure that the duty enabling users to customize help is assigned to the appropriate roles.



Create security groups that are used to restrict access to specific help files.

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Lesson 7: Appendix

Define Flexfields

This section describes flexfield concepts and tasks for flexfield configuration: 

Flexfield concepts



Value sets



Descriptive, extensible, and key flexfields



Flexfield implementation flow

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Flexfield Concepts Manage flexfields using the tasks of the Define Flexfields activity, which you access in the Setup and Maintenance Overview work area. Search in the work area for the task list by entering Define Flexfields. A flexfield: 

Provides a means to customize applications features without programming



Extends a business object with additional data fields to capture enterprise information



Consists of segments representing different data or values



Stores data in database table columns, one for each segment



Displays to end users as attributes of information



Encapsulates all of the pieces of information related to a specific purpose

The available types of flexfields are:

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A single flexfield can capture multiple attributes, which you can display in the user interface as fields. The figure shows several fields added to an order page by defining a part number key flexfield, and additionally a descriptive flexfield for capturing part type and sales representative information.

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Of the subset of business objects that are defined to include a flexfield; some can accommodate descriptive flexfields and others accommodate extensible flexfields, at the discretion of application development. Flexfield attributes are available across the deployment, such as in Web Services, Oracle Business Intelligence, desktop integration with Application Development Framework, and Oracle Fusion Search. Any UI page presenting the business object includes the flexfields that extend the business object. Oracle Business Intelligence reports include flexfield attributes. Flexfield segments: 

Represent attributes of entities (business objects)



Can appear: - Based on a structure or context - Globally wherever the flexfield is implemented



Can be made available to an application as groups of attributes called contexts



Can be assigned a value set that determines which values are valid for the segment

Flexfield structure is: 

Only relevant to key flexfields



A specific configuration of key flexfield segments



Composed of one or more instances, each of which contains the same number and order of segments, but differs in the allowable values or value sets attached to the segments.

Flexfield context is:

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

Only relevant to descriptive and extensible flexfields



A grouping of attributes that make segments available to an application



A set of context-sensitive segments that store a particular type of related information - Descriptive flexfield segments can be context-sensitive - Extensible flexfield segments must be context-sensitive



A way of reusing the same database column for a similar or different segment based on different needs

Flexfield category is: 

Only relevant in extensible flexfields



A grouping of contexts



A hierarchy of categories

Flexfield usage is: 

Set when the flexfield is registered



Specifies the application and table the flexfield is associated with

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Value Sets

A value set is: 

Specific to your enterprise



A set of valid values assigned to a flexfield segment, or other entity outside of flexfields



The basis of validation for a value entered into a flexfield segment by an end user



Defined before configuring the flexfield, because you assign value sets to each segment as you configure a flexfield

The figure shows a value set being used for a descriptive flexfield segments.

The types of validation are:

626



Format only, where end users enter data rather than selecting values from a list



Independent, where the list of values consists of valid values you specify

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

Dependent, where a valid value in a list of values derives from the independent value of another segment



Subset, where the list of values is a subset of the values in an existing independent value set



Table, where the values derive from a column in an application table, which can optionally be limited by a WHERE clause

You can apply data security to Independent, dependent, or table-validated value sets for every usage of it in any flexfield. Oracle Fusion data security enforces value set security. Based on the roles provisioned to users, data security policies determine which values of a flexfield segment end users can view or modify. A value set's usage: 

Specifies the segment where the value set is assigned



Indicates which flexfields use a shared value set

Value sets can be used outside flexfields, such as: 

Building tree structures, if the value set is independent

If your application has more than one language installed, or there is any possibility that you might install one or more additional languages for your application in the future, select Translatable. This does not require you to provide translated values now, but you cannot change this option if you decide to provide them later.

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Descriptive Flexfields

A descriptive flexfield: 

Is optional



Provides a way to add custom attributes to entities and define validation and display properties for custom attributes



Is enabled for all business entities



Consists of segments that are made available to end users as individual fields in the application user interface

Descriptive flexfield segments: 

Correspond to custom attributes of entities



Are generally standalone and need not be related or treated together with other segments as a combination



Are of three types: - Global segment, which is always available - Context segment, which determines the context-sensitive segments that are displayed - Context-sensitive segment, which is displayed depending on the value of the context segment

Context segments: 

Need not be assigned a value set



If assigned a value set, can only use table validated or independent value sets - The data type must be character - The maximum length of the values being stored must not be larger than column length of the context.

Applications development determines the number of segments available for configuring. During implementation you determine which attributes to add using the available segments, and the context values and the combination of attributes in each context. The same segment can be used for different attributes, such as Height in Context1 and Color in Context2. For each global and context-sensitive segment, you configure the values allowed for the segment and how the values that are entered by end users should be validated, including interdependent validation among the segments.

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Extensible Flexfields

Extensible flexfields are like descriptive flexfields, with some additional features. 

You can add as many context-sensitive segments to the flexfield as you need. You are not dependent on the number of segments predefined and registered for the flexfield.



You can configure a one-to-many relationship between the entity and its extended attribute rows. - A product business object row can be extended to have multiple contexts. - A product business object row can have multiple occurrences of the same context.



You can configure contexts in groups so the attributes in the context always appear together in the user interface.



You can use existing hierarchical categories so that entities inherit the contexts that are configured for their parents. Contexts are reusable throughout categories.

An extensible flexfield context: 

Can be defined as single row, the same as descriptive flexfields contexts



Can be defined as multi row so multiple sets of values can be associated with the same product business object row



Can be set for translatable free form text values



Are reusable throughout extensible flexfield categories

An extensible flexfield category: 

Provides a means of organizing related data in associated contexts



Can serve to associate any combination of contexts



Can be in a hierarchy that logically organizes sets of categories that support inheritance of contexts

An extensible flexfield page: 

Combines contexts into a group that is presented together in the application user interface



Corresponds to one extensible flexfield category, with a separate region of the page for each associated context

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Extensible Flexfield Example

You can specify whether end users can enter one set of data, or multiple sets of data, for a context. For example, if you have a job positions entity that stores information about different positions in your organization, you can configure additional contexts that store a list of requirements for that position. To start with, the job positions entity includes fields for the following attributes: 

Position ID



Position code



Description



Department



Location



Hiring status



Whether the job is permanent or temporary



Whether the job is full time or part time

_______________________________________________________ You then can extend the list of job positions in order to capture three classes of attributes: 

Educational requirements, such as degrees



Certifications and licenses required for the position



Travel required for this position

You implement this by setting up context values, corresponding to each group of custom attributes. Setting up context values means specifying segments for each context, such as various degrees in an educational requirements context and various credentials in a certification and license requirements context. You set up a job position category that contains the three contexts for the three classes of attributes you want to capture, and set up a page for that category. _______________________________________________________

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When users create a job in the job positions category, they see the additional attributes. When users define job position requirements, they select the education level, credentials, and travel required by the position.

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Key Flexfields

A key flexfield: 

Provides a means of capturing a key, such as a part number, a job code, or an account code that represents an entity in your application



Consists of one or more segments, where each segment can have a meaning



Is not optional and must be configured to ensure that your applications operate correctly



Is provided by applications development, and is configured and maintained with the Manage Key Flexfields task



Has one corresponding combinations table containing the complete codes, or combinations of segment values that makes up the codes



Can be used in different ways on different pages: - Combination maintenance page, which is where users maintain individual combinations directly - Foreign key page, which is where users manipulate rows containing code combination IDs (CCID) - Partial usage page, which is where users may be presented with only parts of the configuration based on a product's transaction table

A key flexfield structure: 

Defines the following segment options: - What segments to include - Number of segment - Segment sequence - Segment labels where applicable, for example natural account and primary balancing in general ledger. - Value sets



Sets the maximum number of segments allowed in your key flexfield combinations table.



Allows one or more alternate structure instances which can have different value sets.



Includes a delimiter to visually separate segment values when the key flexfield is displayed as a string of concatenated segments in users interfaces or reports.

All key flexfield structure instances:

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

Contain: - The same set of segments - The same arrangement of segments - The same properties at the segment and structure levels



May differ in whether dynamic combination creation is allowed, which means a new valid combination is inserted into a combinations table from a page other than the combination maintenance page

Key flexfield segment instances in a key flexfield structure instance may differ in the following aspects: 

Value set



Default type and default value



Tree code defining a hierarchical relationship to other segment values of a key flexfield registered with a tree structure



Whether the segment is any of the following - Required - Displayed - Enabled for business intelligence - Optional or required as a query criterion in a key flexfield combination search

The predefined key flexfields are: 

Account Alias Flexfield



Accounting Flexfield



Asset Key Flexfield



Budgeting Flexfield



Category Flexfield



Cost Allocation Flexfield



Item Categories



Location Flexfield



Locator Flexfield



People Group Flexfield



Valuation Unit Flexfield

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Tips for Managing Key Flexfields

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

When you configure a key flexfield, you define metadata about the key flexfield, such as how many segments are in a structure, how many structures the flexfield uses, what value sets each segment uses, and so on. For example, you could use one group of value sets for the US and another for France.



Be sure to add segments in the order that your key requires. Once deployed, the order cannot be changed.



If you change the configuration of a key flexfield, such as the delimiter, the change affects the previously stored key flexfields with that structure.



Enable segments to indicate that they are in use and display in runtime.



Do not change the number, order, and maximum length of segments once you have acquired flexfield data.



To protect the integrity of your data, disable a segment if you have already used it to enter data.



You can dynamically create new account code combinations when entering data by enabling dynamic insertion in the Key Flexfield Instance page. At any time, enable or disable allowing dynamic combination creation. Define cross validation rules to prevent incorrect account combinations from being created by dynamic combination creation.

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Flexfield Implementation Flow

Managing flexfields involves, registering, planning, configuring, and deploying flexfields. Applications developers develop and register flexfields. Administrators and implementers configure flexfields and optionally customize their appearance in the user interface.

The two types of deployment are for:

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

A sandbox-enabled flexfield for testing flexfield behavior in a sandbox MDS repository that is only accessible to the administrator who activates and accesses it, not to users generally



A mainline-enabled flexfield for applying the flexfield definition to the mainline MDS repository where it is available to end users

After deploying the flexfield to the mainline, you can customize the page where the flexfield segments appear.

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Flexfield Reference Resources

Related Resources: Oracle Fusion Applications Common Implementation Guide Oracle Fusion Applications Extensibility Guide Oracle Fusion Applications Developer's Guide To view flexfields in the Oracle Enterprise Repository, see https://fusionappsoer.oracle.com/oer (https://fusionappsoer.oracle.com/oer/)

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Define Profile Options

In this section, you will learn key concepts about:

638



Profile Options



Profile Option Categories



Profile Option Levels and Values



Common Profile Options to Set Up

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Profile Options

Profile options are global configuration settings that users can modify to change the way an application works. For example, settings such as user preferences and application configuration parameters can be modified as per the user's requirements. You can use profile options to modify: 

The look and behavior of the application's user interface



User preferences such as settings used for social networking



The business logic of the application



Log settings and processing options that determine how and where information is stored

A profile option is made up of the following: 

Name



Application and module



Values



Categories



Hierarchy level

You can modify any of these constituents of the existing profile options, but system administrators must have enabled the profile option for modification.

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Profile Option Categories

Profile options are grouped into categories depending upon the functional area in which the profile options are used. For example, in Oracle Fusion Receivables, the Transactions profile option category groups the profile options related to Receivables transactions processing, such as Require Adjustment Reason, Invoices with Unconfirmed Receipts, Use Invoice Accounting for Credit Memos, and so on. Profile option categories facilitate searching and defining data security. A profile option can be grouped into more than one category.

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Profile Option Levels and Values Profile Option Levels In an application, the display and availability of profile options depends upon the hierarchy level at which it is enabled. The different hierarchy levels are: 1. Site level - the lowest level of hierarchy that unless superceded by any other level provides accessibility to all the users of the application, across the deployment site. In a multi-tenant environment, Site is scoped per tenant. 2. Product level - the next level in the hierarchy that applies to the selected product family (product offering within Oracle Fusion, such as Financials) and its specific users. For the same user, the profile option at this level supercedes any site level profile option setting. 3. User level - the highest level in the hierarchy that applies to the specific user or user role and supercedes any product or site level setting that was earlier associated with the user. Profile options defined at higher levels override the profile options at the lower level.

Profile Option Values Profile values determine application behavior that you want at the selected level. Context such as user session or accessed product determines which profile option value is associated with the profile option name. The following example of the profile option FND_LANGUAGE shows how the profile values determine the default language of the application at various levels.

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Lesson 7: Appendix

Define Lookups

In this section, you will learn key concepts about: 

Lookups, their constituents, and their types



Managing lookups

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Key Concepts

Lookups are containers for the list items that appear in an application. Users select one of the items from such lists to enter a value on the application UI. Lookups consist of:

1.

Lookup Type - A lookup type is a static list of values users use to make entries in the application. This is the name of the field that appears on the setup UI and not on the application UI where you make the selection.

2.

Lookup Code - An internal application code for each lookup that is not visible to users.

3.

Meaning - The actual UI term associated with the lookup code. It is the item that appears in the list on the application UI against the specific field name, and can be selected by the users to indicate their choice.

4.

Tag - The description or a label associated with that lookup.

5.

Enabled (status) - Determines the availability of the meaning (the value or the item) within the selection list for that lookup type. If you do not enable it, the value does not appear in the selection list at runtime.

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As per the settings shown in the table, the users would see the following values in the list on the application UI to determine the Ticket Class: 1.

Any

2.

Business

3.

Economy

There are three different categories of lookups: 1.

Standard Lookups - These are the simplest form of lookup types consisting of lookup codes and their meanings.

2.

Common Lookups - These are predefined lookups and are available for internal system administrative use and are used by more than one application.

3.

Set-enabled Lookups - These lookups contain lookup codes that are part of a reference data. You can use sets to enable different values in that lookup for different sets of users. At runtime, a selected attribute determines which setenabled lookup will be visible to the users. For example, the attribute east-coast or west-coast in the determinant 'location' determines whether it is the 'eastcoast' or the 'west-coast' location, depending upon the selected lookup.

Lookup codes and their meanings are valid between a specified date range. If a date range is not specified, the lookup codes and meanings have indefinite validity from the time they are created.

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Manage Lookups

Standard, common, and set-enabled lookups are defined in the Standard, Common, and Set-enabled views, respectively. Applications development may define lookups in an application view to restrict the UI pages where they may appear. In lookups management tasks, lookups may be associated with a module and striped by application taxonomy to provide a criterion for narrowing a search or limiting the number of lookups accessed by a product specific task such as Manage Purchasing Lookups.

Enabling Lookups You can create new lookup types and also add new lookup codes and meanings to the existing lookup types, depending upon the access permissions granted to you. But for the lookups and lookup values to appear as values in the lists, they need to be enabled. To enable a lookup type, you need to enable at least one of its lookup codes and that code must be in a valid date range. You can access this task from the Setup and Maintenance menu.

Customizing Lookups Oracle applications contain certain predefined system lookups that are locked for editing. You can only customize the lookups that are left open for extensibility. Even if a lookup is available for customization, the customization levels may vary depending upon the access restrictions. For example, you may modify the meanings of certain predefined lookup codes but may not have the permission to create new lookup codes.

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Lesson 7: Appendix

Define Document Sequences

In this section, you will learn key concepts about: 

Document Sequence



Document Sequence Types



Document Sequence Categories



Document Sequence Assignment

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Document Sequence

Document sequence is used to provide unique identification to business documents or business events by assigning unique numbers to each document or event. Using this functionality, you can sequentially track all the documents and events that are created during transactions. A document sequence helps in generating an audit trail, which can be used to identify how a particular transaction passed through various applications. It plays a significant role in identifying failed transactions.

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Document Sequence Types

There are three different types of document sequencing:



Automatic Sequencing: Used when documents are automatically created as part of a business cycle and need to be assigned sequential numbers to maintain the order and audit trail. For example, recurring invoices. This option assigns a unique number to each document as it gets generated, and this unique number is stored in the database. The numbering is sequential by date and time of creation. If you define a sequence to automatically number documents, you can provide an initial value to begin the sequence. In absence of a defined value, the default value one (1) is used.



Manual Sequencing: Used when you want the flexibility to manually enter the sequence number or add a unique code at the time of creating the document. For example, you have two invoices with the same invoice number from different suppliers. You would want to make each invoice unique by appending the date or a code to the actual number. In this type of sequencing, the numerical ordering and completeness of a transaction is not strictly enforced, but it is validated to check if the documents are in sequence. You can skip or omit numbers when entering the sequence value.



Gapless Sequencing: Used only in certain contexts. It is a type of automatic sequencing with additional confirmation not to have skipped a single number during assignment. However, it is used for sequencing only successfully generated documents. As a result, the sequence is maintained for all the documents that are generated, and no sequence numbers are lost due to incomplete or failed document generation. For example, you want your order numbers to be in sequence such as 001, 002, 003, and so on, irrespective of who placed the order. Similar to automatic sequencing, you can set the initial value to begin the sequence.

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Document Sequence Categories

A document sequence category is a set of documents that share similar characteristics and are formed into a logical group. You assign a document sequence to a document sequence category. When you assign a sequence to a category, the sequence numbers the documents that are stored in a particular table.

Note: Once a document sequence category is created, you cannot change the application, the category code, or the table name. Therefore, carefully consider these details and plan your document sequencing requirement before you begin working with the application.

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Document Sequence Assignment

Document Sequence assignment involves the following steps:

1. Identify the documents to be numbered before assigning them a document sequence. For each document sequence, there can be only one active assignment to a document sequence category. 2. Specify whether the document is created automatically (for example, due to a batch process) or manually. 3. If a determinant type (attribute) was specified for the document sequence, then enter a specific determinant (value) related to the selected determinant type. When users create documents, the document sequence to be assigned is determined by finding the active assignment that matches the correct combination of category, numbering method, and the date range containing the transaction date.

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Review Question 1

Document sequencing is an important

1. Functional requirement 2. Technical requirement 3. Techno-functional requirement 4. Business and legal requirement

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Review Question 2

For each document sequence, there can be only one active assignment to a document sequence category 1. True 2. False

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Review Question 3

You cannot set the initial value for which of these sequencing types?

1. Automatic 2. Gapless 3. Manual 4. None of these

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Review Question 4

If you do not define an initial value, the default sequence number does not get assigned to the document

1. True 2. False

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Oracle Fusion Reporting and Analytics BI Applications (OBIA-Oracle Business Intelligence Applications): 

Same as today- purchase by analysis area



OBIA currently covers these Oracle products: EBS, Peoplesoft, JD Edwards, Siebel, and more



Existing OBIA customers can extend to Oracle Fusion Applications



New Oracle Fusion Applications customers should implement OBIA in parallel



Requires OBIEE (Oracle Business Intelligence Enterprise Edition)

OTBI (Oracle Transactional Business Intelligence) 

New with Oracle Fusion Applications



Purchase by reporting area, aligned with Oracle Fusion Applications modules



Requires OBIEE

Oracle Fusion Applications Using Essbase: Essbase is a prerequisite for certain Oracle Fusion Sales, Financials, and Projects applications. Oracle Fusion Applications Using Real-Time Decisions: Real-Time Decisions is a prerequisite for certain Oracle Fusion Sales applications.

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Oracle Fusion Watchlist The Watchlist is an Oracle Fusion component that is categorized by functional area and: 

Provides a set of shortcuts to work areas based on items that a user wants to monitor



Presents a list of pre-queried searches (saved searches or standard queries) of items that the user needs to track.

Each item is made up of descriptive text followed by a count. Each item is also linked to a page in a work area where the individual items of interest are listed.

Example of a watchlist

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