Oracle Hrms Payroll Implementation Guide Vol -I

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11i Oracle HRMS Implement Oracle HR and Payroll (US) Student Guide Vol. 1

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Edition 2.0

April 2002

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Copyright © Oracle Corporation, 2002. All rights reserved.

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Author

Mark Rowe, Alison Crabbe, Juliette Fleming, Ruth Charles, Richard Sharp, Mike Laverty, John Cafolla

Technical Contributors and Reviewers

John Cafolla, Margaret Wong, Louise Raffo, Ratna Kuplish, Kevin Kelley

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11i Oracle HRMS Implement Oracle HR and Payroll (US) Table of Contents i

Table of Contents

Work Structures ..............................................................................................................................................1-1 Work Structures.............................................................................................................................................1-2 Objectives ......................................................................................................................................................1-3 Modules .........................................................................................................................................................1-4

Overview of Enterprise Work Structures......................................................................................................2-1 Overview of Enterprise Work Structures.......................................................................................................2-2 Topics ............................................................................................................................................................2-4 Module Overview..........................................................................................................................................2-5 Overview of Enterprise Work Structures.......................................................................................................2-6 Oracle HRMS An Information Model ...........................................................................................................2-7 Oracle HRMS Information Model.................................................................................................................2-8 Typical Types of Enterprise...........................................................................................................................2-9 Project Based Enterprise Characteristics .......................................................................................................2-10 Project Based Enterprise System Needs ........................................................................................................2-11 Project Based Enterprise Oracle Solution......................................................................................................2-12 Rule Based Enterprise Characteristics ...........................................................................................................2-13 Rule Based Enterprise System Needs............................................................................................................2-14 Rule Based Enterprise Oracle Solution ........................................................................................................2-15 Hybrid Enterprise Characteristics..................................................................................................................2-16 Hybrid Enterprise Oracle Solution ...............................................................................................................2-17

Understanding Work Structure Components ...............................................................................................3-1 Understanding Work Structure Components 1 ..............................................................................................3-2 Work Structures Overview ............................................................................................................................3-3 Work Structures Representing the Employer ................................................................................................3-4 Business Groups in Oracle HRMS ................................................................................................................3-5 The Startup Business Group ..........................................................................................................................3-6 Business Groups ............................................................................................................................................3-7 One or Many Business Groups Reasons........................................................................................................3-9 One or Many Business Groups Oracle HRMS ..............................................................................................3-10 One or Many Business Groups Options ........................................................................................................3-12

Understanding Work Structure Components 2 ............................................................................................4-1 Understanding Work Structure Components 2 ..............................................................................................4-2 Locations .......................................................................................................................................................4-3 Organizations.................................................................................................................................................4-4 Organization Hierarchies ...............................................................................................................................4-5 Jobs and Positions..........................................................................................................................................4-7 Using Jobs or Positions..................................................................................................................................4-8 Additional Information for Jobs and Positions ..............................................................................................4-10 Jobs................................................................................................................................................................4-11 Job Key Flexfield ..........................................................................................................................................4-12 Positions ........................................................................................................................................................4-13 Positions and Organizations ..........................................................................................................................4-14 Position Hierarchies.......................................................................................................................................4-15 Position Key Flexfield ...................................................................................................................................4-16 Security Based on Work Structures ...............................................................................................................4-17

Understanding Work Structure Components 3 ............................................................................................5-1 Understanding Work Structure Components 3 ..............................................................................................5-2 Grades............................................................................................................................................................5-3 Grade Key Flexfield ......................................................................................................................................5-4 Work Structures Grades and Pay...................................................................................................................5-5

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Work Structures Grade Rates .......................................................................................................................5-6 Grade Steps and Progression Points ..............................................................................................................5-7 Pay Scales......................................................................................................................................................5-8 Payroll Groups for HR Users.........................................................................................................................5-9 People Groups ...............................................................................................................................................5-10 People Group Key Flexfield ..........................................................................................................................5-11

Defining Common Data...................................................................................................................................6-1 Defining Common Data.................................................................................................................................6-2 Topics ............................................................................................................................................................6-4 Module Overview..........................................................................................................................................6-5 Defining Common Data.................................................................................................................................6-6 Flexfields Overview ......................................................................................................................................6-7 Key Flexfields in Oracle HRMS Special Considerations .............................................................................6-8 Standard Features ..........................................................................................................................................6-9 A Key Flexfield .............................................................................................................................................6-10 Cost Allocation and Flexfield Qualifiers Special Considerations.................................................................6-11 Soft-Coded Legislation Key Flexfield Special Considerations ....................................................................6-12 Bank Details Key Flexfield Special Considerations......................................................................................6-13 Steps for Defining a Key Flexfield Special Considerations ..........................................................................6-15 Practice: Configure the People Group Key Flexfield ...................................................................................6-16 Practice: Configure the Personal Analysis Flexfield ....................................................................................6-17

Defining Descriptive Flexfields .......................................................................................................................7-1 Defining Descriptive Flexfields.....................................................................................................................7-2 Descriptive Flexfields in Oracle HRMS Special Considerations .................................................................7-3 Standard Features ..........................................................................................................................................7-4 A Descriptive Flexfield .................................................................................................................................7-5 Descriptive Flexfields in Several Windows Special Considerations ............................................................7-7 Descriptive Flexfields and Business Groups .................................................................................................7-8 Descriptive Flexfields With Predefined Data ................................................................................................7-9 Protected Descriptive Flexfields....................................................................................................................7-10 Context Sensitive Descriptive Flexfields.......................................................................................................7-11 Steps for Defining a Descriptive Flexfield Special Considerations..............................................................7-13 Practice: Key and Descriptive Flexfields Overview.....................................................................................7-14

Extra Information Types in Oracle HRMS...................................................................................................8-1 Extra Information Types in Oracle HRMS....................................................................................................8-2 Overview .......................................................................................................................................................8-3 Standard Features ..........................................................................................................................................8-6 Extra Information Type Descriptive Flexfields .............................................................................................8-7 Using Extra Information or Special Information for People.........................................................................8-9 Security..........................................................................................................................................................8-10 Steps for Registering Extra Information Types .............................................................................................8-11 Practice: Extra Information Types.................................................................................................................8-12

Defining Lookups and Values.........................................................................................................................9-1 Defining Lookups and Values .......................................................................................................................9-2 Overview .......................................................................................................................................................9-3 User Access Levels........................................................................................................................................9-4 Practice: Define Lookup Types and Values...................................................................................................9-5 Managing Currencies and Exchange Rates....................................................................................................9-6 Overview .......................................................................................................................................................9-7 Typical Requirements....................................................................................................................................9-8 Enabling Currencies in Oracle HRMS...........................................................................................................9-9 Exchange Rates in Oracle HRMS..................................................................................................................9-11 Exchange Rate Variations..............................................................................................................................9-12 Steps to Enable Currencies ............................................................................................................................9-13 Currency Precision ........................................................................................................................................9-14

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Exchange Rates .............................................................................................................................................9-15 Practice: Define an Exchange Rate................................................................................................................9-16 Work Structures - Case Study........................................................................................................................9-17

Creating a Business Group .............................................................................................................................10-1 Setting up Business Groups, Locations, and Organizations ..........................................................................10-2 Topics ............................................................................................................................................................10-3 Module Overview..........................................................................................................................................10-4 Creating a Business Group ............................................................................................................................10-5 Representing Your Enterprise........................................................................................................................10-6 The Business Group.......................................................................................................................................10-7 Sharing Information.......................................................................................................................................10-8 HR:Cross Business Group .............................................................................................................................10-9 Initial Tasks ...................................................................................................................................................10-10 Information Associated with a Business Group.............................................................................................10-12 Standard Information.....................................................................................................................................10-13 Standard Information (U.S. only) ..................................................................................................................10-14 Employee and Applicant Numbers ................................................................................................................10-15 Practice: Create a Business Group.................................................................................................................10-17 Practice: Grant User Access to a New Business Group.................................................................................10-18

Creating a Location .........................................................................................................................................11-1 Creating Locations.........................................................................................................................................11-2 Overview .......................................................................................................................................................11-3 Address Validation for US and Canada.........................................................................................................11-4 Closing Down a Location ..............................................................................................................................11-5 Practice: Create a Location............................................................................................................................11-6 Creating Organizations ..................................................................................................................................11-7 Overview .......................................................................................................................................................11-8 Organization Overview..................................................................................................................................11-9 Organization Classifications Special Considerations ...................................................................................11-10 Additional Organization Information ............................................................................................................11-11 Practice: Create an Organization ...................................................................................................................11-12 End Dates on Organizations ..........................................................................................................................11-13 Deleting Organizations ..................................................................................................................................11-14 Creating Organization Hierarchies ................................................................................................................11-15 Practice: Create an Organization Hierarchy ..................................................................................................11-16 Practice: Assign an Employee to an Organization.........................................................................................11-17

Application Data Exchange ............................................................................................................................12-1 Application Data Exchange ...........................................................................................................................12-2 Application Data Exchange (ADE) ...............................................................................................................12-3 Three Modes of Working with ADE .............................................................................................................12-4 ADE in Applications Mode ...........................................................................................................................12-7 Using ADE ....................................................................................................................................................12-10 ADE Security.................................................................................................................................................12-11 ADE Styles and Views ..................................................................................................................................12-12 Practice: Using ADE .....................................................................................................................................12-14

Representing Financial Reporting Structures...............................................................................................13-1 Representing Financial Reporting Structures ................................................................................................13-2 Module Overview..........................................................................................................................................13-3 Parallel Reporting Structures HR and GL .....................................................................................................13-4 Parallel Reporting Structures Similar but Not the Same................................................................................13-6 Integration It's Okay to Be Different! ............................................................................................................13-7 Integration Understanding the Other Side .....................................................................................................13-8 Cost Allocation Key Flexfield .......................................................................................................................13-9 Multi-Orgs and Business Groups Similar but Not the Same ........................................................................13-10 Multi-Company and Multi-National Mapping Options .................................................................................13-12

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Mapping Options ...........................................................................................................................................13-13 Costing Considerations..................................................................................................................................13-14 Practice: Entering Cost Information ..............................................................................................................13-15

Representing Legal and Government Reporting Structures (US) ..............................................................14-1 Representing Legal and Government Reporting Structures (U.S.)................................................................14-2 Topics ............................................................................................................................................................14-3 Module Overview..........................................................................................................................................14-4 Representing Legal and Government Reporting Structures (U.S.)................................................................14-6 Identifying GRE's ..........................................................................................................................................14-7 One Company - One Employer - One GRE...................................................................................................14-8 Many Employers - Many GREs ....................................................................................................................14-9 Multi-Establishment Hierarchies ...................................................................................................................14-10 Headquarters Hierarchy for Multi-Establishment Companies.......................................................................14-12 Headquarters for Multi-Establishment Companies........................................................................................14-14

Defining Organization Information for Government Mandated Reporting ..............................................15-1 Defining Organization Information for Government Mandated Reporting ...................................................15-2 Mandated Government Reports .....................................................................................................................15-3 Reporting Categories and Statuses ................................................................................................................15-4 Classifying Organizations as GREs...............................................................................................................15-5 Classifying Organizations as Reporting Establishments ...............................................................................15-6 Overriding Establishment Hierarchies...........................................................................................................15-7 Classifying an Organization as the Corporate Headquarters .........................................................................15-8 Setting Up Non-AAP Establishment Hierarchies ..........................................................................................15-9 AAP Reporting ..............................................................................................................................................15-10 AAP Establishment Hierarchies ....................................................................................................................15-11 EEO-1 Reporting Checklist ...........................................................................................................................15-12 AAP Reporting Checklist ..............................................................................................................................15-13 VETS-100 Reporting Checklist .....................................................................................................................15-14 ADA Reporting .............................................................................................................................................15-15 ADA Requests for Accommodation .............................................................................................................15-16 OSHA Recording Information.......................................................................................................................15-17 Practice Classifying HR Organizations .........................................................................................................15-18

Representing Grades and their Relationship to Pay.....................................................................................16-1 Representing Grades and their Relationship to Pay.......................................................................................16-2 Topics ............................................................................................................................................................16-3 Module Overview..........................................................................................................................................16-4 Grades............................................................................................................................................................16-5 Grade Key Flexfield ......................................................................................................................................16-6 Grade Key Flexfield Structure Simple or Complex.......................................................................................16-7 Grade Key Flexfield Checklist ......................................................................................................................16-8 Practice: Define a Grade Structure ...............................................................................................................16-9 Practice: Define Grades .................................................................................................................................16-10 Defining Grade Rates and Pay Scales............................................................................................................16-11 Grades and Pay Direct or Indirect .................................................................................................................16-12 Grade Rates ...................................................................................................................................................16-13 Practice: Define a Grade Rate Table.............................................................................................................16-14 Pay Scales......................................................................................................................................................16-15 Pay Scale Characteristics...............................................................................................................................16-16 Pay Scales......................................................................................................................................................16-17 Pay Scale Checklist .......................................................................................................................................16-18 Practice: Define a Pay Scale ..........................................................................................................................16-19

Representing Jobs and Positions ....................................................................................................................17-1 Representing Jobs and Positions....................................................................................................................17-2 Topics ............................................................................................................................................................17-3 Module Overview..........................................................................................................................................17-4

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Representing Jobs and Positions....................................................................................................................17-5 Jobs and Positions..........................................................................................................................................17-6 Using Jobs or Positions..................................................................................................................................17-7 Additional Information for Jobs and Positions ..............................................................................................17-8 Jobs................................................................................................................................................................17-9 Job Groups.....................................................................................................................................................17-10 Job Groups and Supplementary Roles ...........................................................................................................17-11 Job Key Flexfield ..........................................................................................................................................17-12 Job Key Flexfield Checklist...........................................................................................................................17-13 Job Key Flexfield Structure Simple or Complex...........................................................................................17-14 Practice: Define Job Structure and Jobs .......................................................................................................17-15 Practice:Create a Job Group ..........................................................................................................................17-16

Representing Positions ....................................................................................................................................18-1 Representing Positions ..................................................................................................................................18-2 Positions ........................................................................................................................................................18-3 Position Key Flexfield ...................................................................................................................................18-5 Key Flexfield Structure .................................................................................................................................18-7 Practice: Define Position Structure and Positions ........................................................................................18-9 Position Hiring Status Special Considerations ..............................................................................................18-10

Position Hierarchies ........................................................................................................................................19-1 Position Hierarchies.......................................................................................................................................19-2 Position Hierarchy - Example........................................................................................................................19-4 Defining and Changing Position Hierarchies ................................................................................................19-5 Hierarchy Diagrammers ................................................................................................................................19-6 Practice: Using the Graphical Diagrammers.................................................................................................19-7 Additional Information for Jobs and Positions ..............................................................................................19-8 Work Choices ................................................................................................................................................19-9 Practice: Entering Work Choice Information ..............................................................................................19-10 Changing Job and Position Definitions .........................................................................................................19-11 Changing Definitions.....................................................................................................................................19-12 Changing Details ...........................................................................................................................................19-13 Practice: Job and Position windows Demo...................................................................................................19-14

Mass Move Updates.........................................................................................................................................20-1 Mass Move Updates ......................................................................................................................................20-2 Overview .......................................................................................................................................................20-3 Reorganization...............................................................................................................................................20-4 Moving Assignments.....................................................................................................................................20-5 Considerations Before a Mass Move .............................................................................................................20-6 Practice: Mass Moves....................................................................................................................................20-8

Setting up Workers Compensation ................................................................................................................21-1 Setting Up Workers Compensation (U.S.).....................................................................................................21-2 Module Overview..........................................................................................................................................21-3 WC Insurers...................................................................................................................................................21-4 WC Codes and Rates .....................................................................................................................................21-5 Workers' Compensation Liability ..................................................................................................................21-6 Additional Elements/Modifications Required ...............................................................................................21-7 Practice: Workers Compensation Codes and Rates ......................................................................................21-8

Work Structures ..............................................................................................................................................22-1 Work Structures.............................................................................................................................................22-2 Modules .........................................................................................................................................................22-3 Summary........................................................................................................................................................22-4

Defining Common Data Instructor Demonstrations and Practice Solutions .............................................23-1 Defining Common Data Instructor Demonstrations and Practice Solutions..................................................23-2 Instructor Demonstration...............................................................................................................................23-3

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Instructor Demonstration and Practice Solution ............................................................................................23-4 Instructor Demonstration...............................................................................................................................23-8 Instructor Demonstration and Practice Solution ............................................................................................23-9 Practice ..........................................................................................................................................................23-13 Practice Solution............................................................................................................................................23-14 Practice Questions .........................................................................................................................................23-15 Practice Solutions ..........................................................................................................................................23-16 Instructor Demonstration...............................................................................................................................23-17 Instructor Demonstration and Practice Solution ............................................................................................23-18 Instructor Demonstration...............................................................................................................................23-20 Instructor Demonstration and Practice Solution ............................................................................................23-21 Work Structures Case Study..........................................................................................................................23-22 Business Scenario Questions (US) ................................................................................................................23-26 Business Scenario (US) Solution...................................................................................................................23-27 Business Scenario Questions (UK)................................................................................................................23-28 Business Scenario (UK) Solution ..................................................................................................................23-29

Setting up Business Groups, Locations, and Organizations Instructor Demonstrations and Practice Solutions...........................................................................................................................................................................24-1

Setting up Business Groups, Locations, and Organizations Instructor Demonstrations and Practice Solutions.......................................................................................................................................................................24-2 Instructor Demonstration (US) ......................................................................................................................24-3 Instructor Demonstration and Practice Solution ............................................................................................24-4 Instructor Demonstration...............................................................................................................................24-6 Instructor Demonstration and Practice Solution ............................................................................................24-7 Instructor Demonstration...............................................................................................................................24-10 Instructor Demonstration and Practice Solution ............................................................................................24-11 Instructor Demonstration...............................................................................................................................24-12 Instructor Demonstration and Practice Solution ............................................................................................24-13 Instructor Demonstration...............................................................................................................................24-15 Instructor Demonstration and Practice Solution ............................................................................................24-16 Instructor Demonstration...............................................................................................................................24-18 Instructor Demonstration and Practice Solution ............................................................................................24-19 Instructor Demonstration (UK)......................................................................................................................24-20 Instructor Demonstration and Practice Solution ............................................................................................24-21 Instructor Demonstration...............................................................................................................................24-23 Instructor Demonstration and Practice Solution ............................................................................................24-24 Instructor Demonstration...............................................................................................................................24-27 Instructor Demonstration and Practice Solution ............................................................................................24-28 Instructor Demonstration...............................................................................................................................24-29 Instructor Demonstration and Practice Solution ............................................................................................24-30 Instructor Demonstration...............................................................................................................................24-31 Instructor Demonstration and Practice Solution ............................................................................................24-32 Instructor Demonstration...............................................................................................................................24-33 Instructor Demonstration and Practice Solution ............................................................................................24-34 Instructor Demonstration...............................................................................................................................24-35

Representing Financial Reporting Structures Instructor Demonstrations and Practice Solutions .........25-1 Representing Financial Reporting Structures Instructor Demonstrations and Practice Solutions .................25-2 Instructor Demonstration...............................................................................................................................25-3

Representing Legal and Government Reporting Structures Instructor Demonstrations and Practice Solutions...........................................................................................................................................................................26-1

Representing Legal and Government Reporting Structures Instructor Demonstrations and Practice Solutions.......................................................................................................................................................................26-2 Instructor Demonstration...............................................................................................................................26-3 Instructor Demonstration and Practice Solution ............................................................................................26-4

Costing..............................................................................................................................................................27-1

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Costing...........................................................................................................................................................27-2 Modules .........................................................................................................................................................27-3 Objectives ......................................................................................................................................................27-4

Setting Up the Cost Allocation Key Flexfield ................................................................................................28-1 Setting Up the Cost Allocation Key Flexfield ...............................................................................................28-2 Parallel Reporting Structures HR and GL .....................................................................................................28-3 Parallel Reporting Structures Similar but Not the Same................................................................................28-4 Costing in HRMS ..........................................................................................................................................28-5 The Oracle HRMS Costing Solution .............................................................................................................28-7 Cost Allocation Setup Headings and Levels..................................................................................................28-8 Cost Allocation Key Flexfield .......................................................................................................................28-9 Multi-Company and Multi-National Mapping Options .................................................................................28-10 Setting Up the Cost Allocation Key Flexfield ...............................................................................................28-11 Practice: Defining the Cost Allocation Key Flexfield ..................................................................................28-13

Allocating Cost Details ....................................................................................................................................29-1 Allocating Cost Details..................................................................................................................................29-2 Mapping Cost Segments to GL Segments .....................................................................................................29-3 Cost Allocation Entry Levels.........................................................................................................................29-5 Suspense Codes and Balancing Values .........................................................................................................29-6 Costable Types on Element Links .................................................................................................................29-7 Payroll Level Costs Special Factors ..............................................................................................................29-8 Element Link Level Special Factors..............................................................................................................29-9 Element Link Level Special Factors for Benefits .........................................................................................29-10 Assignment Level Special Factors................................................................................................................29-11 Element Entry Level Special Factors............................................................................................................29-12 Payroll Processing Processing Overview ......................................................................................................29-13 Costing Processes in Oracle Payroll ..............................................................................................................29-14 Demonstration: Entering Cost Details ...........................................................................................................29-15

Costing Tax Information (UK) .......................................................................................................................30-1 Costing Tax Information (UK) ......................................................................................................................30-2 Tax Considerations Costing All Taxes by Tax Type.....................................................................................30-3

Costing Tax Information (US)........................................................................................................................31-1 Costing Tax Information (US).......................................................................................................................31-2 Tax Considerations Costing All Taxes by Tax Type.....................................................................................31-3 Costing State and Local Taxes by Jurisdiction ..............................................................................................31-4

Costing..............................................................................................................................................................32-1 Costing...........................................................................................................................................................32-2 Summary........................................................................................................................................................32-3

Costing - Instructor Demonstrations and Practice Solutions ......................................................................33-1 Instructor Demonstration and Practice ..........................................................................................................33-2 Instructor Demonstration and Practice Solution ............................................................................................33-5 Instructor Demonstration...............................................................................................................................33-9

Modeling the Employment Relationship .......................................................................................................34-1 Modeling the Employment Relationship .......................................................................................................34-2 Objectives ......................................................................................................................................................34-3 Modules .........................................................................................................................................................34-4

Introducing Employment Relationships........................................................................................................35-1 Introducing Employment Relationships ........................................................................................................35-2 Topics ............................................................................................................................................................35-3 Introducing Employment Relationships ........................................................................................................35-4 Overview .......................................................................................................................................................35-5 Integrated Business Processes for HR Management......................................................................................35-6 Hiring and Deploying People ........................................................................................................................35-7

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Entering and Changing Personal Information................................................................................................35-8 Identifying Employees...................................................................................................................................35-10 Person Types .................................................................................................................................................35-11 Addresses for Employees ..............................................................................................................................35-12 Personal Development and Deployment Options ..........................................................................................35-13 Displaying Personal Information...................................................................................................................35-15

Modeling the Employment Relationship .......................................................................................................36-1 Modeling the Employment Relationship .......................................................................................................36-2 Employment Relationship and Work Related Information...........................................................................36-4 Employment Relationships and Assignments...............................................................................................36-5 Assignments in Oracle HRMS.......................................................................................................................36-6 Employees and Assignments .........................................................................................................................36-7 Single Assignments in Oracle HRMS ...........................................................................................................36-8 Employees and Assignments .........................................................................................................................36-9 Periods of Service and Multiple Assignments ...............................................................................................36-10 Assignment Statuses ......................................................................................................................................36-13 Tracking Changes to an Assignment .............................................................................................................36-14 Ending Assignments ......................................................................................................................................36-15 Terminating Employees.................................................................................................................................36-16 Employees and Assignments .........................................................................................................................36-17

Representing the Workforce...........................................................................................................................37-1 Representing the Workforce ..........................................................................................................................37-2 Topics ............................................................................................................................................................37-3 Module Overview..........................................................................................................................................37-4 Representing the Workforce ..........................................................................................................................37-5 Person Types Overview.................................................................................................................................37-6 System and User Person Types......................................................................................................................37-7 Predefined System and User Person Types ...................................................................................................37-10 Person Types for Benefits..............................................................................................................................37-11 Benefits User Person Types...........................................................................................................................37-12 Practice: Define Person Types.......................................................................................................................37-13

Defining Collective Agreements, Bargaining Units and Contracts .............................................................38-1 Defining Collective Agreements, Bargaining Units and Contracts ...............................................................38-2 Overview .......................................................................................................................................................38-3 Bargaining Units............................................................................................................................................38-4 Bargaining unit ..............................................................................................................................................38-5 Practice: Defining Bargaining Units..............................................................................................................38-6 Collective Agreements ..................................................................................................................................38-7 Defining Collective Agreements ...................................................................................................................38-9 Collective Agreement Grades........................................................................................................................38-10 Practice: Define Bargaining Unit and Employer ...........................................................................................38-11 Practice: Define Collective Agreements........................................................................................................38-12 Contracts........................................................................................................................................................38-13 Contract Statuses ...........................................................................................................................................38-15 Generating and Printing Contracts.................................................................................................................38-16 Practice: Enter Contract Details.....................................................................................................................38-17

Defining Employee Assignment Statuses .......................................................................................................39-1 Defining Employee Assignment Statuses......................................................................................................39-2 Overview .......................................................................................................................................................39-3 Assignment Statuses ......................................................................................................................................39-5 Primary Assignment Statuses ........................................................................................................................39-7 Secondary Assignment Statuses ....................................................................................................................39-10 Practice: Define Assignment Statuses ...........................................................................................................39-12

Defining the People Group Flexfield..............................................................................................................40-1

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Defining the People Group Key Flexfield .....................................................................................................40-2 Employment Groups......................................................................................................................................40-3 People Group Key Flexfield ..........................................................................................................................40-5 System Definitions ........................................................................................................................................40-6 Making People Group Segments Required....................................................................................................40-9 Practice: People Group Key Flexfield ...........................................................................................................40-11

Managing Employee Information ..................................................................................................................41-1 Managing Employment Information .............................................................................................................41-2 Topics ............................................................................................................................................................41-3 Overview .......................................................................................................................................................41-4 Managing Employee Information..................................................................................................................41-5 Entering Personal Information for a New Person ..........................................................................................41-6 Practice: Hire a New Employee.....................................................................................................................41-10 Supplementary Roles.....................................................................................................................................41-11 People Management Templates .....................................................................................................................41-12 Headcount Report Set....................................................................................................................................41-14

Managing the Employee Assignment.............................................................................................................42-1 Managing the Employee Assignment ............................................................................................................42-2 Changing Assignment Information................................................................................................................42-3 Practice: Promote an Employee.....................................................................................................................42-5 Multiple Assignments for an Employee ........................................................................................................42-6 Practice: Enter a Second Assignment ............................................................................................................42-7 Changing a Secondary Assignment into the Primary Assignment ................................................................42-8 Practice: Changing the Primary Assignment .................................................................................................42-10 Mass Update of Assignments ........................................................................................................................42-11 Demo: Mass Assignment Update ..................................................................................................................42-12

Occupational Health........................................................................................................................................43-1 Occupational Health ......................................................................................................................................43-2 Medical Assessments, Disabilities and Work Incidents ................................................................................43-3 Medical Assessments.....................................................................................................................................43-4 Work Incidents ..............................................................................................................................................43-5 Disabilities.....................................................................................................................................................43-6 Practice: Enter Disability Information...........................................................................................................43-7

Terminating and Re-hiring an Employee......................................................................................................44-1 Terminating and Rehiring an Employee........................................................................................................44-2 Topics ............................................................................................................................................................44-3 Terminating and Rehiring an Employee........................................................................................................44-4 Terminating Employment..............................................................................................................................44-5 Overview .......................................................................................................................................................44-7 Termination Dates .........................................................................................................................................44-8 Practice: Terminating Employment ...............................................................................................................44-9 Terminating a Single Assignment .................................................................................................................44-10 Practice: Terminating One Assignment.........................................................................................................44-11 Cancel Termination Or Rehire.......................................................................................................................44-12 Cancel Termination .......................................................................................................................................44-13 Rehire ............................................................................................................................................................44-14 Practice: Cancelling a Termination................................................................................................................44-15 Practice: Rehire an Employee........................................................................................................................44-16

Modeling the Employment Relationship .......................................................................................................45-1 Modeling the Employment Relationship .......................................................................................................45-2 Summary........................................................................................................................................................45-3

Representing the Workforce Instructor Demonstrations and Practice Solutions .....................................46-1 Instructor Demonstration...............................................................................................................................46-2 Instructor Demonstration and Practice Solution ............................................................................................46-3

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Instructor Demonstration...............................................................................................................................46-4 Instructor Demonstration and Practice Solution ............................................................................................46-5 Instructor Demonstration...............................................................................................................................46-6 Instructor Demonstration and Practice Solution ............................................................................................46-7 Instructor Demonstration...............................................................................................................................46-8 Instructor Demonstration and Practice Solution ............................................................................................46-9 Instructor Demonstration...............................................................................................................................46-10 Instructor Demonstration and Practice Solution ............................................................................................46-12 Instructor Demonstration...............................................................................................................................46-13 Instructor Demonstration and Practice Solution ............................................................................................46-14

Managing Employment Information Instructor Demonstrations and Practice Solutions ........................47-1 Instructor Demonstration...............................................................................................................................47-2 Instructor Demonstration and Practice Solution ............................................................................................47-3 Instructor Demonstration and Practice Solution ............................................................................................47-6 Instructor Demonstration and Practice Solution ............................................................................................47-7

Terminating and Rehiring an Employee Instructor Demonstrations and Practice Solutions ..................48-1 Instructor Demonstration...............................................................................................................................48-2 Instructor Demonstration and Practice Solution ............................................................................................48-3 Instructor Demonstration...............................................................................................................................48-4

Introduction to Compensation and Benefits..................................................................................................49-1 Introduction to Compensation and Benefits ..................................................................................................49-2 Objectives ......................................................................................................................................................49-3 Total Compensation Framework ...................................................................................................................49-4 Oracle HRMS The Basic Information Model................................................................................................49-5 Total Compensation.......................................................................................................................................49-6 Total Compensation Framework Attract - Retain - Motivate ........................................................................49-7 Total Compensation Framework in Oracle HRMS .......................................................................................49-8 Total Compensation Framework ...................................................................................................................49-9 Specific Business Functions Not Just the Framework ...................................................................................49-11 Basic, Standard, or Advanced Benefits 3 Levels of Functionality ................................................................49-12 Administer, Calculate, Pay Payroll Processing.............................................................................................49-13 Oracle Payroll Process Overview ..................................................................................................................49-14 Payroll Gross to Net ......................................................................................................................................49-15 Oracle Payroll Process Overview ..................................................................................................................49-16 Oracle Payroll Prepayments and Payments ...................................................................................................49-17 Oracle Payroll What About Adjustments?.....................................................................................................49-18 Oracle Payroll Process Overview ..................................................................................................................49-19 Time Management.........................................................................................................................................49-20

Overview of Benefits Management ................................................................................................................50-1 Overview of Benefits Management ...............................................................................................................50-2 Benefits Management Overview ...................................................................................................................50-3 Plan Design....................................................................................................................................................50-4 Plan Types Supported....................................................................................................................................50-5 Participation Management .............................................................................................................................50-6 Enrollment Management ...............................................................................................................................50-7 Contribution Management .............................................................................................................................50-8 Distribution Management ..............................................................................................................................50-9 Eligibility Profiles Reusable Definitions .......................................................................................................50-10 Life Event Management Advanced Benefits ................................................................................................50-11 Standard Processes in Oracle HR ..................................................................................................................50-12 Standard Processes in Oracle HR (US)..........................................................................................................50-13 Advanced Benefits Processes ........................................................................................................................50-14 Life Event Management ................................................................................................................................50-15 Life Event Management Processes ................................................................................................................50-16 Eligibility Management Processes.................................................................................................................50-17

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Enrollment Cycle Automation Processes ......................................................................................................50-18 Elements in Oracle HRMS..............................................................................................................................51-1

Elements in Oracle HRMS ............................................................................................................................51-2 Earnings, Deductions & Benefits ..................................................................................................................51-3 Elements in Oracle HRMS The Building Blocks ..........................................................................................51-4 How it works - 1 Define Elements ...............................................................................................................51-6 Defining Elements Key Attributes.................................................................................................................51-7 Recurring and Nonrecurring Types of Element.............................................................................................51-8 How it works - 2 Define Links ......................................................................................................................51-9 Element Links................................................................................................................................................51-10 Element Links Basic Eligibility Rules For Elements ....................................................................................51-11 How it works - 3 Enter Values ......................................................................................................................51-12 How it works - 4 Benefits Administration.....................................................................................................51-13 Element Entries and Processing.....................................................................................................................51-14 How it works - 5 Payroll Processing ............................................................................................................51-15 Predefined Elements ......................................................................................................................................51-17

Total Compensation Elements for Payroll (US)............................................................................................52-1 Total Compensation Elements Setup for Payroll (US) .................................................................................52-2 Objectives ......................................................................................................................................................52-3 Introduction ...................................................................................................................................................52-4 Earnings, Deductions, & Benefits .................................................................................................................52-5 Elements, Formulas, and Balances ................................................................................................................52-6 Designing Elements.......................................................................................................................................52-7

Understanding Element Classifications .........................................................................................................53-1 Understanding Element Classifications .........................................................................................................53-2 Element Classifications Overview.................................................................................................................53-3 Primary Classifications..................................................................................................................................53-4 Primary Classifications and Costing Options ................................................................................................53-6 Secondary Classifications..............................................................................................................................53-7 Predefined Secondary Classifications............................................................................................................53-8 Balance Feeds and Element Classifications...................................................................................................53-9

Defining Elements............................................................................................................................................54-1 Defining Elements .........................................................................................................................................54-2 Elements in Oracle HRMS Common Building Blocks.................................................................................54-3 Defining Elements .........................................................................................................................................54-4 Three Steps to Set Up an Element .................................................................................................................54-5 Element Definitions.......................................................................................................................................54-6 Processing Priority.........................................................................................................................................54-7 Recurring and Nonrecurring Element Types .................................................................................................54-8 Comparing Recurring and Nonrecurring Types ............................................................................................54-9 Other Processing Options ..............................................................................................................................54-10 Termination Processing Rules .......................................................................................................................54-11 Input and Output Currencies..........................................................................................................................54-12 Elements and Input Values ............................................................................................................................54-13 Input Value Example .....................................................................................................................................54-14 Processing Input Values ................................................................................................................................54-15 Pay Value.......................................................................................................................................................54-16 Using the Pay Value ......................................................................................................................................54-17 Practice: Defining Elements ..........................................................................................................................54-18

Initiating Earnings and Deductions ...............................................................................................................55-1 Initiating Earnings and Deductions................................................................................................................55-2 Predefined Earning Types..............................................................................................................................55-3 Hours Worked and Non-Worked Hours ........................................................................................................55-4 Initiating Earnings and Deductions................................................................................................................55-5

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Generated Components..................................................................................................................................55-6 Initiating an Earnings Type ...........................................................................................................................55-12 Earnings by Hourly Rate ...............................................................................................................................55-13 Practice Initiating an Earnings Type..............................................................................................................55-14 Initiating a Deduction ....................................................................................................................................55-15 Start Rules .....................................................................................................................................................55-16 Stop Rules......................................................................................................................................................55-17 Amount Rules................................................................................................................................................55-18 Practice Initiating a Deduction ......................................................................................................................55-19 Configuring Generated Components .............................................................................................................55-20

Controlling the Frequency of Processing an Element ..................................................................................56-1 Controlling the Frequency of Processing an Element....................................................................................56-2 Overview .......................................................................................................................................................56-3 Frequency Rules ............................................................................................................................................56-4 Practice Defining Frequency Rules ...............................................................................................................56-5 Skip Rule Formulas .......................................................................................................................................56-6 Practice Writing a Skip Rule Formula...........................................................................................................56-7

Controlling Eligibility and Costing for Elements .........................................................................................57-1 Element Links................................................................................................................................................57-3 Element Links Basic Eligibility Rules For Elements ....................................................................................57-4 Multiple Eligibility Rules ..............................................................................................................................57-5 Changes to Assignment Impact on Entries ....................................................................................................57-6 Element Links and Costing Rules..................................................................................................................57-7 Eligibility Profiles in Standard and Advanced Benefits ................................................................................57-8 Benefit Element Links ...................................................................................................................................57-9 Practice Creating an Element Link ................................................................................................................57-10

Planning Methods of Entry.............................................................................................................................58-1 Planning Methods of Entry............................................................................................................................58-2 Element Entry Method Types........................................................................................................................58-3 Automatic Entry of Elements ........................................................................................................................58-4 Batch Element Entry BEE ............................................................................................................................58-5 BEE Examples...............................................................................................................................................58-7 Manual Entry of Elements .............................................................................................................................58-8 Salary Administration Window .....................................................................................................................58-9 Absence Detail Window................................................................................................................................58-10 Practice Making an Element Entry ................................................................................................................58-11 Security in Element Entries Windows ...........................................................................................................58-12

Controlling Element Entry Values.................................................................................................................59-1 Controlling Element Entry Values.................................................................................................................59-2 Overview .......................................................................................................................................................59-3 Defaults .........................................................................................................................................................59-4 Default Entries on Links................................................................................................................................59-5 Hot Default ....................................................................................................................................................59-6 Practice Defining Limits on Entry Values .....................................................................................................59-7 Formula Validation........................................................................................................................................59-8 Example Validation Formula.........................................................................................................................59-9 Formula Validation........................................................................................................................................59-10 Practice Defining Formula Rules on Entry Values........................................................................................59-11

Writing Formulas ............................................................................................................................................60-1 Writing Formulas...........................................................................................................................................60-2 Types of Formulas .........................................................................................................................................60-3 Writing Formulas...........................................................................................................................................60-4 Input Values from Elements Inputs are … ...................................................................................................60-5 Easy Access to Data in Formulas ..................................................................................................................60-6

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Easy to Return Formula Results ....................................................................................................................60-7 Formula Statements .......................................................................................................................................60-8 Element Input Values ....................................................................................................................................60-9 Inputs Statement ............................................................................................................................................60-10 Multiple Input Values....................................................................................................................................60-12 Setting Default Values...................................................................................................................................60-13 Checking Default Values...............................................................................................................................60-14 Types of Input................................................................................................................................................60-15 Database Items...............................................................................................................................................60-16 Global Values ................................................................................................................................................60-17 Aliases ...........................................................................................................................................................60-18 IF Statement...................................................................................................................................................60-19 The Return Statement ....................................................................................................................................60-20 Returned Results............................................................................................................................................60-21 Functions .......................................................................................................................................................60-22 Functions Example ........................................................................................................................................60-23 Practice Writing a Formula............................................................................................................................60-24

Defining Formula Results and Processing Rules ..........................................................................................61-1 Overview .......................................................................................................................................................61-3 Formula Processing Rules .............................................................................................................................61-4 Formula Result Types....................................................................................................................................61-6 Practice: Creating Formula Rules ..................................................................................................................61-8

Understanding Payroll Balances ....................................................................................................................62-1 Understanding Payroll Balances....................................................................................................................62-2 Overview .......................................................................................................................................................62-3 Balances.........................................................................................................................................................62-4 Balance Feeds................................................................................................................................................62-5 Balance Dimensions ......................................................................................................................................62-6 Predefined Balance Dimensions ....................................................................................................................62-7 Example of a Defined Balance ......................................................................................................................62-8 Accessing a Balance in a Formula.................................................................................................................62-9 Defining Balances Feeds ...............................................................................................................................62-10 Defining Feeds Using Element Classifications..............................................................................................62-11 Creating Individual Balance Feeds................................................................................................................62-12 Defining Balance Feeds.................................................................................................................................62-13 Practice: Defining a Balance .........................................................................................................................62-14

Design Methodology ........................................................................................................................................63-1 Design Methodology .....................................................................................................................................63-2 Designing Elements and Formulas ................................................................................................................63-3 Overview .......................................................................................................................................................63-4 Representing An Element and Formula A Simple Example.........................................................................63-5 Represent Elements and Formula Results See The Whole Picture...............................................................63-6 Represent Formula Calculations Flowcharts .................................................................................................63-7 Where Do I Start? Begin at the End ..............................................................................................................63-8 Inputs, Outputs and Calculations...................................................................................................................63-9 Example Design for Payroll Overtime...........................................................................................................63-10 Example Design for Payroll Define Requirements and Make Decisions ......................................................63-11 Example Design DT - Double Overtime .......................................................................................................63-12 Example Design for Payroll STO - Straight Overtime ..................................................................................63-13 Straight Overtime- Details.............................................................................................................................63-14 Example Design Premium OT - Premium Overtime .....................................................................................63-15 Premium Overtime - Details..........................................................................................................................63-16 Setup Steps When you know what you want to do........................................................................................63-17 Module Summary ..........................................................................................................................................63-18

Total Compensation Elements for Payroll (US) - Instructor Demoinstrations and Practice Solutions ...64-1

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Practice: Defining Elements ..........................................................................................................................64-2 Solution: Defining Elements..........................................................................................................................64-3 Practice: Initiating an Earnings Type.............................................................................................................64-4 Solution: Initiating an Earnings Type............................................................................................................64-5 Practice: Initiating a Deduction .....................................................................................................................64-9 Solution: Initiating a Deduction.....................................................................................................................64-10 Practice: Defining Frequency Rules ..............................................................................................................64-14 Solution: Defining Frequency Rules..............................................................................................................64-15 Practice: Writing a Skip Rule Formula..........................................................................................................64-16 Solution: Writing a Skip Rule Formula .........................................................................................................64-17 Practice: Creating an Element Link ...............................................................................................................64-19 Solution: Creating an Element Link ..............................................................................................................64-20 Practice: Making an Element Entry ...............................................................................................................64-22 Solution: Making an Element Entry ..............................................................................................................64-23 Practice: Defining Limits on Entry Values....................................................................................................64-25 Solution: Defining Limits on Entry Values ...................................................................................................64-26 Practice: Defining Formula Rules on Entry Values.......................................................................................64-28 Solution: Defining Formula Rules on Entry Values ......................................................................................64-29 Practice: Writing a Formula...........................................................................................................................64-32 Solution: Writing a Formula..........................................................................................................................64-33 Practice: Creating Formula Rules ..................................................................................................................64-34 Solution: Creating Formula Rules .................................................................................................................64-35 Practice: Defining a Balance .........................................................................................................................64-36 Solution: Defining a Balance.........................................................................................................................64-37

Salary Administration.....................................................................................................................................65-1 Salary Administration....................................................................................................................................65-2 Topics ............................................................................................................................................................65-3 Introduction ...................................................................................................................................................65-4 Implementing Salary Administration.............................................................................................................65-5 Salary Administration....................................................................................................................................65-7 Practice: Introducing the Salary Administration window..............................................................................65-9 Defining Salary Administration.....................................................................................................................65-10 Salary Elements .............................................................................................................................................65-11 Defining Salary Elements ..............................................................................................................................65-12 Validating Salary Entries...............................................................................................................................65-13 Linking Salary Elements ...............................................................................................................................65-14 Practice: Creating and Linking Salary Elements ...........................................................................................65-16 Salary Basis ...................................................................................................................................................65-17 Practice: Defining the Salary Basis ...............................................................................................................65-18

Administering Salary Changes.......................................................................................................................66-1 Administering Salary Changes ......................................................................................................................66-2 Salary Components........................................................................................................................................66-4 Using Salary Components .............................................................................................................................66-5 10 Predefined Salary Component Lookups ...................................................................................................66-6 Practice: Defining Salary Components..........................................................................................................66-7 Salary Approval Authority ............................................................................................................................66-8 Practice: Add the Salary Approval Function to the HRMS Navigator Menu................................................66-9

Using Salary Administration ..........................................................................................................................67-1 Using Salary Administration .........................................................................................................................67-2 Assign Salary Basis .......................................................................................................................................67-4 Entering and Proposing Salaries ....................................................................................................................67-5 Correcting Salaries ........................................................................................................................................67-6 Practice: Assigning, Entering and Approving a Salary Basis ........................................................................67-7 Practice: Proposing Salary Changes ..............................................................................................................67-8 Salary History Window and Salary Review Report ......................................................................................67-9

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Practice: Reviewing Current Salaries and Salary History .............................................................................67-10 Using the Salary Management Folder ...........................................................................................................67-11 Application Data Exchange ...........................................................................................................................67-12

Performing Salary Surveys.............................................................................................................................68-1 Performing Salary Surveys ............................................................................................................................68-2 Setting Up Salary Surveys .............................................................................................................................68-4 Salary Surveys ...............................................................................................................................................68-5 Salary Survey Identifier.................................................................................................................................68-6 Practice: Entering Data into Lookup Types...................................................................................................68-8 Entering Salary Surveys ................................................................................................................................68-9 Practice: Entering Salary Surveys .................................................................................................................68-12 Mapping Salary Survey Lines .......................................................................................................................68-13 Practice: Mapping Salary Surveys to Jobs.....................................................................................................68-14 Summary........................................................................................................................................................68-15

Implementing Salary Administration - Practice Details and Solutions ......................................................69-1 Practice: Introducing the Salary Administration Window.............................................................................69-2 Solution: Introducing the Salary Administration Window ............................................................................69-3 Solution: Creating and Linking Salary Elements...........................................................................................69-5 Practice: Defining the Salary Basis ...............................................................................................................69-7 Solution: Defining the Salary Basis...............................................................................................................69-8

Administering Salary Changes - Practice Details and Solutions .................................................................70-1 Practice: Defining Salary Components..........................................................................................................70-2 Solution: Defining Salary Components .........................................................................................................70-3 Practice: Add the Salary Approval Function to the HRMS Navigator Menu................................................70-4 Solution: Add the Salary Approval Function to the HRMS Navigator Menu ...............................................70-5

Using Salary Administration - Practice Details and Solutions ....................................................................71-1 Practice: Assigning, Entering and Approving a Salary Basis ........................................................................71-2 Solution: Assigning, Entering and Approving a Salary Basis .......................................................................71-3 Practice: Proposing Salary Changes ..............................................................................................................71-5 Solution: Proposing Salary Changes..............................................................................................................71-6 Practice: Reviewing Current Salaries and Salary History .............................................................................71-8 Solution: Reviewing Current Salaries and Salary History.............................................................................71-9

Performing Salary Surveys - Practice Details and Solutions .......................................................................72-1 Practice: Entering Data into Lookup Types...................................................................................................72-2 Solution: Entering Data into Lookup Types ..................................................................................................72-3 Practice: Entering Salary Surveys .................................................................................................................72-5 Solution: Entering Salary Surveys.................................................................................................................72-6 Practice: Mapping Salary Surveys to Jobs.....................................................................................................72-7 Solution: Mapping Salary Surveys to Jobs ....................................................................................................72-8

Absence Management and Paid Time Off (PTO) Accruals .........................................................................73-1 Absence Management and PTO Accruals .....................................................................................................73-2 Modules .........................................................................................................................................................73-3 Absence Management and PTO Accruals .....................................................................................................73-4 Objectives ......................................................................................................................................................73-5

Setting up Absence Management ...................................................................................................................74-1 Absence Management....................................................................................................................................74-2 Introduction ...................................................................................................................................................74-3 Topics ............................................................................................................................................................74-4 Setting Up Absence Management .................................................................................................................74-5 Absence Management Components...............................................................................................................74-6 Setting Up Absence Management .................................................................................................................74-8 Absence Element Definition..........................................................................................................................74-9 Absence Types and Balances.........................................................................................................................74-10

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Practice: Adding Lookup Values...................................................................................................................74-11 Practice: Defining and Linking Absence Elements .......................................................................................74-12 Practice: Defining an Absence Type .............................................................................................................74-13 Paying for Absences ......................................................................................................................................74-14

Managing Absences .........................................................................................................................................75-1 Managing Absences.......................................................................................................................................75-2 Absence Detail Window................................................................................................................................75-4 Batch Element Entry......................................................................................................................................75-5 Element Entry................................................................................................................................................75-6 Validation for Absence Entries......................................................................................................................75-7 Validating Absence Duration ........................................................................................................................75-8 Absence Duration Formulas ..........................................................................................................................75-9 Absence Duration Formulas for Business Groups.........................................................................................75-10 Practice: Recording Absences .......................................................................................................................75-11 View Absence History Window ....................................................................................................................75-12 List Employees by Absence Type Window...................................................................................................75-13 Absences Report ............................................................................................................................................75-14 Practice: Viewing Absence Information........................................................................................................75-15 Practice: Reporting Absence Information......................................................................................................75-16 Summary........................................................................................................................................................75-17

PTO Accrual Plans ..........................................................................................................................................76-1 PTO Accrual Plans ........................................................................................................................................76-2 Introduction ...................................................................................................................................................76-3 Topics ............................................................................................................................................................76-4 Understanding the Accrual Plan Structure.....................................................................................................76-5 Accrual Plan Structure...................................................................................................................................76-6 PTO Accrual Plan Rules................................................................................................................................76-7 Accrual Calculations......................................................................................................................................76-9 Net Accrual Calculation ................................................................................................................................76-11 When Accruals are Calculated.......................................................................................................................76-12 Formulas Used for Accrual Plans ..................................................................................................................76-13 Elements Used for Accrual Plans ..................................................................................................................76-16 Element Links for Accrual Plans ...................................................................................................................76-17 Accrual Balance Maintained By Payroll Run................................................................................................76-18

Setting Up PTO Accrual Plans .......................................................................................................................77-1 Setting Up PTO Accrual Plans ......................................................................................................................77-2 Accrual Start Date for New Hires..................................................................................................................77-4 Period of Ineligibility.....................................................................................................................................77-5 BEE and the Ineligibility Period....................................................................................................................77-6 Length of Service Bands................................................................................................................................77-7 PTO Accrual Plan Setup Steps ......................................................................................................................77-8 Defining PTO Accrual Plans .........................................................................................................................77-14 Practice: Defining PTO Accrual Plans ..........................................................................................................77-15

Administering Accrual Plans..........................................................................................................................78-1 Administering Accrual Plans.........................................................................................................................78-2 Enrolling Employees in Accrual Plans ..........................................................................................................78-4 Continuous Service Date ...............................................................................................................................78-5 Practice: Enrolling in an Accrual Plan...........................................................................................................78-6 Recording Accrued Time Taken....................................................................................................................78-7 Practice: Entering Absences ..........................................................................................................................78-9 Viewing Accrual Information........................................................................................................................78-10 Practice: Viewing Accrual Information.........................................................................................................78-11 Carry Over Process........................................................................................................................................78-12 When To Run The Process ............................................................................................................................78-15 Practice: Running the PTO Carry Over Process ...........................................................................................78-16

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Adapting the Predefined Accrual Formulas..................................................................................................79-1 Adapting the Predefined Accrual Formulas...................................................................................................79-2 Accrual Formulas ..........................................................................................................................................79-3 Formula Types: Accrual Formula..................................................................................................................79-4 Formula Types: Accrual Sub Formula...........................................................................................................79-5 Formula Types: Carry Over Formula ............................................................................................................79-6 Formula Types: Ineligibility Formula............................................................................................................79-7 Predefined Formulas: PTO_PAYROLL_BALANCE_CALCULATION.....................................................79-8 Predefined Formulas: PTO_PAYROLL_CARRYOVER .............................................................................79-9 Predefined Formulas: PTO_SIMPLE_BALANCE_MULTIPLIER..............................................................79-10 Predefined Formulas: PTO_SIMPLE_CARRYOVER..................................................................................79-11 Predefined Formulas: PTO_ROLLING_ACCRUAL....................................................................................79-12 Predefined Formulas: PTO_HD_ANNIVERSARY_BALANCE .................................................................79-13 Predefined Formulas: PTO_HD_ANNIVERSARY_CARRYOVER............................................................79-14 Changing and Adding Formula Rules ...........................................................................................................79-15 Example of Changing Rules ..........................................................................................................................79-18 Practice: Creating Accrual Formulas.............................................................................................................79-19

Changing the Net Calculation Rules ..............................................................................................................80-1 Changing Net Calculation Rules ...................................................................................................................80-2 Default Net Calculation Rules .......................................................................................................................80-3 How to Modify Net Calculation Rules ..........................................................................................................80-4 Creating Additional Elements........................................................................................................................80-5 Practice: Creating and Linking Additional Accrual Elements.......................................................................80-6 Practice: Adding an Additional Accrual Element to the Net Calculation Rules...........................................80-7 Summary........................................................................................................................................................80-8

Absence Management and PTO Accruals .....................................................................................................81-1 Absence Management and PTO Accruals .....................................................................................................81-2 Module Summary ..........................................................................................................................................81-3 Summary........................................................................................................................................................81-4

Absence Management - Practice Details and Solutions................................................................................82-1 Practice: Adding Lookup Values...................................................................................................................82-2 Solution: Adding Lookup Values ..................................................................................................................82-3 Practice: Defining and Linking Absence Elements .......................................................................................82-5 Solution: Defining and Linking Absence Elements.......................................................................................82-6 Practice: Defining an Absence Type .............................................................................................................82-7 Solution: Defining an Absence Type.............................................................................................................82-8

Managing Absences - Practice Details and Solutions ...................................................................................83-1 Practice: Recording Absences .......................................................................................................................83-2 Solution: Recording Absences.......................................................................................................................83-3 Practice: Viewing Absence Information........................................................................................................83-4 Solution: Viewing Absence Information .......................................................................................................83-5 Practice: Reporting Absence Information......................................................................................................83-6

Setting Up PTO Accrual Plans - Practice Details and Solutions .................................................................84-1 Practice: Defining PTO Accrual Plans ..........................................................................................................84-2 Solution: Defining PTO Accrual Plans..........................................................................................................84-3

Administering Accrual Plans - Practice Details and Solutions....................................................................85-1 Practice: Enrolling in an Accrual Plan...........................................................................................................85-2 Solution: Enrolling in an Accrual Plan ..........................................................................................................85-3 Practice: Recording Absences .......................................................................................................................85-4 Solution: Recording Absences.......................................................................................................................85-5 Practice: Viewing Accrual Information.........................................................................................................85-6 Solution: Viewing Accrual Information ........................................................................................................85-7 Practice: Running the PTO Carry Over Process ............................................................................................85-8 Solution: Running the PTO Carry Over Process ...........................................................................................85-9

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Adapting the Predefined Accrual Formulas - Practice Details and Solutions............................................86-1 Practice: Creating Accrual Formulas.............................................................................................................86-2 Solution: Creating Accrual Formulas ............................................................................................................86-3

Changing Net Calculation Rules - Practice Details and Solutions ..............................................................87-1 Practice: Creating and Linking Additional Absence Elements......................................................................87-2 Practice: Adding an Additional Absence Element to the Net Calculation Rules...........................................87-4 Solutions: Adding an Additional Absence Element to the Net Calculation Rules ........................................87-5

Payroll Setup (US) ...........................................................................................................................................88-1 Payroll Setup (US).........................................................................................................................................88-2 Modules .........................................................................................................................................................88-3 Objectives ......................................................................................................................................................88-4

Modeling Payrolls ............................................................................................................................................89-1 Modeling Payrolls..........................................................................................................................................89-2 Topics ............................................................................................................................................................89-3 Payroll Overview...........................................................................................................................................89-4 Setting Up Payment Methods ........................................................................................................................89-6 Valid Payment Methods ................................................................................................................................89-7 Defining Payment Methods ...........................................................................................................................89-10 Currencies......................................................................................................................................................89-11 Practice: Defining Payment Methods ............................................................................................................89-12

Setting Up Payrolls ..........................................................................................................................................90-1 Setting Up Payrolls........................................................................................................................................90-2 Payroll Overview...........................................................................................................................................90-3 Processing Pay Calendars ..............................................................................................................................90-4 Processing Pay The Pay Period Cycle ...........................................................................................................90-5 Processing Pay QuickPay or Batch Process .................................................................................................90-6 Setting Up a Payroll.......................................................................................................................................90-7 Entering Cost Details for a Payroll ................................................................................................................90-9 Practice: Defining a Payroll...........................................................................................................................90-10

Setting Up Employer Tax Information..........................................................................................................91-1 Setting up Employer Tax Information ...........................................................................................................91-2 Topics ............................................................................................................................................................91-3 Understanding Employer Tax Information in Oracle Payroll........................................................................91-4 Employer Tax Introduction............................................................................................................................91-5 Oracle Payroll and Vertex .............................................................................................................................91-6 Entering Tax Information ..............................................................................................................................91-7 Tax Information for GREs Federal, State and Local .....................................................................................91-8 Practice: Entering Tax Rules for a GRE........................................................................................................91-9 GRE Transmitter Setup Introduction.............................................................................................................91-10 Multiple Worksite Reporting Overview ........................................................................................................91-11 Defining Structures for Multiple Worksite Reporting ...................................................................................91-12

Setting up Taxability Rules for Earnings and Deductions...........................................................................92-1 Setting up Taxability Rules for Earnings and Deductions ...........................................................................92-2 Taxability Rules for Regular Earnings ..........................................................................................................92-3 Taxability Rules for Other Earnings..............................................................................................................92-4 Entering Taxability Rules ..............................................................................................................................92-5 Taxability Rules for Pre-Tax Deductions ......................................................................................................92-6 Local Taxability Rules...................................................................................................................................92-7 Practice: Define a New Tax Category ...........................................................................................................92-8

Entering and Calculating FUTA Credits.......................................................................................................93-1 Entering and Calculating FUTA Credits .......................................................................................................93-2 Introduction ...................................................................................................................................................93-3 Calculating FUTA Credits.............................................................................................................................93-4

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Entering FUTA Rates ....................................................................................................................................93-5 Practice: Entering FUTA Tax Rates ..............................................................................................................93-6

Understanding Vertex and Vertex Updates ..................................................................................................94-1 Understanding Vertex and Vertex Updates ...................................................................................................94-2 Vertex Introduction........................................................................................................................................94-3 Vertex License...............................................................................................................................................94-4 Oracle Payroll Tax Rules and Calculations ...................................................................................................94-5 Vertex Element ..............................................................................................................................................94-6

Setting Up Employee Tax Information..........................................................................................................95-1 Setting up Employee Tax Information...........................................................................................................95-2 Topics ............................................................................................................................................................95-3 Entering Employee Tax Rules .......................................................................................................................95-4 Employee Tax Introduction ...........................................................................................................................95-5 Practice: Entering Tax Rules for an Employee..............................................................................................95-9 Practice: Entering an Override for Employee Tax.........................................................................................95-10

Viewing Employee Tax Balances....................................................................................................................96-1 Viewing Employee Tax Balances..................................................................................................................96-2 Introduction ...................................................................................................................................................96-3 Viewing Employee Tax Balances..................................................................................................................96-4 Practice: Viewing Employee Tax Balances...................................................................................................96-5 Employee Tax Balance Summary Window...................................................................................................96-6 Practice: Viewing Employee Tax Balance Summary ....................................................................................96-10

Setting Up Wage Attachments........................................................................................................................97-1 Setting Up Wage Attachments.......................................................................................................................97-2 Topics ............................................................................................................................................................97-3 Creating Wage Attachment Elements............................................................................................................97-4 Wage Attachments Introduction ....................................................................................................................97-5 User Defined Wage Attachments ..................................................................................................................97-7 Wage Attachment Rules ................................................................................................................................97-8 Practice: Creating Wage Attachments ...........................................................................................................97-9

Maintaining Wage Attachments for Employees ...........................................................................................98-1 Maintaining Wage Attachments for Employees ............................................................................................98-2 Entering Wage Attachments For an Employee..............................................................................................98-3 Payee: Organization.......................................................................................................................................98-4 Payee: Person.................................................................................................................................................98-5 Practice: Setting Up a Payee Organization ....................................................................................................98-6 Wage Attachments for an Employee .............................................................................................................98-7 Practice: Entering Third Party Payment Methods .........................................................................................98-8 Entering Wage Attachments for an Employee...............................................................................................98-9 Practice: Entering Wage Attachments for an Employee................................................................................98-10

Producing Checks for Wage Attachments.....................................................................................................99-1 Producing Checks for Wage Attachments .....................................................................................................99-2 Practice: Producing a Third Party Check.......................................................................................................99-6

Payroll Setup (US) ...........................................................................................................................................100-1 Payroll Setup (US).........................................................................................................................................100-2 Module Summary ..........................................................................................................................................100-3 Summary........................................................................................................................................................100-4

Modeling Payroll - Instructor Demonstrations and Practice Solutions ......................................................101-1 Practice: Defining Payment Methods ............................................................................................................101-2 Practice Solution: Defining Payment Methods..............................................................................................101-3 Practice: Defining a Payroll...........................................................................................................................101-6 Practice Solution: Defining a Payroll ............................................................................................................101-7

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Setting Up Employer Tax Information - Instructor Demonstrations and Practice Solutions ..................102-1 Practice: Entering Tax Rules for a GRE........................................................................................................102-2 Practice Solution: Entering Tax Rules for a GRE .........................................................................................102-3 Practice: Define a New Tax Category ...........................................................................................................102-6 Practice Solution: Define a New Tax Category.............................................................................................102-7 Practice: Entering FUTA Tax Rates ..............................................................................................................102-9 Practice Solution: Entering FUTA Tax Rates................................................................................................102-10

Setting Up Employee Tax Information - Instructor Demonstration and Practice Solutions ....................103-1 Practice: Entering Tax Rules for an Employee – Federal Tax Rules.............................................................103-2 Practice Solution: Entering Tax Rules for an Employee – Federal Tax Rules ..............................................103-3 Practice: Entering Tax Rules for an Employee – State Tax Rules.................................................................103-4 Practice Solution: Entering Tax Rules for an Employee – State Tax Rules ..................................................103-5 Practice: Entering Tax Rules for an Employee – Local Tax Rules................................................................103-6 Practice Solution: Entering Tax Rules for an Employee – Local Tax Rules .................................................103-7 Practice: Entering an Override for Employee Tax - Federal and State Tax...................................................103-8 Practice Solution: Entering an Override for Employee Tax – Federal and State Tax....................................103-9 Practice: Entering an Override for Employee Tax – Local Tax.....................................................................103-10 Practice Solution: Entering an Override for Employee Tax – Local Tax ......................................................103-11 Practice: Viewing Employee Tax Balances...................................................................................................103-12 Practice Solution: Viewing Employee Tax Balances ....................................................................................103-13 Practice: Viewing Employee Tax Balance Summary ....................................................................................103-14 Practice Solution: Viewing Employee Tax Balance Summary......................................................................103-15

Setting Up Wage Attachments - Instructor Demonstrations and Practice Solutions ................................104-1 Practice: Creating Wage Attachments ...........................................................................................................104-2 Practice Solution: Creating Wage Attachments.............................................................................................104-3 Practice: Setting Up a Payee Organization ....................................................................................................104-4 Practice Solution: Setting Up a Payee Organization......................................................................................104-5 Practice: Entering Third Party Payment Methods .........................................................................................104-6 Practice Solution: Entering Third Party Payment Methods ...........................................................................104-7 Practice: Entering Wage Attachments for an Employee................................................................................104-8 Practice Solution: Entering Wage Attachments for an Employee .................................................................104-9 Practice: Producing a Third Party Check.......................................................................................................104-10 Practice Solution: Producing a Third Party Check ........................................................................................104-11

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Preface

Profile

Before You Begin This Course

Before you begin this course, you should have the following qualifications:

• Thorough knowledge of navigating within Oracle R11i application and HRMS business requirements within your organization.

• Working experience with the following: − Workstructures − Costings of payrolls − Modeling Employment Relationship − Compensation and Benefits including elements for Payroll − Salary administration and managing absences and paid time off (PTO) accruals − Payroll setup requirements

Prerequisites

• Total View in Oracle HRMS 14552GC10 (ILT) or eclass

• Understanding your own organizations business functions and procedures.

How This Course Is Organized

This is an instructor-led course featuring lecture and hands-on exercises. Online demonstrations and written practice sessions reinforce the concepts and skills introduced.

Related Publications

Oracle Publications

Title Part Number

Using Oracle HRMS – The fundamentals (US) A73315-01

Managing People Using Oracle HRMS A73314-01

Managing Compensation and Benefits using Oracle HRMS A77144-01

Implementing Oracle HRMS (US) A75314-01

Managing Total Compensation Using Oracle HRMS A82930-01

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11i Oracle HRMS Implement Oracle HR and Payroll (US) Table of Contents xxii

Additional Publications

• System release bulletins

• Installation and user’s guides

• read.me files

• Oracle Magazine

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11i Oracle HRMS Implement Oracle HR and Payroll (US) Table of Contents xxiii

Typographic Conventions

Typographic Conventions in Text Convention Element Example Bold italic Glossary term (if

there is a glossary)

The algorithm inserts the new key.

Caps and lowercase

Buttons, check boxes, triggers, windows

Click the Executable button. Select the Can’t Delete Card check box. Assign a When-Validate-Item trigger to the ORD block. Open the Master Schedule window.

Courier new, case sensitive (default is lowercase)

Code output, directory names, filenames, passwords, pathnames, URLs, user input, usernames

Code output: debug.set (‘I”, 300); Directory: bin (DOS), $FMHOME (UNIX) Filename: Locate the init.ora file. Password: User tiger as your password. Pathname: Open c:\my_docs\projects URL: Go to http://www.oracle.com User input: Enter 300 Username: Log on as scott

Initial cap Graphics labels (unless the term is a proper noun)

Customer address (but Oracle Payables)

Italic Emphasized words and phrases, titles of books and courses, variables

Do not save changes to the database. For further information, see Oracle7 Server SQL Language Reference Manual. Enter [email protected], where user_id is the name of the user.

Quotation marks

Interface elements with long names that have only initial caps; lesson and chapter titles in cross-references

Select “Include a reusable module component” and click Finish. This subject is covered in Unit II, Lesson 3, “Working with Objects.”

Uppercase SQL column names, commands, functions, schemas, table names

Use the SELECT command to view information stored in the LAST_NAME column of the EMP table.

Arrow Menu paths Select File > Save. Brackets Key names Press [Enter]. Commas Key sequences Press and release keys one at a time:

[Alternate], [F], [D] Plus signs Key combinations Press and hold these keys simultaneously: [Ctrl]+[Alt]+[Del]

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11i Oracle HRMS Implement Oracle HR and Payroll (US) Table of Contents xxiv

Typographic Conventions in Code Convention Element Example Caps and lowercase

Oracle Forms triggers

When-Validate-Item

Lowercase Column names, table names

SELECT last_name FROM s_emp;

Passwords DROP USER scott IDENTIFIED BY tiger;

PL/SQL objects OG_ACTIVATE_LAYER (OG_GET_LAYER (‘prod_pie_layer’))

Lowercase italic

Syntax variables CREATE ROLE role

Uppercase SQL commands and functions

SELECT userid FROM emp;

Typographic Conventions in Navigation Paths

Typographic Conventions in Navigation Paths

This course uses simplified navigation paths, such as the following example, to direct you through Oracle Applications.

(N) People > Enter and Maintain > (M) Query-Find > (B) Assignment

This simplified path translates to the following:

1. (N) From the Navigator window, select People then Enter and Maintain.

2. (M) From the menu, select Query then Find “your employee”.

3. (B) Click the Assignment button.

Notations:

(N) = Navigator

(M) = Menu

(T) = Tab

(B) = Button

(I) = Icon

(H) = Hyperlink

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11i Oracle HRMS Implement Oracle HR and Payroll (US) Table of Contents xxv

Typographical Conventions in Help System Paths

This course uses a “navigation path” convention to represent actions you perform to find pertinent information in the Oracle Applications Help System.

The following help navigation path, for example—

Oracle HRMS > Total Compensation Elements Setup > Elements > How To > Define an Element

— represents the following sequence of actions:

1. In the navigation frame of the help system window, expand your local Oracle HRMS entry.

2. Under the Oracle HRMS entry, expand Total Compensation Elements Setup.

3. Under Total Compensation Elements Setup, expand Elements.

4. Under Elements, expand How To.

5. Under How To, select Define an Element.

This will display step-by-step instructions on how to complete the Element window.

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11i Oracle HRMS Implement Oracle HR and Payroll (US) Table of Contents xxvi

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Work Structures Chapter 1 - Page 1

Work Structures Chapter 1

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Work Structures

Work Structures

HRMS Release 11i

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Objectives

Objectives

After completing this eClass you should be able to do the following:• Recognise different types of enterprise business models

and explain how to represent these in Oracle HRMS• Describe the work structure components and

understand their use in Oracle HRMS

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Modules

ModulesWork Structures contains the following modules:• Module 1 - Overview of Enterprise Work Structures• Module 2 - Defining Common Data• Module 3 - Setting up Business Groups, Locations and

Organizations• Module 4 - Representing Financial Report Structures• Module 5 - Representing Legal & Government Reporting

Structures (US)• Module 6 - Representing Grades and their Relationship to

Pay• Module 7 - Representing Jobs and Positions• Module 8 - Setting up Workers’ Compensation (US)

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Overview of Enterprise Work Structures Chapter 2 - Page 1

Overview of Enterprise Work Structures Chapter 2

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Overview of Enterprise Work Structures

None*

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Topics

Topics

In this module the following topics will be covered:• Overview of Enterprise Work Structures• Understanding Work Structure Components 1• Understanding Work Structure Components 2• Understanding Work Structure Components 3

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Module Overview

Module Overview

• Every enterprise has its own individual ‘culture’, which is reflected in the organization of work and the management of people within the enterprise.

• Culture is also reflected in the reward systems, the business processes and the control systems that operate within the enterprise.

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Oracle HRMS An Information Model

Oracle HRMSAn Information Model

• With Oracle HRMS you create an information model to represent your own enterprise– Work– Pay– People

• People are deployed and compensated using the model you setup

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Oracle HRMS Information Model

Oracle HRMS Information Model

Work PayLinks

EntriesWork

Details

Employment

People Employee Pay and Benefit History

Compensation, Entitlements, Rules, and

Conditions

Employee and Applicant

Assignment History

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Typical Types of Enterprise

Typical Types of Enterprise

• To simplify this section we are going to consider three typical types of enterprise and their characteristics

1. Project Based2. Rule Based3. Hybrid

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Project Based Enterprise Characteristics

Project Based EnterpriseCharacteristics

• Typical in consulting, construction, small manufacturing or software companies– Loosely structured operating groups– Rapidly changing structures in response to

changing business opportunities– People are hired and deployed for their skills– Reward systems are usually personal– Individuals are usually more important than

roles

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Project Based Enterprise System Needs

Project Based EnterpriseSystem Needs

• Flexibility to represent and change organizational structures and work groups

• Flexibility in defining and assigning roles to people• Ability to show multiple activities• Ability to define and manage competence-centric

business processes• Flexibility in the compensation management

framework to handle individual compensation plans

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Project Based Enterprise Oracle Solution

Project Based EnterpriseOracle Solution

• Use Organizations for detailed reporting groups• Use Jobs to define roles independent of any specific

organization. Person changes organization but keeps the same job.

• Use Elements to record time spent on specific projects

Assignment

Organization

Job

Consider using a combination of Organizations and Jobs for the flexibility you need.

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Rule Based Enterprise Characteristics

Rule Based EnterpriseCharacteristics

• Typical in Government agencies, Education, Health Care, Public Sector, and non-profit agencies– Highly structured operating groups– Posts exist independently of people– Positions are controlled, with detailed approvals

for budgeting and reporting– Employees hired and assigned to specific

positions– Rewards usually associated with the position– Roles usually more important than individuals

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Rule Based Enterprise System Needs

Rule Based EnterpriseSystem Needs

• Ability to define and control positions independently of people

• Ability to manage some information about positions across organizations

• Ability to assign multiple people to one position or one person to many positions

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Rule Based Enterprise Oracle Solution

Rule Based EnterpriseOracle Solution

• Positions enable more detailed management information and reporting than jobs alone

• Use Orgs to show departmental level information• Use Jobs to represent common types shared across

all organizations

Assignment

Organization

Job

Position

Consider using Positions to represent the detailed work structures you need

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Hybrid Enterprise Characteristics

Hybrid EnterpriseCharacteristics

• Typical in large manufacturing, or larger commercial enterprises

• Share characteristics of both project and rule based types of enterprise models– Typically management and administrative roles

are fixed– Other roles managed more flexibly

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Hybrid Enterprise Oracle Solution

Hybrid EnterpriseOracle Solution

• Positions for managers • Jobs for other employees

Person

Org Job

Person

Org Job

Position

Assignment Assignment

Production Director

Production Director .1 UnionA.Engineer.1Production

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Understanding Work Structure Components Chapter 3 - Page 1

Understanding Work Structure Components Chapter 3

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Understanding Work Structure Components 1

Understanding Work Structure Components

1

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Work Structures Overview

Work StructuresOverview

• Work Structures provide the framework in which you place people

• They include:– Enterprise and employer structures such as business

groups, organizations and legal entities– Work roles for employees such as Jobs and Positions– Grade structures with related pay rates– Payroll Groups with processing calendars– User defined groups such as unions or pension

groups

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Work Structures Representing the Employer

Work StructuresRepresenting the Employer

• A single company with all of its offices in one country

• An international company with offices overseas but with a single reporting structure

• A multi-national company with subsidiary companies, each with its own reporting and management structures

Oracle HRMS lets you model:

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Business Groups in Oracle HRMS

Business Groups in Oracle HRMS

• A Business Group defines a complete set of HR data for operations and processing

• Linked with one legislative processing area for HR, payroll, and benefits regulations

• May correspond to a single company, or in large enterprises, to a holding company or corporation

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The Startup Business Group

The Startup Business Group

• Oracle HRMS comes with one predefined Business Group– This is for users of Oracle Applications who do not

intend to use HR• You should setup a new Business Group with your

own choice of default information

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Business Groups

Business Groups

• By default, all employees receive an assignment to the business group you choose when you sign-on

• When you enter assignment details to internal organizations such as divisions or departments, you replace the default assignment

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Business Groups

Business Groups

• By default, all employees receive an assignment to the business group you choose when you sign-on

• When you enter assignment details to internal organizations such as divisions or departments, you replace the default assignment

The employee continues to exist within thebusiness group

Personal, work and pay details areregulated by the legislation of the

business group

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One or Many Business Groups Reasons

One or Many Business GroupsReasons

• You want a copy of your live system with example records for training or testing purposes

• You are a holding company with a number of subsidiary companies – Each subsidiary has its own structures, employees,

and compensation and benefit policies• You acquire or merge with another company

– You want to manage separate structures and processes during a transition phase

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One or Many Business Groups Oracle HRMS

One or Many Business GroupsOracle HRMS

• Oracle HRMS provides legislative support for HR and payroll associated with a business group

• If you operate in many countries you might want to define a different business group for each country– Different job and grade definitions– Different compensation policies – Different languages for all information

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One or Many Business Groups Oracle HRMS

One or Many Business GroupsOracle HRMS

• Oracle HRMS provides legislative support for HR and payroll associated with a business group

• If you operate in many countries you might want to define a different business group for each country– Different job and grade definitions– Different compensation policies – Different languages for all information

Set up one or many business groups according to the operating needs of

your own enterprise

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One or Many Business Groups Options

One or Many Business GroupsOptions

• If you operate in many countries but have only a small number of employees in each country – Include all employees in one business group– Use flexfields to capture additional local data– Process local payrolls through third-party systems

Legislative Data

Legislative Rules

Business Data

Business Rules

US Business Group

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One or Many Business Groups Options

One or Many Business GroupsOptions

• Operations in countries with large numbers of employees• Setup a business group for each major operating country• Setup an ‘other’ group for all other employees.• Process some payrolls with Oracle and others through

third-party systems

US Business Group

Legislative Data

UK Business Group Business Data

Business Rules

Legislative Rules

BusinessData

Business Rules

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Understanding Work Structure Components 2 Chapter 4 - Page 1

Understanding Work Structure Components 2 Chapter 4

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2

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Locations

Locations

• Define locations for each physical site where your employees work– Local or international– Specific to one business

group or shared across all• In some legislations work

locations determine taxability rules

• Define locations for external organizations– Tax authorities, insurance

and benefits carriers

1400 First Street New YorkUSA

150 Victoria StreetMelbourneAustralia

33 EastcheapLondonUnited Kingdom

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Organizations

Organizations

• An organization is any work group smaller than a business group– Companies– Departments or Divisions– Operating Units

• Define as many separate organizations as you need within each Business Group

• Organizations can be internal or external– E.g. recruiting agencies and insurance carriers

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Organization Hierarchies


• Use hierarchies to group organizations and to show management reporting lines– In a hierarchy each organization has one parent – Unlimited number of hierarchies

• Use hierarchies when running reports to include a group of organizations

• Use hierarchies to define security• Use the Organization Hierarchy window to enable

position control• Use hierarchies to set position control

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Global Corp LA

President:

Luisa Gonzales

Global Corp Europe

MD:

Andrea Chenier

Global Executive Board

CEO: Barry Fino

Global CorpUS

President: Mike Tenko

Global Industries Corporation

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Jobs and Positions

Jobs and Positions

• Use Jobs or Positions to represent the different roles that a person can perform in your enterprise

• Oracle HRMS provides two options to suit the needs of different enterprises

Senior Engineer

Consultant

Payroll Manager

Payroll Clerk

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Using Jobs or Positions


• Do you manage People or Positions?– Fixed or Flexible Roles– May be more than one

employee in the same role

Senior Engineer

Consultant

Payroll Manager

Payroll Clerk

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employee in the same role• If role continues to exist

after the employee leaves then think about Positions

• If role ceases or is re-evaluated when the employee leaves then think about Jobs

Senior Engineer

Consultant

Payroll Manager

Payroll Clerk

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Additional Information for Jobs and Positions


• Predefined types of information include:– Valid grades– Job Evaluation details– Work Choices– Competence or Skill Requirements

• An unlimited number of user-defined types– Extra Information Types

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Jobs

Jobs

• Jobs are generic roles within a Business Group• They are independent of any single organization

– Exist for all organizations– For example. The jobs Manager and Consultant

could occur in many organizations• Oracle HRMS lets you define your own job structure

and then enter details for each job in your enterprise

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Job Key Flexfield

Job Key Flexfield

• Define your own job structure as a key flexfield

• Up to 30 segments– Validation on each

segment• Define individual jobs

as a combination of segment values

• You decide if each segment is required or optional

Manager.1Job

Title Manager

Level 1

Job Key Flexfield

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Positions

Positions

• Position is a specific role, or function, that exists in one, and only one, organization

• Positions show more management reporting detail than organizations alone

• Position definition includes Job and Organization

– Use job to show common job types and information across organizations

– Use fewer organizations to show groups of positions and employees. E.g. Department level.

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Positions and Organizations

Positions and Organizations

• Use Positions to show specific posts within an Organization

• Typical in Public Sector, Government, Education and Health

• Typical in large enterprises to show management positions

• Use Position Control functionality to manage positions

Org : HR Department

Post

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Position Hierarchies


• Use Hierarchies to show management reporting lines between positions– More detail than Organization Hierarchies– In a hierarchy each position has one parent

• Unlimited number of hierarchies– Dates and versions– Copy and manage multiple versions

• Use hierarchies to control user access to records– Security Profiles– Reports

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Position Key Flexfield


• Define your own position structure using a key flexfield

• Up to 30 segments• Validation on each

segment• Define each position as a

combination of segment values

• Simplest option is one segment with no validation for ‘Title’

Position

Title HR Director


HR Director

HR DepartmentOrg

Manager.3Job

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Security Based on Work Structures

Security Based on Work Structures

• With Oracle HRMS you define the rules for who has access to personal information through a Security Profile

• You define security profiles based on organization and/or position hierarchies.– You can also use payroll group in the definition

• The combination of Security Profile and Responsibility control the records that an application user can see– Organizations, Positions and People

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Understanding Work Structure Components 3 Chapter 5

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3

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Grades

Grades• Grades show relative

levels of management or seniority in an enterprise

• May be grouped as– Management,

Administrative, Technical, etc.

• Often related to levels of pay

• Often related to Jobor Position

• Often related to Union Group

Assembler.1

Engineer.SnrClerk.Jnr

Director

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Grade Key Flexfield

Grade Key Flexfield

• Define your own grade structure using a key flexfield


segment– Required or Optional

• Define each grade as a combination of segment values

Job Group Engineer

Level 3

Grade Key Flexfield

Union TG

TGWU.Engineer.3Grade

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Work Structures Grades and Pay

Work StructuresGrades and Pay

• Direct – Use Grade Rates– Maximum, Minimum, and Mid-point values

• Indirect – Use Pay Scales – Progression Points and Values– Grade Steps and increments

Oracle HRMS supports direct and indirect relationships between grades and pay

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Work Structures Grade Rates

Work StructuresGrade Rates

• Each Grade has a value or a range of values

• Often used in performance related pay processes– Salary Administration– Units may be money, hours, numbers– Comparative calculations

A.1 25000 20000 30000 40000

Grade Value Minimum Midpoint Maximum

A.2 27000 23000 33000 43000

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Grade Steps and Progression Points

Grade Steps and Progression Points

8

765

1234

9

130001265512250

11700

10000105501097511450

13400

A123

1

2C

B

1

3

4

2

Points PayPay ScaleGrade A - Steps 1,2,3

Grade B - Steps 1,2,3,4

Grade C - Steps 1,2

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Pay Scales

Pay Scales

• Define Pay Scales to show indirect relationships between grades and pay– Unlimited number of scales– Unlimited number of points and values– Sequence for progression

• Define a value for every point– Money, Hours, Number

• Define Grade Steps in sequence– Select a point for each step– Define a “ceiling” point to stop automatic increments

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Payroll Groups for HR Users

Payroll Groups for HR Users

• HR only users can define payroll groups:– For compensation eligibility rules– For interfacing to third-party payrolls– For security

• Payrolls define the frequency of payment for groups of employees– Define a payroll calendar within the tax year provided

by legislation– Use pay period options provided by legislation

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People Groups

People Groups

• Locations, Organizations, Jobs, Positions, Grades and Payrolls are predefined structures for grouping people

• Need flexibility to define other types of group in Oracle HRMS– For reporting and analysis– To define eligibility for compensation– To extend key assignment details

• Typical examples include Union, Pension, Bonus Eligibility, Car Eligibility, etc.

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People Group Key Flexfield


• Define your own segments using a key flexfield structure



• Enter values for each segment on the Assignment window– You don’t define a key

combination


Pension Yes

Car User Essential

Union None

None.Yes.Essential.SalesGroup

Comp Group Sales

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Defining Common Data Chapter 6 - Page 1

Defining Common Data Chapter 6

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Defining Common Data

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Topics

Topics

In this module the following topics will be covered:• Defining Common Data• Defining Descriptive Flexfields• Extra Information Types in Oracle HRMS• Defining Lookups and Values• Managing Currencies and Exchange Rates

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Module Overview

Module Overview

• This module concentrates on the common types of data that exists in the Oracle HRMS products and how to set them up– Key and Descriptive Flexfields– Extra Information Types– Lookups and Values– Currencies and Exchange Rates

• These are not associated with a specific functional area

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Flexfields Overview

Flexfields Overview

• Key and Descriptive Flexfields are common to Oracle Applications

• Let you define the structure of unique identifiers for your own key information

• Let you extend the types of information you can hold in HRMS without changing code– Available as soon as you make the definitions– Automatically upgraded

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Key Flexfields in Oracle HRMS Special Considerations

Key Flexfields in Oracle HRMSSpecial Considerations

• HRMS uses key flexfield structures to let you configure your own unique names for work structures and competencies:– Job, Position,Grade and Competency

• HRMS also uses key flexfield structures to let you capture additional information:– People Group, Cost Allocation and Competencies– Personal Analysis, (Special Information Types)

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Standard Features

Standard Features

• One key structure for each Business Group– Unlimited structures for

Personal Analysis• Up to 30 segments in each

structure– Validation on each

segment using a Value Set• The combination of

segment values creates a unique key

Job Group Engineer

Level 3

Grade Key Flexfield

Union TGWU


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A Key Flexfield

A Key Flexfield

Job Group

Union

EngineerEngineer

Level 3

Grade Key Flexfield

TG


Flexfield Name

Segments

Prompt

Transport and General

Description

Value

Key FlexfieldCombination

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Cost Allocation and Flexfield Qualifiers Special Considerations

Cost Allocation and Flexfield QualifiersSpecial Considerations

• Cost Allocation uses flexfield qualifiers to control the level at which users can enter values for each segment:– Payroll, Link, Organization, Assignment, Entry and

Balancing• Combinations are created even when

the segments are not displayed– Combination Rules are not used

• Each segment must have at least one qualifier

• Each qualifier must have at least one segment

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Soft-Coded Legislation Key Flexfield Special Considerations

Soft-Coded Legislation Key FlexfieldSpecial Considerations

• Legislation-specific information for HRMS– Predefined by HRMS product development– Flexfield structure linked to the legislation of your

business group• Uses qualifiers to control entry of values

– Business Group: Organization window– Payroll: Payroll window– Employee Assignment: Assignment window

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Bank Details Key Flexfield Special Considerations

Bank Details Key FlexfieldSpecial Considerations

• Legislation specific structures for local bank account information– Predefined by HRMS product development– Flexfield structure linked to the legislation of your

business group– Appears in Organizational Payment Method and

Personal Payment Method windows

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Bank Details Key Flexfield Special Considerations

Bank Details Key FlexfieldSpecial Considerations

• Legislation specific structures for local bank account information– Predefined by HRMS product development– Flexfield structure linked to the legislation of your

business group– Appears in Organizational Payment Method and

Personal Payment Method windows

Warning!Do not modify the definitions of predefined flexfields.

Changes may invalidate your support agreementwith Oracle and make it difficult to upgrade your system.

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Steps for Defining a Key Flexfield Special Considerations

Steps for Defining a Key FlexfieldSpecial Considerations

1. Register validation tables, (if required)2. Define value sets with validation rules3. Define flexfield structure and segments

– Associate value sets with segments– Enable qualifiers for costing segments

4. Define values for any independent and dependent value sets

5. Define aliases or cross validation rules6. Generate database items for individual segments,

(if required in FastFormula or QuickPaint)

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Practice: Configure the People Group Key Flexfield

Practice: Configure the People Group Key Flexfield

• Follow the demonstration, or use the notes provided, to configure the People Group key flexfield

• Navigate to the Key Flexfield Segments window using the System Administrator responsibility

(N) Application > Flexfield > Key > Segments

Online Help

For details on how to configure the people group key flexfield structure, please refer to the online help path: Oracle HRMS> Extend Oracle HRMS> Flexfields> User Definable Key Flexfields For details on how to complete the Key Flexfield Segment Window please refer to the on line Help path : Applications Help Library > Applied Technology > Oracle Applications Flexfield > Key Flexfields Segments Window > Defining Segments

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Practice: Configure the Personal Analysis Flexfield

Practice: Configure the Personal Analysis Flexfield

• Follow the demonstration, or use the notes provided, to configure the Personal Analysis key flexfield



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Defining Descriptive Flexfields Chapter 7 - Page 1

Defining Descriptive Flexfields Chapter 7

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Defining Descriptive Flexfields

Defining Descriptive Flexfields

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Descriptive Flexfields in Oracle HRMS Special Considerations

Descriptive Flexfields in Oracle HRMSSpecial Considerations

• Oracle HRMS provides predefined windows and fields to collect data

• Use descriptive flexfields to define your own additional information

• Up to 30 additional fields available in every window – User Descriptive Flexfields

• Plus unlimited Extra Information Types for– Locations, Jobs and Positions– People and Assignments– 30 segments for each Type you define

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Standard Features

Standard Features

• One descriptive structure for each record

• Unlimited Types for Extra Information

• Up to 30 segments in each structure– Validation on each

segment using a Value Set

Additional Person Details

Car Driver

Passport

2nd Passport

Yes

British

Irish

Open

Person Window

[ ]Closed

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A Descriptive Flexfield


Value

Key FlexfieldCombination


Car Driver

Passport

2nd Passport

Yes

British

Irish

Flexfield Name

Segments

Prompt

Description

Valid License

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British


YesCar Driver

Passport

2nd Passport Irish

Flexfield Name

Segments

Prompt

Description

Valid License

Values


User defined columns

Person TableName Title Gender E No Structure

Attribute 1…30

Predefined columns

British

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Descriptive Flexfields in Several Windows Special Considerations

Descriptive Flexfields in Several WindowsSpecial Considerations

• Some descriptive flexfields are available in more than one window. For example:Additional Person Details– Person and Applicant QuickEntry and ContactAdditional Evaluation Details– Evaluation window for Jobs and for Positions

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Descriptive Flexfields and Business Groups

Descriptive Flexfields and Business Groups

• Descriptive flexfield definitions apply to all business groups in the same instance– Use context sensitive segments if you want different

segments by business group– Use Extra Information Types if you want different sets

of information by Business Group

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Descriptive Flexfields With Predefined Data

Descriptive Flexfields With Predefined Data

• Address Styles and some validation rules are predefined for many countries

Title Table Name Window Title

Personal Address Information PER_ADDRESSES Address

Location Address HR_LOCATIONS Location

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Protected Descriptive Flexfields

Protected Descriptive Flexfields

• Protected Descriptive Flexfields are used by Product Development to deliver standard functionality or data for HRMS– You cannot change these definitions

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Context Sensitive Descriptive Flexfields


• Make segments sensitive to the value in another field

• Use a predefined Reference Field, or prompt users to enter a value– E.g. Passport details

for Employees only

Person Window


YesCar Driver

[ ]

Employee

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Person Window


• Make segments sensitive to the value in another field

• Use a predefined Reference Field, or prompt users to enter a value– E.g. Passport details for

Employees only• Define flexfield structures

for specific reference field values– Global and context

sensitive segments– Maximum number of

segments is still 30


YesCar Driver

Passport

2nd Passport

British

Irish

[ ]

Employee

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Steps for Defining a Descriptive Flexfield Special Considerations

Steps for Defining a Descriptive FlexfieldSpecial Considerations

1. Register validation tables, (if required)2. Define value sets with validation rules3. Register reference fields, (if required)4. Define flexfield structure/context and segments

– Associate value sets with segments– Enable qualifiers for costing segments

4. Define values for any value sets5. Generate database items for new fields, (if required

in FastFormula or QuickPaint)

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Practice: Key and Descriptive Flexfields Overview

Practice: Key and Descriptive Flexfields Overview

• This practice reinforces your knowledge of flexfieldsand their features

• Try to answer the questions in your workbook

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Extra Information Types in Oracle HRMS Chapter 8 - Page 1

Extra Information Types in Oracle HRMS Chapter 8

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Extra Information Types in Oracle HRMS

Extra Information Types in Oracle HRMS

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Overview

Overview

• Extra Information Types are a feature of Oracle HRMS that let you add new types of information not just new fields– Unlimited number of Types of information– Up to 30 segments per type– Implemented using descriptive flexfields so you can

add these without code changes

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Overview

Overview

• Extra Information Types are a feature of Oracle HRMS that let you add new types of information not just new fields– Unlimited number of Types of information– Up to 30 segments per type– Implemented using descriptive flexfields so you can

add these without code changes• Similar to Special Information Types for Person

– Access window from a taskflow button– More security features– Available for other entities

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Overview

Overview

• You can define Extra Information Types for the following entities:– Locations– Organizations– Jobs– Positions– People– Assignments

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Standard Features

Standard Features

• Unlimited Types for Extra Information– One structure per type

• Up to 30 segments in each structure– Validation on each

segment• Multiple entries for each

type of information

Person

Personal Documents

Driving LicenseType

Country UK

ButtonExtra

Extra Person Information[ ][ ][ ]

Expiry 03/06/01

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Extra Information Type Descriptive Flexfields

Extra Information Type DescriptiveFlexfields

Value

Personal Documents

Driving LicenseType

Country

Information Type Name

Segments

Prompt

Description

Valid License

United KingdomUK

Expiry 03/06/01

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Extra Information Type Descriptive Flexfields

Driving LicenseType

Country

Information Type Name

Segments

Prompt

Description

Valid License

Values

United KingdomUK

Expiry 03/06/01

Extra Information Type DescriptiveFlexfields

Personal Documents

Person Extra Info Table

Additional user definedcolumns

User definedinformation columns

Attribute 1…30Information 1…30

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Using Extra Information or Special Information for People

Using Extra Information or Special Information for People

• From a user perspective, EITs for people are very similar to SITs – Both types use flexfields for additional information– Is Key or Descriptive information better?

SpecialInformation

ExtraInformation

Key Flexfield Combinations Descriptive Flexfield Values PEOPLE

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Security

Security

• Both types use additional windows to display fields– Multiple records of the same type– Taskflowed windows– CustomForm security lets you restrict types to display

• EITs also have security by Responsibility– Control access to a set of EITs – Copy definitions between responsibilities– Simplifies administration of security

STOP

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Steps for Registering Extra Information Types

Steps for Registering Extra Information Types

• Define the Extra Information Type• Register each EIT• Set up responsibility level security• Define additional security, (if required)

– CustomForm restrictions– New taskflow nodes– Define/change taskflows

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Practice: Extra Information Types

Practice: Extra Information Types

• This practice reinforces your knowledge of Extra Information Types (EIT’s ) and their features

• Try to answer the questions in your workbook

Questions

1. Explain what an Extra Information Type is? 2. Name the 6 important entities in HRMS that have EITs. 3. Give some examples of when you might consider using EITs? 4. What access restrictions can you impose on EITs? 5. EITs and Special Information Types both exist for extending personal information in Oracle HRMS. What performance advantages do EITs have over Special Information Types?

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Defining Lookups and Values Chapter 9 - Page 1

Defining Lookups and Values Chapter 9

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Defining Lookups and Values

Defining Lookups and Values

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Overview

Overview

• Lookups are common to all Oracle Applications• Predefined list of values validation for specific

fields. Title, Nationality, etc.– Add your own values to predefined lists– Add your own lookups and values for fields that you

define

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User Access Levels

User Access Levels

System • All values in the list are predefined by Oracle

Extensible• Some predefined values are provided• You can add values to the list

User• Define new lookup types to validate fields you

define during the implementation process– Flexfield segments– Element Input Values

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Practice: Define Lookup Types and Values

Practice: Define Lookup Types and Values

• Follow the demonstration, or use the notes provided, to define the Lookup Types and Values suggested in the notes

• Navigate to the Applications Utilities Lookup window using your local Super HRMS Manager responsibility

(N) Other Definitions > Lookup Tables

Online Help

For details on how to define lookups and values , please refer to the online help path: Oracle HRMS> Extend Oracle HRMS> Lookups> How To> Adding Lookup Types and Values

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Managing Currencies and Exchange Rates

Managing Currencies and Exchange Rates

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Overview

Overview

• For any international or global operation you need the ability to enter compensation and other monetary information in different currencies

• For payroll calculations and financial reporting you need the ability to maintain exchange rates in a consistent manner

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Typical Requirements

Typical Requirements

• You have employees living in one country and working temporarily in another

• You want to record specific earnings or deductions in local currencies

• You also want to pay these employees a fixed amount into a bank account in their home currency and the remainder in a local currency

• You want to guarantee that all conversions to Euro-currencies are correctly calculated

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Enabling Currencies in Oracle HRMS


• All major currencies are predefined with Oracle Applications (using ISO standard codes)

• Enable the base currency for each business group– The currency for all payroll calculations – Default for all money types of information

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• All major currencies are predefined with Oracle Applications (using ISO standard codes)

• Enable the base currency for each business group– The currency for all payroll calculations – Default for all money types of information

• Enable as many other currencies as you need– Money values for compensation and benefits– Non-legislative information balances in payroll– Payment methods for employees

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Exchange Rates in Oracle HRMS

Exchange Rates in Oracle HRMS

• Oracle HRMS uses exchange rate values stored in the General Ledger Daily Rates tables– Conversions in payroll calculations and payment– Conversions in standard reports

• You select the exchange rates to use for payroll• You select the exchange rate to use in reports

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Exchange Rate Variations

Exchange Rate Variations

• Choose if you want to use the same rates as GL or define a special rate for payroll– For example if you set values every day for GL

but want to set a value for payroll on a fixed date once a month because of the frequency of processing in a week or month

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Steps to Enable Currencies

Steps to Enable Currencies

Use the System Administrator responsibility(N) Application > Currency1 To enable an ISO currency, Query the currency2 Select the Enabled check box 3 Specify the period in which this currency can be

used– If you do not enter a start date, this currency is

valid immediately, and if you do not enter an end date, it is valid indefinitely

4 Save your work

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Currency Precision

Currency Precision

• Precision is the number of digits to the right of the decimal point – Must be greater than or equal to zero– Default is two

• This does not affect any calculations in Oracle Payroll– FastFormula lets you choose the precision during

calculation– If you return the result to a money type field then

precision of the output currency applies

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Exchange Rates

Exchange Rates

• If you record or report in more than one currency you will need to enter exchange rates

• Euro Currencies– Set up exchange rates to the Euro– Do not set up rates directly to any Euro currency

C-$ FFR

ITL

DKVariable Rate

Fixed Rates

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Practice: Define an Exchange Rate

Practice: Define an Exchange Rate

• Follow the demonstration, or use the notes provided, to define an exchange rate between two currencies

• Navigate to the GL Daily Rates window using your local Super HRMS Manager responsibility

(N) Payroll > GL Daily Rates

Online Help

For details on how to define a grade flexfield structure, please refer to the online help path: Oracle HRMS> Payroll Runs and Processes> The Payroll Run> How To> Define an Exchange Rate

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Work Structures - Case Study

Work Structures - Case Study

• Review the business scenario in the Instructor Demonstrations and Solutions section and answer the questions that follow the scenario

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Creating a Business Group Chapter 10 - Page 1

Creating a Business Group Chapter 10

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Setting up Business Groups, Locations, and Organizations

Setting up Business Groups, Locations, and Organizations

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Topics

Topics

In this module the following topics will be covered:• Creating a Business Group• Creating Locations• Creating an Organization• Application Data Exchange

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Module Overview

Module Overview

This module concentrates on the practical steps and the detailed information you need when setting up Business Groups, Locations, and Organizations

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Creating a Business Group

Creating a Business Group

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Representing Your Enterprise

Representing Your Enterprise

• Before you build your work structures you need to consider how your enterprise is structured

• Do you need one or more business groups?• Do all of your operating businesses share common

HR policies or data standards for:– Recruitment– Competencies– Compensation– Career management– Succession planning

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The Business Group

The Business Group

• The largest organizational unit you set up in Oracle HRMS to represent your enterprise is the Business Group– Holds all data and rules specific to the legislative

and cultural needs of one country– Contains details of other work structures,

compensation plans and people, (- internal and external)

– Acts as the default organization for all new employees and applicants

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Sharing Information

Sharing Information

• Some information can be shared across business groups or be defined in one at a time– Lookups and Locations

Business Group 1

Business Group n

Shared HR InformationLocationsLookups

Reporting Lines

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HR:Cross Business Group

HR:Cross Business Group

• Set up hierarchies between organizations in different business groups– Show reporting lines across geographical

boundaries• Enter relationships between people across Business

Groups– Supervisors– Recruiters– Event Participants– Contacts and Dependents

HR:Cross Business Group user profile option to enable sharing

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Initial Tasks

Initial Tasks

• When you sign on to Oracle HR and choose a responsibility you automatically choose the business group associated with that responsibility

• Predefined responsibilities are associated with the predefined ‘Setup’ business group when you install the products – Use this when you first sign on

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Initial Tasks

Initial Tasks

• When you sign on to Oracle HR and choose a responsibility you automatically choose the business group associated with that responsibility

• Predefined responsibilities are associated with the predefined ‘Setup’ business group when you install the products – Use this when you first sign on– Create a new business group

• Change profiles for the default responsibilities to give access to the new business group

• Then do all other setup

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Information Associated with a Business Group

Information Associated with aBusiness GroupKey Flexfield

Structures

Legislation and

GovernmentIdentifiers

Defaults

Business Group

Work PayLinks

EntriesWork

Details

Employment

People

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Standard Information

Standard Information

• When you create a business group you enter certain types of information that are used as defaults for other things within the business group

• For example– Currency – Budget values for non-monetary measures (e.g.,

headcount, FTEs)– Standard Work Hours and Frequency

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Standard Information (U.S. only)

Standard Information (U.S. only)

• For HR reporting of VETS-100 and ADA, the U.S. version of Oracle HR has two additional types of information:– Reporting Categories

Enter Full-Time, Part-Time, Non-Temporary categories to be included in government reporting

– Reporting Statuses Enter assignment statuses to be included in reports. E.g. Active or Paid Leave.

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Employee and Applicant Numbers


Choose from:• Automatic

– Number generated in sequence by the system• Manual Entry

– User enters any alphanumeric combination• National Identifier

– Copy from the national identifier field

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Choose from:• Automatic

– Number generated in sequence by the system• Manual Entry

– User enters any alphanumeric combination• National Identifier

– Copy from the national identifier field

You can change from automatic to manual, but not from manual to automatic

You cannot use a national identifier for applicants

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Practice: Create a Business Group

Practice: Create a Business Group

• Follow the demonstration, or use the notes provided, to create a new Business Group

• Navigate to the Organization window using your local Super HRMS Manager responsibility

(N) Work Structures > Organization > Description

Online Help

For details on how to Create a New Business Group, please refer to the online help path: Oracle HRMS> Organization Management> Locations and Business Groups> How To> Adapt and Create a New Business Group

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Practice: Grant User Access to a New Business Group

Practice: Grant User Access to a New Business Group

• Follow the demonstration, or use the notes provided, to grant access to the business group you created

• Use the System Administrator responsibility:1. (N) Security > Responsibility > Define

2. (N) Profile > System

3. (N) Security > User > Define

Online Help

For details on how to Grant User Access to a New Business Group, please refer to the online help path: Oracle HRMS> Security> Responsibilities Oracle HRMS> Security> Security Profiles

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Creating a Location Chapter 11 - Page 1

Creating a Location Chapter 11

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Creating Locations

Creating Locations

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Overview

Overview

• Locations are the actual work sites of your employees– Internal addresses– External addresses for tax authorities, agencies, etc.

• Shared across business groups or specific to one

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Address Validation for US and Canada

Address Validation for US and Canada

• If you have licensed Vertex validation then addresses will be validated against a table containing all cities with a population of greater than 200 people

• Additional window to extend list of valid cities

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Closing Down a Location

Closing Down a Location

• You can make a location ‘inactive’ to prevent users from selecting it for organizations, positions or assignments– Enter an inactive date

• You can delete locations, only if they have never been referenced elsewhere.– Typically you would make them inactive

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Practice: Create a Location

Practice: Create a Location

• Follow the demonstration, or use the notes provided, to create a location

• Navigate to the Location window using your local Super HRMS Manager responsibility

(N) Work Structures > Location

Online Help

For details on how to Create a Location, please refer to the online help path: Oracle HRMS> Organization Management> Locations and Business Groups> How To> Create a Location

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Creating Organizations

Creating Organizations

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Overview

Overview

• Organizations represent the divisions, departments, or other operational groups in which your employees work– Internal or External to your enterprise

• Organizations are linked in hierarchies to show reporting groups and for security definitions

• Shared with Purchasing, Inventory, Manufacturing and Projects

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Organization Overview

Organization Overview

EuroVision WarehouseLuton

HR Organization

EuroVision ShoesLondon

HR Organization

Vision’s WestBristol

HR Organization

Vision's SouthPlymouth

HR Organization

Vision's EastNorwich

HR Organization

Inland RevenuePortsmouthTax Office

Business Group

Internal External

- Vendors- Third Party Payees

(Courts, Unions)

EuroVision, Inc. LondonBusiness GroupHR Organization

PPPLondon

Health Care Provider

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Organization Classifications Special Considerations

Organization ClassificationsSpecial Considerations

• Predefined classifications control how an organization is used in Oracle HRMS– Business Group, HR Organization, Benefits

Carrier, Training Provider, etc.• Selecting a classification controls the additional

information you can enter– Uses Extra Information Types

• Define your own classifications and extra information types

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Additional Organization Information

Additional Organization Information

• You can record additional organization information that is important to your enterprise

EuroVision WarehouseLuton

HR Organization

Cost Allocation

Work Day and Schedule

Time Management Detail

Hierarchy Information

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Practice: Create an Organization

Practice: Create an Organization

• Follow the demonstration, or use the notes provided, to create an organization

• Navigate to the Organization window using your local Super HRMS Manager responsibility


Online Help

For details on how to Create an Organization, please refer to the online help path: Oracle HRMS> Organization Management> Organizations> How To> Create an Organization

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End Dates on Organizations

End Dates on Organizations

End-Dating an Organization• Enter a ‘Date To’ on an organization to end it

– Prevents it from being available for employee assignments, but keeps a history of the organization

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Deleting Organizations

Deleting Organizations

To completely remove an organization from your system you must first remove any related data:

1. Delete all employee assignments to the organization, at any date

2. Delete the organization from all hierarchy versions

3. Disable all organization classifications in the Organization window

4. Delete the organization in the Organization window.

5. Save your changes

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Creating Organization Hierarchies

Creating Organization Hierarchies

• Define hierarchies for:– Management reporting structures– Security– Purchasing approvals– Government mandated reporting– Project Accounting

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Practice: Create an Organization Hierarchy

Practice: Create an Organization Hierarchy

• Follow the demonstration, or use the notes provided, to create an organization hierarchy

• Navigate to the Organization Hierarchy window using your local Super HRMS Manager responsibility

(N) Work Structures > Organization > Hierarchy

Online Help

For details on how to Create an Organization Hierarchy, please refer to the online help path: Oracle HRMS> Organization Management> Organization Hierarchies> How To> Create Organization Hierarchies

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Practice: Assign an Employee to an Organization

Practice: Assign an Employee to an Organization

• Follow the demonstration, or use the notes provided, to assign an employee to an organizationthat you have created

• Navigate to the Assignment window using your local Super HRMS Manager responsibility

(N) People > Enter and Maintain > (B) Assignment

Online Help

For details on how to Assign an Employee to an Organization, please refer to the online help path: Oracle HRMS> Workforce Management> Workforce Information Entry> How To> Entering Employment Information

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Application Data Exchange Chapter 12 - Page 1

Application Data Exchange Chapter 12

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Application Data Exchange

Application Data Exchange

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Application Data Exchange (ADE)

Application Data Exchange (ADE)

• A desktop utility that lets you – Export HR information to word processor or

spreadsheet tools– Manipulate information in common desktop tools– Import updated information back to the HR

system using supported APIs.

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Three Modes of Working with ADE


Standalone Mode• Launch ADE from the desktop and connect directly to

Oracle HRMS– Use applications security to sign-on

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Application Mode• Call ADE from any applications window using the

icon in the application toolbar– Synchronized security with current login

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Application Mode• Call ADE from any applications window using the

icon in the application toolbar– Synchronized security with current login

Letter Request Mode• Call ADE using the Merge button in the Request

Letter window for recruitment and enrollment letters

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ADE in Applications Mode

ADE in Applications ModeQuery

Person Form

Database

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ADE in Applications ModeQuery

Person Form

Database

<Default>

Style 1

Style 2

StyleADE Data

X L

ADE

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Query


Person Form

Database

<Default>

Style 1

Style 2

StyleADE Data

X L

Excel

CallAPI

ADE

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Using ADE

Using ADE

• Query data in any application window• Export data to ADE and then to desktop application• Manipulate data in local mode• Upload modified data back to HRMS using

supported APIs

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ADE Security

ADE Security

• An administrator can define styles for specific forms and control access so that only users with a specific responsibility can use them

• Security profile restricts access to data– Use views to vary scope of data in export. Default is

all the fields in the form

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ADE Styles and Views


Style

Responsibility- Standalone

Form - PERWSEPI

View - select data

API - Upload

CallAPI

HRMS

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Style

Responsibility- Standalone

Form - PERWSEPI

HRV_<name>

AsgPerson

EntriesAddr

View - select data

ColumnsAPI - Upload

CallAPI

HRMS

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Practice: Using ADE

Practice: Using ADE

• Follow the demonstration, or use the system, to find a person in the People window and then launch ADE

• Navigate to the People window using your local Super HRMS Manager responsibility

(N) People > Enter and Maintain

Online Help

For details on how to Use ADE, please refer to the online help path: Oracle HRMS> Applications Data Exchange (ADE)> Applications Data Exchange Overview

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Representing Financial Reporting Structures Chapter 13 - Page 1

Representing Financial Reporting Structures Chapter 13

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Representing Financial Reporting Structures

Representing Financial Reporting Structures

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Module Overview

Module Overview

• HR management reporting requirements are usually covered through the use of Business Groups, Organizations, Positions and Hierarchies

• You also need to map your financial reporting requirements onto the Oracle HR work structures

• Typically this is the mapping of cost centers and account codes for budget planning and analysis

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Parallel Reporting Structures HR and GL

Parallel Reporting StructuresHR and GL

01

011 012

01220121

2 Hierarchies

HR Reporting:Organizations in a hierarchy

GL Reporting:Cost centers in a hierarchy

HR Division

EmployeeServicesRecruiting

Region A Region B Region C

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Are the HR organization reporting lines and GL Cost Center hierarchies exactly the same in your own enterprise?

01

011 012

2 Hierarchies



HR Division

EmployeeServices

Recruiting

Region A Region B Region C 01220121

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Parallel Reporting Structures Similar but Not the Same

Parallel Reporting StructuresSimilar but Not the Same

Differences may result if:• HR management needs go to a lower level than cost

centers – A department with one cost center, but many

reporting units, and all share same cost center• A manager manages one department that includes

many cost centers, administered for individual posts or employees

• HR creates organizations with no cost centers to simplify management reporting or security, or because all costs are assigned at employee level

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Integration It’s Okay to Be Different!

IntegrationIt’s Okay to Be Different!

• Oracle Applications support the needs of different types of enterprises by having a flexible cost allocation model

• Define your specific requirements for HR as segments in the Cost Allocation key flexfield and for GL in the segments of the GL Accounting Flexfield

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Integration Understanding the Other Side

IntegrationUnderstanding the Other Side

• Map segments between the two configurations. For example, Cost Center segment in HR to Cost Center segment in GL.– Budget and Costing processes in HRMS will

accumulate cost details in HR and transfer summary information to the correct GL segments

– Usually dependent on Payroll or Benefits processing to produce actual values to transfer

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Cost Allocation Key Flexfield


• Define your own segments using a key flexfield structure


segment– Can share value sets

with GL• Allocate costs within HR

– Payroll, Link, Org, Assignment and Entry

– No key combination in HR


Salaries

7350 - HR Dev

Vision US

Self-Service

Company

Project

Cost Center

Account Code

Qualifiers control where a user can allocate values

for each segment

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Multi-Orgs and Business Groups Similar but Not the Same

Multi-Orgs and Business GroupsSimilar but Not the Same

• Multi-Org is the GL function for maintaining separate sets of books for different operating companies

• Business Group is the HR function for maintaining separate operating companies

• Both HR and GL have to support:– Multiple companies operating in a single country – Multiple companies operating in different

countries– Both

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Multi-Orgs and Business Groups Similar but Not the Same

Multi-Orgs and Business GroupsSimilar but Not the Same

• Oracle Applications provides the flexibility to let you meet your requirements for both financial and HR reporting within each functional area without compromising 1. your ability to represent HR management

structures2. your ability to consolidate financial information

on a multi-company, multi-national basis

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Multi-Company and Multi-National Mapping Options

Multi-Company and Multi-NationalMapping Options

US n...

n...Business Group

Company A

US

n...

Company A

US

n...GL ReportingMulti-Org

HR ReportingMulti-Business Group

US Business Group

n...Business Group

US Business Group

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Mapping Options

Mapping Options

• When you define your Cost Allocation key flexfield you decide which segments map to the segments of each set of books– Choose set of books then individual segment

• Oracle HR holds the allocation of cost information– You do not see Cost Center hierarchy information

in HR. The hierarchy of cost centers is part of GL.

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Costing Considerations

Costing ConsiderationsHR but not Payroll• You can record cost codes, but not accumulate

actual valuesHR with Payroll but not GL• You can accumulate actual values, but must create

your own transfer to GL process– Still must run the Transfer to GL report to mark cost

results as transferredOther Cost Information• Oracle HRMS can process labor distribution costs

for Projects, that is not transferred directly to GL

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Practice: Entering Cost Information

Practice: Entering Cost Information

• Follow the demonstration, to see the different points where you can enter cost information in Oracle HRMS

• Navigate to the Payroll window using your local Super HRMS Manager responsibility

(N) Payroll > Description

Online Help

For details on how to Enter Cost Information, please refer to the online help path: Oracle HRMS> Payroll Definition> How To> Define a Payroll

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Representing Legal and Government Reporting Structures (US) Chapter 14 - Page 1

Representing Legal and Government Reporting Structures (US) Chapter 14

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Representing Legal and Government Reporting Structures (U.S.)


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Topics

Topics

In this module the following topics will be covered:• Representing Legal and Government Reporting

Structures• Defining Organization Information for Government

Mandated Reporting

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Module Overview

Module Overview

• A Government Reporting Entity (GRE) is an organization grouping that national, regional, and local governments recognize as the employer.

• An employer who:– issues pay to employees– withholds taxes from employee pay– is and is liable for taxes and tax reporting– provides other government-mandated reporting, EEO,

ADA etc.

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Module Overview

Module Overview

• Employers must prepare a number of reports for submission to various government authorities to ensure legislative compliance

• In Oracle HRMS, you can organize and maintain the information needed to produce these reports

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Identifying GRE’s

Identifying GRE’s

• You should already know the details of the GRE structures in your own enterprise.

• Each GRE has a unique EIN • If your enterprise has only one Employer

Identification Number (EIN) then your Business Group and GRE are the same organization– The EIN is a 9-digit number issued by the Internal

Revenue Service • If not, then you will need to set up additional GREs

and reporting hierarchies– You can associate several GREs together as a Tax

Group

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One Company - One Employer - One GRE

One Company - One Employer - One GRE

• Define one establishment hierarchy to produce an establishment report

• The top organization is likely to be the business group

• Classify the business group as a GRE

• Classify the business group as a Reporting Establishment

All employees work at or from a single establishment

AB ShoesBusiness Group

GREReporting Establishment

HR Org HR Org

HR Org HR OrgHR Org

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Many Employers - Many GREs

Many Employers - Many GREs

• Define multi-level hierarchy• Create new organizations if

necessary

• The top organization can be a business group or a GRE

Employees work in multiple establishments with one GRE

AB Inc.Business Group

GRE

(HR Org)(HR Org)

AB Shoes CorpReporting

Establishment

AB FinanceReporting

Establishment

(HR Org)

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Multi-Establishment Hierarchies


• For reporting purposes, this enterprise needs asecond multi-establishment hierarchy and a headquarters hierarchy

• It is a legislative requirement that multi-establishment enterprises identify one establishment as their headquarters

Reporting Establishment AB, Inc. AB Distributors GRE Detroit, GRE

AB, Inc., Headquarters 500

AB Manufacturing 1,500

AB Distributors Detroit 955

AB Finance Dayton 1,000 45

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AB DistributorsDetroitGRE

(HR Org) (HR Org)(HR Org)

AB, Inc.GRE

(HR Org)

AB ShoesReporting

Establishment

AB Finance Dayton

ReportingEstablishment

(HR Org)(HR Org)

AB FinanceDayton

ReportingEstablishment

AB Distributors

DetroitReporting

Establishment

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Headquarters Hierarchy for Multi-Establishment Companies


A single establishment company– Use the top organization as a parameter for the

Headquarters Report– Do not build a separate headquarters hierarchy

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A single establishment company– Use the top organization as a parameter for the

Headquarters Report– Do not build a separate headquarters hierarchy

Multi-establishment company• Only one organization can be classified as a

Corporate Headquarters in a business group• Reports using Headquarters Hierarchies include all

employees covered by the hierarchy• Use an existing organization or create a GRE for

reporting purposes– Use same EIN as the operational GRE

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Headquarters for Multi-Establishment Companies

Headquarters for Multi-Establishment Companies

• Top organization must be classified as:– GRE– Reporting Establishment – Corporate Headquarters

• Optionally classify as:– HR Organization for employees to have assignments to

this organization

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Defining Organization Information for Government Mandated Reporting Chapter 15 - Page 1

Defining Organization Information for Government Mandated Reporting Chapter 15

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Defining Organization Information for Government Mandated Reporting

Defining Organization Information for Government Mandated Reporting

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Mandated Government Reports

Mandated Government Reports

• Equal Employment Opportunity (EEO)• Affirmative Action Plan (AAP)• Federal Contractor Veterans Employment (VETS-

100)• Americans with Disabilities Act (ADA)• Occupational Safety and Health Administration

(OSHA)• New Hire Report

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Reporting Categories and Statuses

Reporting Categories and Statuses

• Some reporting, (i.e., VETS-100 and ADA), covers only non-temporary, full-time or part-time employees

• You identify these employees, by registering reporting categories and statuses for the business group

• Reporting categories– User extensible lookup type ‘Employment

Categories’• Reporting statuses

– User extensible ‘Assignment Statuses’ that identify non-terminated employees

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Classifying Organizations as GREs

Classifying Organizations as GREs

• Identify Organizations that are designated as GREs – GREs must be reported separately– Enter the unique EIN for each GRE– A GRE can include employees from several

establishments, and an establishment can include employees in several GREs

• A GRE whose employees all work at the same establishment is a reporting establishment

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Classifying Organizations as Reporting Establishments

Classifying Organizations as Reporting Establishments

• Establishments may be: – a single physical location– a set of worksites in a locality– all the sites in a large geographic area

• Identify existing organizations that are establishments or define new organizations for complex grouping– Classify organizations as Reporting

Establishments

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Overriding Establishment Hierarchies

Overriding Establishment Hierarchies

• Reports that use establishment hierarchies can take exceptional cases into account

• You can enter an override reporting establishment at the assignment level for any employee – When a process finds an override, it counts the

employee as part of the override reporting establishment

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Classifying an Organization as the Corporate Headquarters

Classifying an Organization as the Corporate Headquarters

• For multi-establishment companies you must identify a single headquarters organization– Classify as Corporate Headquarters

• Define a new reporting organization if existing organizations do not satisfy this need– For reporting purposes only

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Setting Up Non-AAP Establishment Hierarchies

Setting Up Non-AAPEstablishment Hierarchies

• A reporting establishment can never be subordinate to another reporting establishment

• In a non-AAP establishment hierarchy, a GRE/reporting establishment can be the top organization, – Or reporting establishments can be subordinate

to a GRE and optionally, to HR Organizations

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AAP Reporting

AAP Reporting

• AAP reporting requires breakdown of employees by the affirmative action plans covering them, instead of breakdown by establishment

• To meet this requirement, classify the organization as an AAP Organization

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AAP Establishment Hierarchies

AAP Establishment Hierarchies

• Establishment hierarchies constructed for AAP reporting are exceptional– Establishments appear as subordinates of the

AAP organizations that represent the affirmative action plans

– AAP organizations, (which may also be reporting establishments), can:

appear at various levels in the hierarchycan be subordinate to other AAP organizations,(which may also be reporting establishments)

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EEO-1 Reporting Checklist

EEO-1 Reporting Checklist

1. Enter report submission information for each GRE.2. Enter an EEO job category for each job.3. Ensure that each employee has on record: a

gender, ethnic origin, and assignment. 4. Identify the types of EEO-1 reporting that each GRE

must submit.5. Define the reporting organizations.6. Build the establishment hierarchies.7. Enter establishment overrides for employees.

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AAP Reporting Checklist

AAP Reporting Checklist

1. Ensure that each employee has on record: a gender, ethnic origin, GRE, and job.

2. Determine salary codes and grades. 3. Define lines of progression.4. Enter job group names.5. Associate each job with an EEO category, salary

code, line of progression, and job group.6. Define an AAP organization for each plan. 7. Determine and build the establishment hierarchies.

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VETS-100 Reporting Checklist

VETS-100 Reporting Checklist

1. Register reporting categories and statuses for your business group.

2. Enter the necessary GRE reporting information.3. Record EEO job categories.4. Ensure appropriate veteran status and assignment

to a job, employment category, and GRE.5. Identify and define the necessary reporting

organizations.6. Determine and build the establishment hierarchies. 7. Enter establishment overrides for employees.

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ADA Reporting

ADA Reporting

• Register employees as disabled when you enter other personal information about them

• Maintain information about particular types of disabilities using the Disabilities window

• The report presents this disability information, including comments– The report can also display essential

requirements of the job or position, if you maintain these requirements in the database

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ADA Requests for Accommodation

ADA Requests for Accommodation

• The ADA encourages employers to make reasonable accommodations that enable employees with disabilities to work

• Use the Disability Accommodations window to record information about employee requests for accommodations

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OSHA Recording Information

OSHARecording Information

• Use Special Information Types to record the information needed for OSHA– Description of each injury or illness, with date,

place, and circumstances – Physical effects and effects on the employee’s

ability to work, (Nonfatal incidents)• Separate activities at the same location are treated as

separate reporting establishments– For example, a manufacturing facility and a sales

office in the same building are treated as distinct establishments

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Practice Classifying HR Organizations

Practice Classifying HR Organizations

• Follow the demonstration, or use the notes provided, to classify HR organizations for government reporting

• Navigate to the Organization window using your local Super HRMS Manager


Online Help

For details on how to Classify an HR Organization, please refer to the online help path: Oracle HRMS> Organization Management> Organizations> How To> Classify an Organization

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Representing Grades and their Relationship to Pay Chapter 16 - Page 1

Representing Grades and their Relationship to Pay Chapter 16

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Representing Grades and their Relationship to Pay

Representing Grades and their Relationship to Pay

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Topics

Topics

In this module the following topics will be covered:• Representing grades and their relationship to pay• Defining grade rates and pay scales

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Module Overview

Module Overview

This module concentrates on defining:• Grades• Grade rates• Pay scales• Scale rates

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Grades

Grades• Grades show relative

levels of management or seniority in an enterprise

• May be grouped as– Management,

Administrative, Technical, etc.

• Often related to levels of pay

• Often related to Jobor Position

• Often related to Union Group

Assembler.1

Engineer.Snr

Director

Clerk.Jnr

Director

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Grade Key Flexfield

Grade Key Flexfield

• Define your own grade structure using a key flexfield


segment• Define each grade as a

combination of segment values

Job Group Engineer

Level 3

Grade Key Flexfield

Union USWU

USWU.Engineer.3Grade

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Grade Key Flexfield Structure Simple or Complex

Grade Key Flexfield StructureSimple or Complex

• In its simplest form, a grade can be a single character, or number, in a logical sequence– A, B, C

• By adding a second segment to the grade name, you can identify sub-grades.– A.1, A.2, A.3, and A.4– B.1 and B.2

• A more complex structure could be used to distinguish grades for different staff groups– Manual.A.1, Manual.A.2, Clerical.C.1 and Clerical.C.2

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Grade Key Flexfield Checklist

Grade Key Flexfield Checklist

• Define Value Sets– Decide if you need lists of values for simple lists– The Grade window is usually restricted access and a

list of values adds maintenance costs• Define Key Flexfield Structure and Segments

– Enter Yes for Allow Dynamic Inserts to allow users to define grades in the Grade window

• Define Values• Define Cross Validation Rules (if required)• Define Aliases (if required)

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Practice: Define a Grade Structure

Practice: Define a Grade Structure

• Follow the demonstration, or use the notes provided, to define a Grade flexfield structure

• Navigate to the Key Flexfield Segments window using the System Administrator responsibility:


Online Help

For details on how to define a grade flexfield structure, please refer to the online help path: Oracle HRMS> Extend Oracle HRMS> Flexfields> User Definable Key Flexfields For details on how to complete the Key Flexfield Segment Window please refer to the on line Help path : Applications Help Library > Applied Technology > Oracle Applications Flexfield > Key Flexfields Segments Window > Defining Segments

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Practice: Define Grades

Practice: Define Grades

• Follow the demonstration, or use the notes provided, to define Grades using your new flexfieldstructure

• Navigate to the Grades window using your local Super HRMS Manager responsibility

(N) Work Structures > Grade > Description

Online Help

For details on how to Define a Grade, please refer to the online help path: Oracle HRMS> Enterprise Modeling> Grades and Pay> How To> Define a Grade

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Defining Grade Rates and Pay Scales

Defining Grade Rates and Pay Scales

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Grades and Pay Direct or Indirect

Grades and PayDirect or Indirect

• Direct – Use Grade Rates– Fixed value, or – Maximum, Minimum, and Mid-point values

• Indirect – Use Pay Scales– Progression Points and Values– Grade Steps and increments

Oracle HRMS supports direct and indirect relationships between grades and pay

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Grade Rates

Grade Rates

• Each Grade has a value or a range of values

• Often used in performance related pay processes– Salary Administration– Units may be money, hours, numbers– Comparative calculations

A.1 25000 20000 30000 40000

Grade Value Minimum Midpoint Maximum

A.2 27000 23000 33000 43000

1JanuaryJanuaryJanuary

DateTracked

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Practice: Define a Grade Rate Table

Practice: Define a Grade Rate Table

• Follow the demonstration, or use the notes provided, to define a Grade Rate table

• Navigate to the Grade Rate window using your local Super HRMS Manager responsibility

(N) Work Structures > Grade > Grade Rate

Online Help

For details on how to Define a Grade, please refer to the online help path: Oracle HRMS> Enterprise Modeling> Grades and Pay> How To> Defining a Grade Rate

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Pay Scales

Pay Scales

A123

1

2C

B

1

3

4

2

8

765

1234

9

130001265512250

11700

10000105501097511450

13400

Points

Pay ScaleGrade A - Steps 1,2,3

Grade B - Steps 1,2,3,4

Grade C - Steps 1,2

Grade and Steps

Pay

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Pay Scale Characteristics

Pay Scale Characteristics

• One pay scale of points and values is used to establish the actual pay for many different grades or employee groups

• Each point in the pay scale has a single value• Grades can have a number of distinct steps, with

each step given a single point in the pay scale• An employee assignment includes Grade and Step

– The step and point value determine salary or actual pay for the employee

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Pay Scales

Pay Scales

• Pay Scales show indirect relationships between grades and pay– Unlimited number of scales– Unlimited number of points and values– Use sequence to define progression

• Define a value for every point– Money, Hours, Number

• Define Grade Steps in sequence– Select a point for each step– Steps can skip points in the scale– Define a ‘ceiling’ point to stop automatic increments

within grade

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Pay Scale Checklist

Pay Scale Checklist

1. Define Pay Scale– Points in sequence

2. Define Scale Values3. Define Grades4. Define Grade Steps and Points

– Enter ceiling point for automatic incrementing5. Enter Grade and Step for an employee

– Employee assignment information 6. Run incremental process when required

– Default process is based on a fixed date

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Practice: Define a Pay Scale

Practice: Define a Pay Scale

• Follow the demonstration, or use the notes provided, to define a Pay Scale

• Navigate to the Pay Scale window using your local Super HRMS Manager responsibility

(N) Work Structures > Grade > Pay Scale

Online Help

For details on how to Define a Pay Scale, please refer to the online help path: Oracle HRMS> Enterprise Modeling> Grades and Pay> How To> Define a Pay Scale

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Representing Jobs and Positions Chapter 17 - Page 1

Representing Jobs and Positions Chapter 17

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Representing Jobs and Positions


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Topics

Topics

In this module the following topics will be covered:• Representing jobs and positions• Representing positions• Position hierarchies• Changing job and position definitions• Mass move updates

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Module Overview

Module Overview

• Every enterprise defines roles to represent how employees work

• In Oracle HRMS, you can use Jobs or Positions or a combination of both, to define roles

• Mass Move allows you to manage the movement of positions as a result of reorganization and simultaneously to update employee records

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Jobs and Positions

Jobs and Positions

• Use Jobs or Positionsto represent the different roles that a person can perform in your enterprise

• Oracle HRMS provides two options to suit the needs of different enterprises

Senior Engineer

Consultant

Payroll Clerk

Payroll Manager

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employee in the same role

• If role continues to exist after the employee leaves then think about

Positions• If role ceases or is re-

evaluated when the employee leaves then think about Jobs

Senior Engineer

Consultant

Payroll Clerk

Payroll Manager

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• Oracle HRMS lets you hold additional types of information for both Jobs and Positions

• Predefined types of information include:– Valid grades– Job Evaluation details– Work Choices– Competence or Skill Requirements

• An unlimited number of user-defined types– Extra Information Types

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Jobs

Jobs

• Jobs are generic roles within a Business Group• They are independent of any single organization

– Exist for all organizations– For example. The jobs Manager and Consultant

could occur in many organizations• Oracle HRMS lets you define your own job structure

and then enter details for each job in your enterprise

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Job Groups

Job Groups

• Each job belongs to a Job Group• The Default HR Job Group is automatically created

for your Business Group• Only jobs created in the Default HR Job Group are

available in other windows in Oracle HRMS, except the Supplementary Roles window

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Job Groups and Supplementary Roles

Job Groups and Supplementary Roles

• You can set up additional job groups to store supplementary roles– A supplementary role is an additional task an

employee performs as well as being an employee

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Job Key Flexfield

Job Key Flexfield

• Define your own job structure as a key flexfield



• Define individual jobs as a combination of segment values

Manager.1Job

Title

Level 1

Job Key Flexfield

Manager

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Job Key Flexfield Checklist

Job Key Flexfield Checklist

• Define Value Sets– Decide if you need lists of values for simple lists– The Job window is usually restricted access and a

list of values adds maintenance costs• Define Key Flexfield Structure and Segments

– Enter Yes for Allow Dynamic Inserts to allow users to define grades in the Job window

• Define Values• Define Cross Validation Rules (if required)• Define Aliases (if required)

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Job Key Flexfield Structure Simple or Complex

Job Key Flexfield StructureSimple or Complex

• A job can be a one or two segment name– Typical if you use Positions – Manager., Manager.Senior, Consultant.,

Consultant.1, etc.• Adding more segments you extend the types of

information you use to define a job– Useful if you use Jobs as the primary roles in

your enterprise– Manual.A.1.ShiftB, Manual.A.2.ShiftA, Clerical.C.1.

and Clerical.C.2.

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Practice: Define Job Structure and Jobs

Practice: Define Job Structure and Jobs

• Follow the demonstration, or use the notes provided, to define Jobs using the new flexfield structure

• Navigate to the Job window using your local Super HRMS Manager responsibility


(N) Work Structures > Job > Description

• Follow the demonstration, or use the notes provided, to define the job flexfield structure


Online Help:

For details on how to define a Job flexfield structure, please refer to the online help path: Oracle HRMS> Extend Oracle HRMS> Flexfields> User Definable Key Flexfields For details on how to complete the Key Flexfield Segment Window please refer to the online Help path : Applications Help Library > Applied Technology > Oracle Applications Flexfield > Key Flexfields Segments Window > Defining Segments For details on how to define a Job please refer to the online Help path : Oracle HRMS> Enterprise Modeling> Jobs and Positions> How To> Define a Job

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Practice:Create a Job Group

Practice:Create a Job Group

(N) Work Structures > Job > Job Groups

• Follow the demonstration, or use the notes provided, to create a job group

• Navigate to the Job Groups window using your local Super HRMS Manager responsibility

Online Help:

For details on how to create a Job Group, please refer to the online help path: Oracle HRMS> Enterprise Modeling> Jobs and Positions> How To> Create a Job Group

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Representing Positions Chapter 18 - Page 1

Representing Positions Chapter 18

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Representing Positions

Representing Positions

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Positions

Positions

• Position is a specific role, or function, that exists in one, and only one, organization

• Positions show more management reporting detail than organizations alone

• Position definition includes Job and Organization

– Use job to show common job types and information across organizations

– Use fewer organizations to show groups of positions and employees. E.g. Department level.

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Positions

Positions

• Use Positions to show specific posts within an Organization– Typical in Public Sector,

Government, Education and Health

– Typical in large enterprises to show management positions

• Use Position Control functionality to manage positions

Org : HR Department

Post


DateTracked

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• Define your own position structure using a key flexfield


segment• Define each position as a

combination of segment values– Simplest option is

one segment with no validation for ‘Title’

HR DirectorPosition

HR Department

Manager.3

Title HR Director


Org

Job

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Every position in the enterprise is uniqueIf every region has a Vice President, you must set up a unique position name for each VP

•VP may be the job definition for each position•Use job to define shared information

VP Southern Region

VP Southern SalesNorthern Region

VP Sales North

Org OrgJob

Positions

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Key Flexfield Structure


• When deciding on the number of segments a flexfield has, it is usually better to set up a few small segments rather than one big segment.

• For example. If position includes name, region and code, you could define 2 or 3 segments – Give users a greater choice in reporting using

individual segments.

Seg 1 Seg 1 Seg 2

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• If visibility of data is very important, you might consider including additional information in the name.

• If the value can change often, you probably don’t want to put it in the unique identifier– Consider using one of the other options for additional

information– Extra Information Types or descriptive flexfield may

be more suitable

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Practice: Define Position Structure and Positions

Practice: Define Position Structure and Positions

• Follow the demonstration, or use the notes provided,to define the Position flexfield structure



(N) Work Structures > Position > Description

• Follow the demonstration, or use the notes provided, to define Positions using the new flexfield structure

• Navigate to the Position window using your local Super HRMS Manager responsibility

Online Help:

For details on how to define a Position flexfield structure, please refer to the online help path: Oracle HRMS> Extend Oracle HRMS> Flexfields> User Definable Key Flexfields For details on how to complete the Key Flexfield Segment Window please refer to the online Help path : Applications Help Library > Applied Technology > Oracle Applications Flexfield > Key Flexfields Segments Window > Defining Segments For details on how to define a Position please refer to the online Help path : Oracle HRMS> Enterprise Modeling> Jobs and Positions> How To> Define a Position

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Position Hiring Status Special Considerations

Position Hiring StatusSpecial Considerations

• Hiring status determines what changes you can make to the position definition and whether you can include it in any assignments

Eliminated or Deleted– You cannot change the position

Proposed– You can change the start date

Active– You can change only the start date before you

make any other updates to the position

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Position Hierarchies Chapter 19 - Page 1

Position Hierarchies Chapter 19

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• Use Hierarchies to show management reporting lines between positions– More detail than Organization Hierarchies– In a hierarchy each position has one parent

• Unlimited number of hierarchies– Dates and versions– Copy and manage multiple versions

• Use hierarchies to control user access to records– Security Profiles– Reports

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Position Hierarchy - Example

Position Hierarchy - Example

FinanceDirector

Alasdair MacIntosh

ProductionDirector

Michael Fiengold

Director, Salesand Marketing

Duncan McDonald

Director, Researchand Development

David Anderson

PersonnelDirector

Geoffrey Cox

ManagementInformation Director

**No Holders**

PlantPersonnel Mgr.

Sheelagh Campbell

SystemsManager

Kaz Raghu

PlantManager

Wendy Rawlins

DepartmentHead

**2 Holders**

ProductionEngineering Manager

Geoffrey Cox

Managing DirectorDavid Anderson

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Defining and Changing Position Hierarchies

Defining and Changing Position Hierarchies

• Positions can belong to any number of hierarchies but can appear only once in any hierarchy

• Use the Position Hierarchy window or the HierarchyDiagrammer to define and change hierarchies– Optionally, add new positions to hierarchies from

the Position window.• To change the top position in an existing hierarchy

use the Position Hierarchy window– Query the hierarchy– Query the new top position– Make the old top position report to the new

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Hierarchy Diagrammers

Hierarchy Diagrammers

• A graphical tool to define and change hierarchies using ‘drag-and-drop’ actions– Not an organization charting and reporting tool

for general publishing. Consider using a partner application, like OrgPublisher.

• Updates to the database are immediate – Reflected in the forms, in reports, and any

security processes

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Practice: Using the Graphical Diagrammers

Practice: Using the Graphical Diagrammers

• Follow the demonstration to see how to create and change Position Hierarchies

• Navigate to the Position Hierarchy window using your local Super HRMS Manager responsibility

(N) WorkStructures > Position > Diagrammer

Online Help

For details on how to Create and Change Position Hierarchies, please refer to the online help path: Oracle HRMS> Enterprise Modeling> Position Hierarchies> How To> Create a Position Hierarchy

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• With Oracle HRMS you can enter several additional types of information for jobs or positions:– Work Choices– Job Evaluation– Skills– Valid Grades– User defined Extra Information Types

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Work Choices

Work Choices

• Work choices specify deployment conditions for the job or position.

• These can also be entered for employees or candidates to assist in succession planning.

• Choices include:– Willingness to work in all locations, to relocate, to

travel or to hold a passport– Specific countries or locations of travel– Length of time the person must perform the job or

position

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Practice: Entering Work Choice Information

Practice:Entering Work Choice

Information• Follow the demonstration to see how to enter work

choice information for a job and a person.• Navigate to the Job or Position windows using your

local Super HRMS Manager responsibility

(N) WorkStructures > Job/Position > Description

Online Help

For details on how to enter work choice information for a job or position, please refer to the online help path: Oracle HRMS> Enterprise Modeling> Jobs and Positions> How To> Enter Work Choices for a Job or Position

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Changing Job and Position Definitions

Changing Job and Position Definitions

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Changing Definitions

Changing Definitions

• Positions are DateTracked so that you can maintain a complete history of changes to your positions over time

• Jobs are dated so that you canstart and end definitions– No DateTracked history

• Position Hierarchy versionsare dated so that you can havemultiple versions at the same time


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Changing Details

Changing Details

• Ending a Job or a Position will automatically end valid grade definitions– Removing the end date will reopen valid grades

with the same original end date• You cannot end Jobs that are currently in use in

assignments or positions• You can change the Status of a position• If you want to record the source of changes to a

position, use the Amendment Information fields from the Additional Detail tab– Useful for Public Sector and Position Control

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Practice: Job and Position windows Demo

Practice: Job and Position windows Demo

• Follow the demonstration, or use the notes provided, to go back and view the job and position definition windows

• Check the use of Date From vs Effective Date• Check the details behind each of the taskflow

buttons in the windows.• Navigate to the Job or Position window using your

local Super HRMS Manager responsibility

(N) Work Structures > Job/Position > Description

Online Help

For details on the Job and Position windows, please refer to the online help path: Oracle HRMS> Enterprise Modeling> Jobs and Positions> How To> Define a Job and Define a position

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Mass Move Updates Chapter 20 - Page 1

Mass Move Updates Chapter 20

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Mass Move Updates

Mass Move Updates

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Overview

Overview

• Mass Move allows you to manage the movement of positions as a result of reorganization and simultaneously to update employee records

• Mass move functionality is only available if you use positions

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Reorganization

Reorganization

• If you use positions, you should try to keep the definition of organizations as broad as possible – Reduce the duplication of information – Simplify the processes of reorganization

• Reorganization usually means changing organizations, positions and hierarchies– You cannot change organization for a position – You must end one and create a new position– Mass Move functionality supports this process

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Moving Assignments

Moving Assignments

• You can create new positions using existing positions– In the same organization or a different one– You can change the valid grade, location, and

standard conditions of the positions• You can move a group of assignments to different

positions – In the same organization or a different one– North American users can also change the

GRE/Legal Entity of an assignment

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Considerations Before a Mass Move


• What is the effective date for the change?• What are the source and target organizations?

– May be the same or different• What are the source and target positions

– Do you want to deactivate the source position? – If the target positions are new, do you want to

copy location and standard conditions from the source position, target organization, or Business Group?

– What about valid grades and GRE/Legal Entity details?

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• Which assignments should transfer from the source positions to the target positions?

• What should happen to the grade of any assignment changed during the move?

• What should happen to the location, standard conditions and GRE/Legal Entity of assignments changed during the move?

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Practice: Mass Moves

Practice: Mass Moves

• Follow the demonstration, or use the notes provided, to move positions and assignments from one organization to another

• Navigate to the Position window using your local Super HRMS Manager responsibility

(N) WorkStructures > Position > Mass Move

Online Help

For details on how to Move Positions and assignments from one organization to another, please refer to the online help path: Oracle HRMS> Enterprise Modeling> Business Group Reorganization> How To> Describe your Mass Move

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Setting up Workers Compensation Chapter 21 - Page 1

Setting up Workers Compensation Chapter 21

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Setting Up Workers Compensation (U.S.)

Setting Up Workers Compensation(U.S.)

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Module Overview

Module Overview

• This topic concentrates on the setup of Workers’ Compensation, (WC), information for Insurers, Codes and Rates

• If you are using Oracle Payroll you will have predefined elements and fastformulas to do the calculations for Workers Compensation

Workers Compensation Information– stores information. This is processed for each

employee.Workers Compensation

– stores the WC premium calculated during processing of each employee

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WC Insurers

WC Insurers

• Monopolistic states require you to use their own agency as your insurer

• Competitive states allow you to choose between private insurers and the state agency to fund WC programs

StateGovernment

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WC Codes and Rates

WC Codes and Rates

• You associate a state’s WC codes with an insurer’s default rates– Default rates apply when no location is specified

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Workers’ Compensation Liability

Workers’ Compensation Liability

• Maintain specialized information to determine your liability

• Associate your jobs with state WC work classification codes

• Associate state WC classification codes with WC insurance premium rates

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Additional Elements/Modifications Required

Additional Elements/Modifications Required

• Consider additional WC elements, new formulas, or formula modifications if your enterprise has:– Multiple GREs in different states, with different

insurers– Employees working in states with unique rules

governing the makeup of employees’ payroll exposure or in states with nonstandard modifiers for the WC premium calculation

– GREs in Washington or Oregon where employees as well as employers must pay WC premiums or fees

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Practice: Workers Compensation Codes and Rates

Practice: Workers Compensation Codes and Rates

• Follow the demonstration, or use the notes provided, to define Workers Compensation Codes and Rates

• Use your local Super HRMS Manager responsibility

1. (N) Work Structure > Job > Workers Compensation Rates

2. (N) Work Structure > Job > Workers Compensation Codes

3. (N) Work Structures > Organization > Description

Online Help

1 & 2 For details on how to complete the Workers Compensation Rates and Codes Windows please refer to the online Help path : Oracle HRMS > Oracle HRMS US > Payroll Definition > Workers Compensation > How To > Entering WC Codes, Exposure Rules and Surcharges 3. For details on how to complete the Organization window please refer to the online Help path : Applications Help Library > Oracle HRMS Applications > Oracle HRMS > Oracle HRMS Global > Organization Management > How To > Create Organizations > Create an Organization

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Work Structures Chapter 22

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Work Structures


Work Structures

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Modules


ModulesThe following modules were covered in Work

Structures:• Module 1 - Overview of Enterprise Work Structures• Module 2 - Defining Common Data• Module 3 - Setting up Business Groups, Locations

and Organizations• Module 4 - Representing Financial Report Structures• Module 5 - Representing Legal & Government

Reporting Structures (US)• Module 6 - Representing Grades and their

Relationship to Pay• Module 7 - Representing Jobs and Positions• Module 8 - Setting up Workers’ Compensation (US)

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Summary


Summary

In this eClass you should have learned how to:• Recognise different types of enterprise

business models and explain how to represent these in Oracle HRMS

• Describe the work structure components and understand their use in Oracle HRMS

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Defining Common Data Instructor Demonstrations and Practice Solutions Chapter 23 - Page 1

Defining Common Data Instructor Demonstrations and Practice Solutions Chapter 23

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Defining Common Data Instructor Demonstrations and Practice Solutions

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Instructor Demonstration

Defining the People Group Key Flexfield Structure

This demonstration and practice reinforces your ability to define a structure and segments for the Position key flexfield.

Business Scenario

This practice reinforces your ability to define the People Group key flexfield.

Remember to prefix the structure name with your unique group number.

The details of the flexfield are as follows:

Segments No. Name Validation

Type Description

1 Union Independent In this scenario there are only two values USWU and Non-Union.

2 Medical Plan Independent List of values. 3 Stock Purchase None An employee can contribute between 1%

and 15% of net pay. 4 Source of

Information Table This segment uses the values, which have

been defined for the Lookup Type ‘REC_TYPE’ to record the source of the applicant.

Value Sets

Values for Medical Plan Description 1 Employee only 2 Employee + 1 3 Employee + 2 4 Employee + 3 5 Employee + Family

Hint: You will need the following details to complete the setting up of the Value Set for Source of Information. Table Application Application Object Library

Table Name FND_COMMON_LOOKUPS Value Column LOOKUP_CODE Meaning Column Meaning Where/order by Where Lookup Type=’REC_TYPE’

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Instructor Demonstration and Practice Solution

Defining the People Group Key Flexfield Structure

1. Navigate to the Key Flexfield Segment window using the System Administration responsibility:


2. Run a query with the following criteria in the Flexfield Title Field: − People%

Note: This retrieves all previously defined structures

3. Select an empty row in the Structures region to create a new structure.

Note: If an empty row does not appear, click in an existing structure and choose the New button from the menu bar.

4. Enter xx People Group Flexfield in the Title Field (where xx represents your unique group id number)

Note: Make sure that the Freeze Flexfield Definition box is unchecked, since you are creating a new flexfield.

5. Save your work.

6. Choose the Segments button.

7. Choose the selector to add a new segment.

8. Enter Union as the name of the first segment, and a description if required.

9. Enter a column for the segment.

10. Enter a number for the segment.

11. Check the enabled, displayed and Index boxes.

12. Select the Value Set button once you are on the Value Set field.

13. Define a new Value Set with the following details: − Name = xxUnion Name (where xx is your unique group number) − Format Type = Char − Maximum Size = 30 − Validation type = Independent.

14. Save the value set.

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15. Return to the segment window and choose the value set you have just created.

16. Select a Default Type of Constant.

17. Select a Default Value.

18. Uncheck the required checkbox, unless you want to force users to complete this field.

19. Save your work.

20. Close this window to return to the Segments Summary window.

21. Go to the next row and enter the following details for segment 2.


23. Enter Medical Plan as the name of the second segment, and a description if required.





28. Define a new Value Set with the following details: − Name = xx Medical Plan (where xx is your unique group number) − Format Type = Char − Maximum Size = 10 − Validation type = Independent




32. Select the Default Value.


34. Save your work.



37. Enter Stock Purchase as the name of the third segment, and a description if required.

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42. Define a new Value Set with the following details: − Name = xx Stock Purchase (where xx is your unique group number) − Format Type = Number − Maximum Size = 2 − Validation type = None






48. Save your work.



51. Enter Source of Information as the name of the fourth segment, and a description if required.





56. Define a new Value Set with the following details: − Name = xx SOI (where xx is your unique group number) − Format Type = Char − Maximum Size = 30 − Validation type = Table

57. Select the Edit Information button.

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58. Enter the relevant table information for Source of Information.


60. Return to the segment window and choose the value set you have just created




64. Save your work.

65. Return to the Key Flexfield Segments window and in the structure region check the Freeze Flexfield Definition box. Acknowledge the message that appears after reading it.

66. Check the Allow Dynamic Inserts check box.

67. You can now select the compile button and compile your People Group Key Flexfield.

Adding Values to Value Sets

1. Navigate to the Segment Values window using the System Administration responsibility:

(N) Application > Flexfield > Key > Values

2. Query the Value Set you defined for Region and enter the list of values given for Medical Plan.

3. Save your work.

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Define the Personal Analysis Key Flexfield

This demonstration and practice reinforces your ability to define a structure and segments for the Personal Analysis key flexfield, also known as Special Information Types

Business Scenario

The objective of this exercise is to set up a personal analysis key flexfield structure for AB Shoes, which can be used to hold details of company cars for reporting and administrative purposes. Before you can enter actual details for people you need to define the structure of this key flexfield and link it to your business group.

Remember to prefix the structure name with your unique group number.

The details of the flexfield are as follows:

Segments: Company Car Details

No. Name Validation Type Description 1 Car Make Independent List of values. 2 Car Model Independent 3 Registration None 4 Lease Start

Date None Users can enter dates in

the following format: DD-MON-YYYY

Value Sets Valid Values for Car Make

Valid Values for Car Model

Audi A4 A6

BMW 3181 325

Mercedes C200 E220

Saab 93 95

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Defining the Personal Analysis Key Flexfield Structure



2. Run a query with the following criteria in the Flexfield Title field: − Personal%

Note: This retrieves all previously defined structures.

3. Select an empty row in the Structures region to create a new.

Note: If an empty row does not appear, click in an existing structure and choose the New button from the menu bar.

4. Enter “xx Company Car Details” in the Title field (where xx represents your unique group id number)

5. Select the Allow Dynamic Inserts box.

Note: Do not select the Freeze Flexfield Definition as you are creating a new flexfield.

6. Save your work.

7. Choose the Segments button.


9. Enter Car Make as the name of the first segment, and a description if required.



12. Check the Enabled, Displayed and Index boxes.


14. Define a new Value Set with the following details: − Name = xx Car Make (where xx is your unique group number) − Format Type = Char − Maximum Size = 15 − Validation type = Independent (This will allow the value set to have a valid list of

values

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20. Save your work.

21. Close this window to return to the Segment Summary window.



24. Enter Car Model as the name of the second segment, and a description if required.





29. Define a new Value Set with the following details:

30. Name = xxCar Model (where xx is your unique group number)

31. Format Type = Char

32. Maximum Size = 15

33. Validation type = Independent






39. Save your work.

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42. Enter Registration as the name of the third segment, and a description if required.






48. Name = xxRegistration (where xx is your unique group number)



51. Validation type = None






57. Save your work.



60. Enter Lease Start Date as the name of the fourth segment, and a description if required.





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66. Name = xxCar Model (where xx is your unique group number)



69. Validation type = None



72. Save your work.

73. Return to the Key Flexfield Segments window and in the structure region check the Freeze Flexfield Definition box. Acknowledge the message that appears after reading it.

74. Check the Allow Dynamic Inserts checkbox.

75. You can now select the compile button and compile your Personal Analysis Key Flexfield.

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Practice

Extra Information Types - Questions

Introduction

This practice reinforces your knowledge of Extra Information Types.

Questions

1. Explain what an Extra Information Type is?

2. Name the 6 important entities in HRMS that have EITs.

3. Give some examples of when you might consider using EITs?

4. What access restrictions can you impose on EITs?

5. EITs and Special Information Types both exist for extending personal information in Oracle HRMS. What performance advantages do EITs have over Special Information Types?

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Practice Solution

Extra Information Types - Answers

1. Extra Information Types are a type of descriptive flexfield that let you define a complete set of information and segments, not just 30 unrelated segments. You can have many records of each EIT for every main record. You can define EITs for several important entities, not just for People.

2. Locations, Organizations, Jobs, Positions, People, Assignments

3. To capture country specific details for a person or an assignment for expatriate employees. To capture company or division specific information when you have multiple companies in the same business group. To capture additional job or position details for job posting.

4. You can restrict access to Extra Information Types by not including the windows in the menus and taskflows for a responsibility or by using CustomForm with Taskflow security to restrict access to specific types of information. For example. You might have some users who should never see any EIT for people while other users have access to one EIT but not all.

You can also restrict access at responsibility level to sets of EITs as part of a role-based security model. For example. You might want a recruitment manager to have access to some EITs for people, others for assignment, and another set for jobs or positions. The easiest way to define this set of restrictions is by responsibility.

Note: You must enable access at responsibility level before a user will see any EIT.

5. EITs have performance advantages in online data entry and in batch data loading over Special Information Types. This is an important large-scale implementation where you store high volumes of data.

Note: This is because the entry of any key flexfield combination checks to see if that combination already exists. If it does, then the system points to that combination. If not, then the system inserts the combination.

Descriptive flexfields do not check for unique combinations.

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Practice Questions

Key and Descriptive Flexfield Overview

This practice reinforces your knowledge of flexfields and their features.

1. What are the six key flexfields in Oracle HRMS and which one can have many structures in one business group?

2. Which of the six key flexfields belong to the Payroll product?

3. How many segments can you define in the HRMS key flexfields?

4. Which user key flexfield uses qualifiers and what do the qualifiers do?

5. What is the difference between descriptive and key flexfields?

6. What system feature determines the validation of values in a segment?

7. What are the four types of predefined validation? What does each of them represent?

8. What are the additional features of key flexfields?

9. What is the purpose of cross-validation rules?

10. What is the purpose of shorthand aliases?

11. What is the purpose of flexfield value security?

12. What is the purpose of dynamic insertion?

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Practice Solutions

Key and Descriptive Flexfield Overview Solution

1. Job, Position, Grade, Cost Allocation, People Group and Personal Analysis. You can have many different Personal Analysis structures in the same business group.

2. The Cost Allocation and People Group key flexfields belong to Oracle Payroll.

3. You can define up to 30 segments in the HRMS key flexfields

4. The Cost Allocation key flexfield uses qualifiers to determine which windows you can enter costing information.

5. A key flexfield defines a unique key combination to identify jobs, positions and grades. It is used to configure the system to meet different business needs. Key flexfields can also be used to store additional information such as people group or special information types.

6. A descriptive flexfield can store additional information that does not already exist on a delivered form. User descriptive flexfields can store only one value in each segment.

7. Value Sets determine the validation rules for information stored in a segment.

8. The four types of validations available to value sets are as follows: − None: Any information can be entered into the segment as long as it is within the

characteristics of the value set. − Independent: A user-defined list defines the values for the segment. − Dependent: The values of the segment are linked to the values of a related segment. − Table: The list of values for the segment is taken from a table of values that already

exist.

9. The additional features of key flexfields are cross-validation, dynamic insertion, shorthand aliases, and flexfield security.

10. The purpose of cross-validation is to ensure that only certain code combinations can be entered into the system. It maintains data integrity.

11. Shorthand aliases provide a word or phrase that represents a partial or complete code combination. They save time.

12. The purpose of flexfield security is to restrict access to a particular value or a range of values within a segment.

13. Dynamic insertion enables the system to insert a new unique combination as a valid value. It often works with cross-validation rules.

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Defining Lookup Types and Values

The purpose of this demonstration is to show you how to define Lookup Types and Values.

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Defining Lookup Types and Values

1. Navigate to the Application Utilities Lookups window using your local Super HRMS Manager responsibility

(N) Other Definitions > Lookup Tables

Define Lookup Types

2. Define two new Lookup Types:

Type Meaning Access Level

User Name

XxAgencies XxAgencies User (Default) Default User

XxVacation XxVacation User (Default) Super User

3. Select the application with which you want to associate the Lookup Type.

4. Save your work.

Enter Lookup Values

5. Enter the following information for the new lookup types. Lookup Type Code Meaning Description Start Date To Date

XxAGENCIES xxHR xxHeart Fund xxHeart Fund 01-JAN-1990

Blank

XxAGENCIES xxUW xxUnited Way xxUnited Way 01-JAN-1990

Blank

XxAGENCIES xxHS xxHumane Society

xxHumane Society 01-JAN-1990

Blank

6. Save your work.

7. Query the Vacation lookup Type, and enter the following information:

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8. Save your work.

9. Query ABSENCE_REASON Lookup Type.

Note: Before you can add a new value, you must click in one of the existing values to activate it.

10. Enter the following values:

Lookup Type Code Meaning Description Start Date To Date

ABSENCE_REASON xxVAC xxVacation xxVacation 01-JAN-1990

Blank

11. Save your work.

12. Query US_PAYMENT Lookup Type.



US_PAYMENT xxER xxExpense Reimbursement

xxExpense Reimbursement

01-JAN-1990

Blank

14. Save your work.

15. Query US_IMPUTED_EARNINGS Lookup Type.



US_IMPUTED_EARNINGS xxSO 01-JAN-1990 Blank

17. Save your work.


XxVACATION xxAV xxApproved xxApproved 01-JAN-1990

Blank

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Defining Exchange Rates

Introduction

This practice reinforces your ability to define exchange rates.

For your payroll, define an exchange rate of US Dollars - British Pound Sterling at a rate of USD1.45 to GBP1.00.

Before you define an exchange rate, you must set up the conversion rate types for HRMS.

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Defining Exchange Rates

1. Navigate to the GL Daily Rates window using your local Super HRMS Manager responsibility.

(N) Payroll > GL Daily Rates

2. Change the Currency To entry to Pound Sterling.

3. Enter a Currency From value of USD.

4. Enter the date from which this becomes the active exchange rate.

5. Enter the type of conversion.

6. Enter exchange rate to be used in this conversion.

7. Click in the remaining field to automatically populate the return exchange rate.

8. Save your work.

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Work Structures Case Study

Business Scenario

Introduction

This section provides you with the general business scenario for AB Shoes that lies behind the demonstrations and labs for defining work structures. This information should help you to see the individual labs in the context of a complete business operation and help you to understand how the labs were designed.

Working individually or within groups assigned by your instructor you should read the following and determine answers to the questions.

Business Scenario – Company Profile

AB Shoes Corporation is a division of AB Inc. - a diversified multinational corporation with operations in manufacturing, retail, finance, consulting, and entertainment industries.

AB Shoes, formerly Panzanelli Shoes, opened its first store in New York on Feb 1, 1979.

Rapid expansion through the 1980s led to a chain of stores across the US. In the early 1990s the company expanded into Europe through a series of acquisitions. Panzanelli’s was acquired by AB Inc. in 1995 and renamed AB Shoes Corporation with new global management and compensation structures in line with the rest of AB Inc. AB Shoes has its World and US Regional Headquarters in New York, with European Headquarters in London.

AB Shoes Corp. has purchased Oracle HRMS and now wants to implement the system to support all of its global and local operations. If this implementation is judged successful it may lead to further implementations in the other divisions of AB Incorporated.

AB Shoes Corp (US) US Operations

Headquarters in New York

AB Shoes (US) maintains a central warehouse and distribution center in Wisconsin that supplies shoes and leather goods to all other AB locations in the US.

There are three US Sales Regions: AB Shoes West in Las Vegas; AB Shoes Midwest in Columbus; and AB Shoes East in Boston.

All employees of AB Shoes receive their paychecks from AB Shoes Corp. AB shoes has hired a third-party administrator, called Great Benefits in Cleveland, to handle its health-care benefits. AB shoes needs to run its Equal Employment Opportunity (EEO) report based on AB Inc. information in a consolidated report for all of their organizations.

Currently, one Senior Vice President oversees the North American division for US and Canada with planned expansion to several Latin and South American countries.

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Finance

The accounting department requires the transfer of certain payroll and budget costs to GL in line with a global cost center structure for AB Inc. that covers all companies and organizations. Accounting would like to track costs by company, by cost center, account code, and project or product code.

Additionally, they would like to see a breakdown of tax costs by state, city, county, and school district.

Compensation

Executives and managers are salaried employees with separate grade-pay structures to cover differences in compensation for level and geography. Warehousing stock clerks and retail sales associates are paid within hourly ranges. Stock clerks belong to the United Stock Workers Union who negotiate annually to set rates of pay for employees in their union. Stock clerks are automatically entitled to annual grade step increments within their pay scale. Every three years the union also negotiates for changes in vacation, sick pay, and overtime.

Sales associates in retail stores are entitled to earn commission in addition to their regular wages. Wage rates for sales associates vary by grade and are updated annually.

Annual bonuses for managers are calculated in January and paid at the end of February. Sales and stock clerk associates are eligible for a bonus if AB turns a profit in the preceding financial year.

All employees accrue vacation time at the rate of 40 hours for the first year, 80 hours for the next four years, and 120 hours from five years of service forward. These values are automatically pro-rated for employees who work part-time. There is no maximum amount that can be carried over.

All AB executives and store managers are entitled to receive company cars.

AB Inc. offers an employee stock-purchase plan for all employees. Employees can choose to deduct any amount from 1% to 15% of their pay toward stock-purchase.

Additionally, stock options are awarded on a discretionary basis to those associates who have exceeded sales quotas. The company will record stocks that the associates sell.

AB Shoes runs a United Way campaign every November with contributions to be deducted from the February 15 paycheck of the following year. In the absence of a self-service enrollment option, local managers record individual employee contributions on a spreadsheet that is provided to the Payroll Department who submit this through a batch process. Associates can choose a one-time deduction or can spread the contributions over each paycheck until the end of the year.

There are several agencies associated with the United Way and AB Shoes will match contributions to the American Heart Society.

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The company is offering a Preferred Provider Organization (PPO) medical plan for the following categories: Employee only, Employee + 1, Employee + 2, Employee + 3, Employee + Family; it will offer a dental and vision plan in the future. Each employee must choose one of the preferred hospitals associated with this medical plan (Chicago Hope, Wisconsin Central, Boston Hospital, Buckeye Memorial Hospital, or Las Vegas Healthcare).

AB Shoes Corp. UK Operations

AB Shoes (UK) has a London HQ, with a warehousing and distribution center located in Manchester. There are three regional sales centers: AB Shoes North - Manchester; AB Shoes South-London and AB Shoes Scotland - Edinburgh.

AB Shoes offers all employees private health care options and works with a third-party health care group, Great Benefits (UK) to administer employee health checks.

Currently, one Vice President based in London oversees the entire UK operation. AB Shoes are currently discussing options to establish an integrated European management structure to cover all European operations.

Finance

The accounting department requires the transfer of certain payroll and budget costs to GL in line with a global cost center structure for AB Inc. that covers all companies and organizations. Accounting would like to track costs by company, by cost center, account code, and project or product code.

Compensation

Executives and managers are salaried employees with separate grade-pay structures to cover differences in compensation for seniority and geography.

Warehousing stock clerks and retail sales associates are paid within hourly ranges. Stock clerks belong to the United Stock Workers Union who negotiates annually to set rates of pay for employees in their union. Stock clerks are automatically entitled to annual grade step increments within their pay scale. Every three years the union also negotiates changes in vacation, sick pay, and overtime entitlements.

Sales associates in retail stores are entitled to earn commission in addition to their regular wages. Wage rates for sales associates vary by grade and are updated annually.

Annual bonuses for managers are calculated in January and paid at the end of February. Sales and stock clerk associates are eligible for a bonus if AB turns a profit in the preceding financial year.

All employees accrue vacation time at the rate of 40 hours for the first year, 80 hours for the next four years, and 120 hours from five years of service forward. These values are automatically pro-rated for employees who work part-time. There is no maximum amount that can be carried over.

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All AB executives and store managers are entitled to a company car.

AB Inc. offers an employee stock-purchase plan for all employees. Employees can choose to deduct any amount from 1% to 15% of their pay toward stock-purchase.

Additionally, stock options are awarded on a discretionary basis to those associates who have exceeded sales quotas. The company will record stocks that the associates sell.

AB Shoes runs a charitable giving campaign every January to encourage employees to enroll in GAYE - Give As You Earn, with contributions to be deducted from the first paycheck of the following tax year. Employees can choose to contribute a fixed amount or a percentage of pay each pay period.

To encourage employees to contribute, AB Shoes will match any employee contributions to the United Kingdom Heart Foundation.

The company offers a choice of coverage in a private medical plan with BUPA: Employee only, Employee + 1, Employee + 2, Employee + 3, or Employee + Family. Each employee must choose one of the preferred hospitals associated with the medical plan (Manchester Hope, London Central, Bristol Hospital, Norwich Memorial Hospital, Plymouth Healthcare).

The company will offer a dental and vision plan in the future.

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Business Scenario Questions (US)

1. Draw an organization chart to reflect the structures of AB Inc and AB Shoes.

2. How many business groups will there be?

3. How many locations and organizations (external and internal) will there be for AB Shoes (US)?

4. What effective date will you use when you set up your HRMS structures?

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Business Scenario (US) Solution


At least two: AB Shoes Corporation US and AB Shoes Corporation UK

2. How many US locations and organizations will there be (internal and external)?

Locations: New York, Wisconsin, Las Vegas, Columbus, Boston and Cleveland (external)

Organizations: AB Shoes West, AB Shoes Midwest, AB Shoes East and Great Benefits (external)

3. What effective date will you use to set-up your US HRMS structures?

01-Jan-1995

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Business Scenario Questions (UK)

1. Draw an organization chart to reflect the structures of AB Inc and AB Shoes.


3. How many locations and organizations (external and internal) will there be for AB Shoes (UK)?

4. What effective date will you use when you set up your HRMS structures?

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Business Scenario (UK) Solution


At least two: AB Shoes Corporation UK and AB Shoes Corporation US

2. How many locations, organizations (internal and external) will there be for AB Shoes (UK)?

Locations: London HQ, Manchester, Edinburgh, and London (external)

Organizations: AB Shoes North, AB Shoes Scotland, AB Shoes South and Great Benefits (external)

3. What effective date will you use to set-up your HRMS structures?

01-Jan-1995

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Setting up Business Groups, Locations, and Organizations Instructor Demonstrations and Practice Solutions Chapter 24 - Page 1

Setting up Business Groups, Locations, and Organizations Instructor Demonstrations and Practice Solutions Chapter 24

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Setting up Business Groups, Locations, and Organizations Instructor Demonstrations and Practice Solutions

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Instructor Demonstration (US)

Creating a US Business Group for AB Inc

Business Scenario

From the AB Shoes business scenario in an earlier practice you should be able to identify that AB Shoes Corporation (US) is an operating division of AB Inc. which is headquartered in the US. AB shoes needs to run its Equal Employment Opportunity (EEO) report based on AB Inc. information in a consolidated report for all of their organizations.

To support this need and for future expansion to include other divisions, AB Inc. will be the business group for your US based operations. AB Shoes Corporation is an organization in the same business group. AB Shoes (UK) will be defined in a separate business group to support UK payroll, tax and legislative reporting needs.

AB Inc has decided to allocate employee and applicant numbers automatically.

You must use the appropriate xx structures for the Job, People Group, Grade, Position and Cost Allocation key flexfields, (where xx is your unique group number).

Make sure that you also enter Tax Detail References for your business group.

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Creating a US Business Group for AB Inc

1. Navigate to the Organization window using your local Super HRMS Manager responsibility:


2. Enter xxAB Inc. in the name field (where xx is your unique group number).

3. Select a user-defined organization type from the list of values.

4. Enter 01-JAN-1990 in the from date field.

5. Select Internal from the list of predefined values to allow employee assignments to this organization.

6. Save your work.

Classifying a Business Group

7. Select business group in the Organization Classification Name field from the list of values.

8. Select the enable box.

9. Save your work.

10. Choose the Others button.

11. Double-click on Business Group Information.

12. Click in the second field to open the window.

13. Enter a short name for the business group.

14. Select Automatic as the option for employee number generation.

15. Select Automatic as the option for applicant number generation.

16. Select the appropriate Flexfield structures for your group number.

17. Select United States from the list of values for the legislation code.

18. Select USD from the list of values for the currency.

19. Click the OK button.

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20. Save your work.

21. Choose the others button again.

22. Double-click on Work Day Information to enter default information for all employees in this business group.

23. Click the OK button and Save your work.

24. Choose the Others button again.

25. Select Tax Details References to enter the appropriate Federal, State and local tax default information for your business group.

26. Save your work.

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Granting Users access to a New Business Group

Introduction

The security model in Oracle HRMS means that you must grant a user access to a business group before you can define any details within that business group.

This demonstration and practice reinforces your ability to grant users access to your new business group using a new Responsibility.

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1. Navigate to the Responsibilities window using your System Administrator responsibility:

(N) Security > Responsibility > Define

2. Enter xx Super HRMS Manager as the new responsibility name (where xx represents your initials).

3. Select Oracle Human Resources in the application field.

4. Enter a responsibility key name and a description for the new responsibility.

5. Enter an effective date of 01-JAN-1990.

6. Select Oracle Applications to signify that this responsibility applies to the professional user interface.

7. Select Standard and Oracle Human Resources in the Data Group region

8. Select your local SHRMS Navigator menu in the Menu field.

9. Select your local HRMS Reports & Processes and Oracle Human Resources in the Request Group region.

10. Save your work.

Set User Profile Options

You must set at least two user profile options for this new Responsibility.

If you are using standard security - Security Groups Enabled = No, then you must assign the Security Profile to the Responsibility and the Responsibility to a User as System Administrator

If you are using Security Groups Enabled = Yes, then you must assign the Security Profile and the Responsibility to a User as the Super HRMS manager.

1. Navigate to the System Profile Values window using your System Administrator responsibility:

(N) Profile > System

2. Check the display box for Responsibility and enter the name of your new responsibility.

3. Enter HR:Security Profile as the profile name and click the Find button.

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4. Enter the security profile with the same name as your new business group.

Note: The system automatically creates a view all security profile whenever you define a new business group. After you have setup all the work structures in your business group you can define restricted security profiles using organization and position hierarchies, and/or payrolls.

5. Save your work.

6. Return to the Find window and find a new profile

7. Enter HR:User Type as the profile name and click the Find button.

8. Enter HR with Payroll User as the value for user type.

Note: This means that you can see and enter fields on all HRMS windows

9. Save your work.


11. Enter Help Localization Code as the Profile name and click the Find button.

12. Enter the appropriate territory or vertical code as the value for user type. US for USA or GB for UK.

13. Save your work.

Note: This value is free format to allow for vertical and custom extensions to local versions of user help.

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Assign New Responsibility to an Application User

1. Navigate to the User window using your System Administrator responsibility

(N) Security > User > Define

2. Query your own application username - the one you used to log on to the system

3. Insert your xx Super HRMS Manager responsibility from the list of values in a new line in the responsibility region.

4. Save your work and exit the window.

5. Choose the File - Switch Responsibility menu option to bring up the list of responsibilities you have access to.

6. Select the new responsibility to sign on to the new business group.

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Defining US Locations

Introduction

Locations define worksites for operational and tax reporting purposes.

This practice reinforces your ability to set up locations.

Business Scenario

Create the following locations, prefixing each location with your unique group number.

Note: You can define local and international worksites for one business group or to be shared across all business groups. (Controlled by HR:Cross Business Group user profile).

Your company will have 7 locations with the following addresses: AB Shoes, Inc. AB Shoes Warehouse Great Benefits

44 Apples Way 540 Dairy Way 1401 Elm Street New York, NY 10188 Sheboygan, WI 53081 Dallas, TX 75201

AB Shoes AB Shoes West AB Shoes Midwest

959 North Michigan Ave. 100 Buckeye Road 777 Gambler’s Gulch Chicago, IL 60601 Columbus, OH 43287 Las Vegas, NV 89100

AB Shoes East

4534 Tea Party Circle Boston, MA 02100

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Defining US Locations

1. Navigate to the Location window using your own Super HRMS Manager responsibility:


2. Type in the name of your location prefixing it with your unique group number.

3. Type in a description for your location.

4. Select the appropriate address style for local addresses.

5. Enter the address of your location.

6. Save your work.

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Defining US Organizations

Your enterprise has six internal organizations. They are represented as follows:

Note: Remember that AB Shoes, Inc. has already been classified as a business group, so you can requery the record and add any other classifications that apply.

All of the companies have the same work schedule of 8-8-8-8-8-0-0 Organizations Business Group HR Organization

AB Shoes, Inc. X X AB Shoes Corporation US

X

AB Shoes Warehouse X AB Shoes Midwest X AB Shoes West X AB Shoes East X

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Defining US Organizations

Navigate to the Organization window using your own Super HRMS Manager responsibility

1. Navigate to the Organization window.


2. Enter a unique name for each organization in the Name field.

3. Select the appropriate user defined type of organization from the list of values.

4. Select the appropriate location for each organization.

5. Save your work.

6. Select the Organization Classification of HR Organization from the list of values.

7. Click the Enable button.

8. Save your work.

9. Continue to the Others area of information to enter default information for each organization.

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Entering Work Hours

1. Select Work Day Information.

2. Enter the appropriate work hours for this organization.

3. Click OK.

4. Save your work.

5. Click Others.

6. Select Work Schedule.

7. In the Schedule Table field, select Company Work Schedule from the list of values.

8. In the Schedule Name field, select 1 Schedule 8-8-8-8-8-0-0.

9. Click OK.

10. Save your work.

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Creating an Organization Hierarchy

Business Scenario

Organization hierarchies show the different management reporting relationships that can exist within an enterprise. You will also use hierarchies for government reporting and defining security profiles.


Create a hierarchy in the system that reflects the organization chart for AB Shoes.

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1. Navigate to the Organization Hierarchy window using your own Super HRMS Manager responsibility:


2. Enter AB Shoes Main Hierarchy as the new hierarchy name.

3. Check the Primary Hierarchy box.

4. Save your work.

5. Enter 1 as the version number.

6. Enter the version date as 01-JAN-1990.

7. Save your work.

8. In the Organization region, query the top level organization for your hierarchy.

Note: Use AB Shoes Inc. for the US business group and AB Shoes Corporation (UK) for the UK.

If you were setting both of these businesses up in the same system you could define a global hierarchy to include organizations from all regions for management reporting. Your ability to do this is controlled by the setting of the HR:Cross Business Group user profile.

1. Click in the Subordinates boxes and select the next level of reporting organizations.

2. Use the down arrow box to move to the next level of reporting.

3. Save your work.

To enable position control:

1. Query the organization hierarchy in the Name field.

2. Check the Position Control box.

3. Determine the level at which the position control begins.

4. Click the Top Node Enabled check box to set the level at the highest organization.

5. Choose an organization in the subordinate block and select Yes in the Position Control block to set the level at a subordinate level.

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6. Exclude an organization by choosing the organization in the Subordinates block and select No from the Position Control block.

Note: Excluding the organization automatically excludes its subordinates.

7. Save your work.

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Assigning Employees to Organizations

Introduction

The purpose of this practice is to check that you can hire and assign employees to the organizations that you have defined.

Business Scenario

Hire an employee to work in one of the AB Shoes organization with a hire date of 01-MAR-2000.

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1. Navigate to the People window using your own Super HRMS Manager responsibility:


2. Click on the Find button.

3. The system should tell you that no people exist in your business group.

4. Click on the New button to enter a new employee.

5. Set your effective date to 01-MAR-2000.

6. Enter Name and personal details for a new employee with a hire date of 01-Mar-2000.

7. Save your work.

8. Click on the Assignment button to open the assignment window.

9. An assignment to the business group is created by default when you hire an employee.

10. In the Organization field open the list of values. All of the organizations you created should be displayed in the list. Select one and save your choice as a correction.

You have completed the practice if all of your organizations appear in the list and you can save an employee assignment.

Hints: If an organization does not appear in the list or you cannot save the assignment, check the following:

• Effective date of the organization is before the hire date of the employee.

• The organization has the classification of HR Organization enabled.

• The organization is of the type Internal.

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Instructor Demonstration (UK)

Creating a UK Business Group for AB Shoes

Business Scenario

From the AB Shoes business scenario in an earlier practice you should be able to identify that AB Shoes Corporation (UK) is a separate operating company within AB Shoes Corporation which is headquartered in the US.

AB Shoes Corporation (UK) is defined as a separate business group to support UK payroll, tax and legislative reporting needs.

AB Shoes Corporation (UK) has decided to allocate employee and applicant numbers automatically.

You must use the appropriate xx structures for the Job, People Group, Grade, Position and Cost Allocation key flexfields, (where xx is your unique group number).

Make sure that you also enter Tax Detail References for your business group.

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Creating a UK Business Group for AB Shoes

1. Navigate to the Organization window using your local Super HRMS Manager responsibility:


2. Enter xxAB Shoes Corporation (UK) in the name field (where xx is your unique group number).

3. Select a user-defined organization type from the list of values.

4. Enter 01-JAN-1990 in the from date field.

5. Select Internal from the list of predefined values to allow employee assignments to this organization.

6. Save your work.

Classifying a Business Group

7. Select business group in the Organization Classification Name field from the list of values.

8. Select the enable box.

9. Save your work.


11. Double-click on Business Group Information.

12. Click in the second field to open the window.

13. Enter a short name for the business group.

14. Select Automatic as the option for employee number generation.

15. Select Automatic as the option for applicant number generation.

16. Select the appropriate Flexfield structures for your group number.

17. Select United Kingdom from the list of values for the legislation code.

18. Select GBP from the list of values for the currency.

19. Click the OK button.

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20. Save your work.


22. Double-click on Work Day Information to enter default information for all employees in this business group.

23. Click the OK button and Save your work.


25. Select Tax Details References to enter the appropriate tax default information for your business group.

26. Save your work.

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Granting Users Access to a New Business Group

Introduction

The security model in Oracle HRMS means that you must grant a user access to a business group before you can define any details within that business group.

This demonstration and practice reinforces your ability to grant users access to your new business group using a new Responsibility.

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1. Navigate to the Responsibilities window using your System Administrator responsibility:

(N) Security > Responsibility > Define

2. Enter xx Super HRMS Manager as the new responsibility name (where xx represents your initials).

3. Select Oracle Human Resources in the application field.

4. Enter a responsibility key name and a description for the new responsibility.

5. Enter an effective date of 01-JAN-1990.

6. Select Oracle Applications to signify that this responsibility applies to the professional user interface.

7. Select Standard and Oracle Human Resources in the Data Group region

8. Select your local SHRMS Navigator menu in the Menu field.

9. Select your local HRMS Reports & Processes and Oracle Human Resources in the Request Group region.

10. Save your work.

Set User Profile Options

You must set at least two user profile options for this new Responsibility.

If you are using standard security - Security Groups Enabled = No, then you must assign the Security Profile to the Responsibility and the Responsibility to a User as System Administrator

If you are using Security Groups Enabled = Yes, then you must assign the Security Profile and the Responsibility to a User as the Super HRMS manager.

1. Navigate to the System Profile Values window using your System Administrator responsibility:

(N) Profile > System

2. Check the display box for Responsibility and enter the name of your new responsibility.

3. Enter HR:Security Profile as the profile name and click the Find button.

4. Enter the security profile with the same name as your new business group.

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Note: The system automatically creates a view all security profile whenever you define a new business group. After you have setup all the work structures in your business group you can define restricted security profiles using organization and position hierarchies, and/or payrolls.

5. Save your work.


7. Enter HR:User Type as the profile name and click the Find button.

8. Enter HR with Payroll User as the value for user type.

Note: This means that you can see and enter fields on all HRMS windows

9. Save your work.


11. Enter Help Localization Code as the Profile name and click the Find button.

12. Enter the appropriate territory or vertical code as the value for user type. US for USA or GB for UK.

13. Note: This value is free format to allow for vertical and custom extensions to local versions of user help.

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Assign New Responsibility to an Application User

1. Navigate to the User window using your System Administrator responsibility

(N) Security > User > Define

2. Query your own application username - the one you used to log on to the system

3. Insert your xx Super HRMS Manager responsibility from the list of values in a new line in the responsibility region.

4. Save your work and exit the form.

5. Choose the File - Switch Responsibility menu option to bring up the list of responsibilities you have access to.

6. Select the new responsibility to sign on to the new business group.

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Defining UK Locations

Introduction

Locations define worksites for operational and tax reporting purposes.


Business Scenario

Create the following locations, prefixing each location with your unique group number.

Note: You can define local and international worksites for one business group or to be shared across all business groups. (Controlled by HR:Cross Business Group user profile).

Your company has four locations with the following addresses: AB Shoes London AB Shoes South

44 Apples Way 33 Stamford Street London London L1 6YH SE1 7QH

AB Shoes North AB Shoes Scotland

540 Dairy Way 95 Lauriston Place Manchester Edinburgh M8 7FG EH3 9HZ

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Defining UK Locations

1. Navigate to the Location window using your own Super HRMS Manager responsibility:


2. Type in the name of your location prefixing it with your unique group number.

3. Type in a description for your location.

4. Select the appropriate address style for local addresses.

5. Enter the address of your location.

6. Save your work.

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Defining UK Organizations

Your enterprise has six internal organizations. They are represented as follows:

Note: Remember that AB Shoes, Inc. has already been classified as a business group, so you can requery the record and add any other classifications that apply.

Organizations Business Group HR Organization

AB Shoes Corporation UK

X X

AB Shoes Warehouse X AB Shoes North X AB Shoes South X AB Shoes Scotland X Great Benefits (UK)

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Defining UK Organizations

Navigate to the Organization window using your own Super HRMS Manager responsibility

1. Navigate to the Organization window.


2. Enter a unique name for each organization in the Name field.

3. Select the appropriate user defined type of organization from the list of values.

4. Select the appropriate location for each organization.

5. Select Internal or External for each organization.

6. Save your work.

7. Select the Organization Classification of HR Organization from the list of values.

8. Click the Enable button.

9. Save your work.

10. Continue to the Others area of information to enter default information for each organization.

11. Save your work.

Note: Remember that Great Benefits is a benefits provider and not an internal HR Organization.

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Business Scenario

Organization hierarchies show the different management reporting relationships that can exist within an enterprise. You will also use hierarchies for government reporting and defining security profiles.


Create a hierarchy in the system that reflects the organization chart for AB Shoes.

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1. Navigate to the Organization Hierarchy window using your own Super HRMS Manager responsibility:


2. Enter AB Shoes Main Hierarchy as the new hierarchy name.

3. Check the Primary Hierarchy box.

4. Save your work.

5. Enter 1 as the version number.

6. Enter the version date as 01-JAN-1990.

7. Save your work.

8. In the Organization region, query the top level organization for your hierarchy.

Note: Use AB Shoes Inc. for the US business group and AB Shoes Corporation (UK) for the UK.

9. If you were setting both of these businesses up in the same system you could define a global hierarchy to include organizations from all regions for management reporting. Your ability to do this is controlled by the setting of the HR:Cross Business Group user profile.

10. Click in the Subordinates boxes and select the next level of reporting organizations.

11. Use the down arrow box to move to the next level of reporting.

12. Save your work.

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Introduction

The purpose of this practice is to check that you can hire and assign employees to the organizations that you have defined.

Business Scenario

Hire an employee to work in one of the AB Shoes organization with a hire date of 01-MAR-2000.

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1. Navigate to the People window using your own Super HRMS Manager responsibility:


2. Click on the Find button.

3. The system should tell you that no people exist in your business group.

4. Click on the New button to enter a new employee.

5. Set your effective date to 01-MAR-2000.

6. Enter Name and personal details for a new employee with a hire date of 01-Mar-2000.

7. Save your work.

8. Click on the Assignment button to open the assignment window.

9. An assignment to the business group is created by default when you hire an employee.

10. In the Organization field open the list of values. All of the organizations you created should be displayed in the list. Select one and save your choice as a correction.

You have completed the practice if all of your organizations appear in the list and you can save an employee assignment.

Hints − If an organization does not appear in the list or you cannot save the assignment,

check the following:

• Effective date of the organization is before the hire date of the employee.

• The organization has the classification of HR Organization enabled.

• The organization is of the type Internal.

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Using Application Data Exchange (ADE)

This demonstration guides you through the ADE process of exporting data. ADE enables common desktop applications like word processors and spreadsheets to change, export and upload data in Oracle HRMS.

You can select the ADE icon from the toolbar and export data, however you must query some data before you can launch ADE.

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Representing Financial Reporting Structures Instructor Demonstrations and Practice Solutions Chapter 25 - Page 1

Representing Financial Reporting Structures Instructor Demonstrations and Practice Solutions Chapter 25

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Representing Financial Reporting Structures Instructor Demonstrations and Practice Solutions

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Entering and Reviewing Cost Allocation Information

The purpose of this demonstration is to show you where cost information is allocated in Oracle HRMS. Details of how to set up the cost allocation key flexfield are provided in the Costing module.

1. Navigate to the Payroll window using your local Super HRMS Manager responsibility

(N) Work Structures > Payroll > Define

Note: You are using this responsibility so that you can view the information for a predefined business group. If you use your new responsibility you will not be able to view any costing information until you setup the cost flexfield.

2. Move the cursor to the Costing field. The flexfield window should open to display the segments that are enabled at the Payroll level for this Business Group.

3. Close the window and move the cursor to the Suspense Account field. The flexfield window should open to display all the segments that are enabled for this Business Group.

Note: If you are running Oracle Payroll, the costing process will use the suspense account values to allocate costs that have no values allocated within the system.

4. Close the window.

5. Navigate to the Organization window using the local version of the Super HRMS Manager responsibility


6. Query an HR Organization and select the Costing window by clicking on the Other button.

7. Open the flexfield window to view or enter values for costing segments that are enabled at the Organization level.


9. Navigate to the Assignment window using the local version of the Super HRMS Manager responsibility.

(N) Person > Enter and Maintain

10. Find an employee whose name begins with S%.

11. Navigate to the Costing window from the Assignment window

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(B) Assignment > Others > Costing

12. Open the flexfield window to view or enter values for costing segments that are enabled at the Assignment level.

Note: You can enter multiple costing values at the assignment level to allocate costs for one assignment to multiple cost codes. Each line is datetracked and the total allocation of costs at all times must be 100%.


14. You could also navigate to the Element Link and Element Entry windows to view other levels where you can enter cost information in Oracle HRMS. These are covered in more detail in the module on Costing.

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Representing Legal and Government Reporting Structures Instructor Demonstrations and Practice Solutions Chapter 26 - Page 1

Representing Legal and Government Reporting Structures Instructor Demonstrations and Practice Solutions Chapter 26

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Representing Legal and Government Reporting Structures Instructor Demonstrations and Practice Solutions

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Classifying HR Organizations

You have already defined your internal organizations.

You must add the following classifications for AB Shoes Inc. and AB Shoes Corp (US). Also you should define and classify the Great Benefits external organization as a Benefits Carrier and a Workers Compensation Carrier.

Organization Benefits Carrier

Business Group

GRE HR Organization

Workers’ Comp

Carrier

Reporting Establishment

Corporate HQ

AB Inc. X X X X X AB Shoes Corp (US)

X X

Great Benefits

X X

Note: Remember that Great Benefits is a benefits provider and not an internal HR Organization.

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Classifying HR Organizations

Setting Up Government Reporting Details for AB Inc.

1. Navigate to the Organization window using your own Super HRMS Manager responsibility:


2. Query your own business group using xxAB %

3. Add Government Reporting Entity to the list of Organization Classification values.

4. Select the Enabled box.

5. Save your work.


7. Select Employer Identification and enter the following Employer Identification Number: 33-1278259.

8. Click OK.

9. Save your work.

10. Click Others.

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Entering Tax Rules

1. Select Federal Tax Rules from the Others list.

2. Select Self Adjust from the list of values for the Social Security Self-Adjust Method.

3. Do the same for the FUTA ER Self Adjust Method.

4. Select Regular from the list of values for the Type of Employment field.

5. Select Flat Percentage for the Supplemental Calculation Method.

6. Click OK.

7. Save your work.

8. Choose Others.

9. Select Local Tax Rules.

10. Select Chicago, Illinois, Cook County from the list of values for the locality. Enter an eight-digit locality ID number.

11. Repeat step 10 for the following localities: − Columbus, OH, Franklin County − New York, NY, New York County − Las Vegas, NV, Clark County − Sheboygan, WI, Sheboygan County

12. Click OK.

13. Save your work.

14. Choose Others.

15. Select State Tax Rules from the Others list.

16. Enter the state code of NY.

17. Enter the SUI ID: 90-4447777.

18. Enter the SIT ID: 32-11-78259.

19. Select Self Adjust Method for the SUIF and SDI Self Adjust Method fields.

20. Enter SUI rate 1: .45

21. Select Federal Default in the Filing Status/Allowance Rate field.

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22. Enter the employer liability rate: .60

23. Enter the experience modification rate: 90

24. Enter the premium discount rate: 90

25. Select Flat Percentage Rate in the Supplemental Calculation Method field.

26. Click OK.

27. Save your work.

28. Choose Others.

Setting Up W-2 Reporting

1. Select W2 Reporting from the Others list.

2. Select Yes from the list of values for the W-2 Transmitter field.

3. Select IBM from the list of values for the Computer field.

4. Select Standard Label from the list of values for the Internal Labeling field.

5. Select 38000 CPI from the list of values for the Density field.

6. Select ASCII from the list of values for the Recording Code field.

7. Enter 40 in the Blocking Factor field.

8. Click OK.

9. Save your work.

Adding Classifications for the GRE Organization

1. Enter Reporting Establishment as the next classification.

2. Choose the others button and to see the additional information that can be completed for VETS-100, EEO-1 and other government-required reporting. This is not necessary for the Practices.

3. Save your work.

4. Enter Corporate Headquarters as the next classification.

5. Save your work.

Setting Up Government Reporting Details for AB Shoes Corporation

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1. Click the Organization Name field and query your xx AB Shoes Corporation (US).

2. Add Government Reporting Entity to the list of Organization Classification values.

3. Check the Enabled box.

4. Save your work.


6. Select Employer Identification and enter the following Employer Identification Number: 33-1278259.

7. Click OK.

8. Save your work.

9. Choose Others.

Entering Tax Rules

10. Select Federal Tax Rules from the Others list.

11. Select Self-Adjust from the list of values for the Social Security Self-Adjust Method.

12. Do the same for the FUTA ER Self Adjust Method.

13. Select Regular from the list of values for the Type of Employment field.

14. Select Flat Percentage for the Supplemental Calculation Method.

15. Click OK.

16. Save your work.

17. Choose Others.

18. Select Local Tax Rules.

19. Select Chicago, Illinois, Cook County from the list of values for the locality.

20. Enter an eight-digit locality ID number.

21. Repeat step 20 for the following localities: − Columbus, OH, Franklin County − New York, NY, New York County − Las Vegas, NV, Clark County − Sheboygan, WI, Sheboygan County

22. Click OK.

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23. Save your work.

24. Choose Others.

25. Select State Tax Rules.

26. Enter the state code of NY.

27. Enter the SUI ID: 90-4447777.

28. Enter the SIT ID: 32-11-78259.

29. Select Self Adjust Method for the SUIF and SDI Self Adjust Method fields.

30. Enter SUI rate 1: .45

31. Select Federal Default in the Filing Status/Allowance Rate field.

32. Enter the employer liability rate: .60

33. Enter the experience modification rate: 90

34. Enter the premium discount rate: 90

35. Select Flat Percentage Rate in the Supplemental Calculation Method field.

36. Click OK.

37. Save your work.

38. Choose Others.

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Setting Up W-2 Reporting

39. Select W-2 Reporting from the Others list.

40. Select Yes from the list of values for the W-2 Transmitter field.

41. Select IBM from the list of values for the Computer field.

42. Select Standard Label from the list of values for the Internal Labeling field.

43. Select 38000 CPI from the list of values for the Density field.

44. Select ASCII from the list of values for the Recording Code field.

45. Enter 40 in the Blocking Factor field.

46. Click OK.

47. Save your work.

Completing NACHA Information

48. Choose Others.

49. Select NACHA.

50. Complete the NACHA Information.

51. Save your work.

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Setting Up an External Organization

52. Click the Organization Name field and select the New Record icon.

53. Enter Great Benefit as the organization name.

54. Select the organization type of your choice.

55. Enter the From date as 01-JAN-1990.

56. Click Location field and select xxGreat Benefit from the list of values.

57. Make sure this is an external organization.

58. Save your work.

59. Click the Organization Classification field and select Benefit Carrier.

60. Select the Enabled check box.

61. Save your work.

62. On the next line select Worker’s Compensation Carrier.

63. Select the Enabled check box.

64. Save your work.

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Costing Chapter 27 - Page 1

Costing Chapter 27

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Costing

Costing

Release 11i

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Modules

Modules

Costing contains the following modules:• Setting Up the Cost Allocation Key Flexfield• Allocating Cost Details• Costing Tax Information

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Objectives

Objectives

After completing this e-class, you should be able to do the following:• Set up the Cost Allocation Key Flexfield• Allocate cost details at different levels in Oracle

HRMS• Set up costing of Taxes

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Setting Up the Cost Allocation Key Flexfield Chapter 28 - Page 1

Setting Up the Cost Allocation Key Flexfield Chapter 28

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Setting Up the Cost Allocation Key Flexfield


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01

011 012

01220121

2 Hierarchies



EmployeeServices

Recruiting

Region A Region B Region C

Are the HR organization reporting lines and GL Cost Center hierarchies exactly the same in your own enterprise?

HR Division

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Parallel Reporting Structures Similar but Not the Same

Parallel Reporting StructuresSimilar but Not the Same

Differences may result if:• A department has one cost center, but many HR

reporting units• All share same cost center• One department has many cost centers• Costs are administered by post or employee• An organization may exist to simplify management

reporting or security and have no direct assignments

• There are no costs

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Costing in HRMS

Costing in HRMS

• Typically you want to allocate and report employment costs as you deploy and pay people

• Default costing rules generally apply to people based on enterprise wide definitions– Costs may be inherited from Payroll or Organization

definitions

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Costing in HRMS

Costing in HRMS

• Exceptions to default rules are also common– Override capability for an individual assignment,

project or timecard– Cost splitting on a percentage basis across multiple

codes– Cost distribution across a set of cost centers

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The Oracle HRMS Costing Solution

The Oracle HRMS Costing Solution

• A highly configurable solution to meet diverse requirements– Using the Cost Allocation Key Flexfield

• You define the cost information you want to capture and any validation you need

• You define the levels where you want to enter, or default, cost details

• You define the mapping between your payroll cost codes and your GL or labor distribution codes

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Cost Allocation Setup Headings and Levels

Cost Allocation SetupHeadings and Levels

Overrides Defaults

PayrollElement

LinkBalancing

Organization Assignment ElementEntry

Company

Cost Center

Account Code

Project

Product

Chaitu

Highlight

Chaitu

Highlight

Chaitu

Highlight

Chaitu

Highlight

Chaitu

Highlight

Chaitu

Highlight

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• Define headings assegments for a flexfieldstructure

• One structure per Business Group– <= 30 segments in each

structure– Different needs for

different countries

Group Key Flexfield

Salaries

7350 - HR Dev

Vision US

Self-Service

Company

Project

Account Code

Use Qualifiers to control which segments are visible at each level

Cost Center

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Multi-Company and Multi-National Mapping Options

Multi-Company and Multi-NationalMapping Options

US n...

n...Business Group

Company A

US

n...

Company A

US

n...

HR ReportingMulti-Business Group

US Business Group

n...Business Group

US Business Group

GL ReportingMulti-Org

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Setting Up the Cost Allocation KeyFlexfield

1. Identify the Headings and Levels for cost information in HRMS

2. Confirm mappings between HRMS and GL3. Define key flexfield structure with segments and

qualifiers4. Setup business group in HRMS 5. Map HRMS cost segments to GL set of books

segments

Chaitu

Underline

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Setting Up the Cost Allocation KeyFlexfield

1. Identify the Headings and Levels for cost information in HRMS

2. Confirm mappings between HRMS and GL3. Define key flexfield structure with segments and

qualifiers4. Setup business group in HRMS 5. Map HRMS cost segments to GL set of books

segments

You are ready to enter cost details in HRMS

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Practice: Defining the Cost Allocation Key Flexfield

Practice: Defining the Cost Allocation Key Flexfield

• Follow the demonstration, or use the notes provided, to define a payroll

• Navigate to the Key Flexfield Segment window using the System Administrator responsibility:


Online Help

For details on how to complete the Key Flexfield Segment window please refer to the online Help path : Applications Help Library > Applied Technology > Oracle Applications Flexfield > Key Flexfields Segments Window > Defining Segments

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Allocating Cost Details Chapter 29 - Page 1

Allocating Cost Details Chapter 29

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Allocating Cost Details

Allocating Cost Details

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Mapping Cost Segments to GL Segments


• After you have defined your Business Group in Oracle HRMS you should map segments between HRMS and GL – Segments from Business Group-Cost Allocation

flexfield to segments in Set of Books flexfield• Some segments may not be mapped to GL

– Payroll can process costs for transfer to project accounting and reporting

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• After you have defined your Business Group in Oracle HRMS you should map segments between HRMS and GL – Segments from Business Group-Cost Allocation

flexfield to segments in Set of Books flexfield• Some segments may not be mapped to GL

– Payroll can process costs for transfer to project accounting and reporting

You are ready to enter cost details in HRMS

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Cost Allocation Entry Levels

Suspense Codes

Cost Allocation Entry Levels

Assignment

Cost Type

Costs BalancingCodes

Split costs at Asg

level by percentage

Payroll

Costs

Organization ElementLink

ElementEntry

Costs

CostsCosts

Distribute costs at

Link level

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Suspense Codes and Balancing Values

Suspense Codes and Balancing Values

• Suspense Codes– Costing process uses suspense code when no cost

allocation is found– Enter suspense code values in Payroll window

• Balancing Codes– Segment qualifiers control which segments can have

balancing values for GL– Enter code values for balancing accounts at link level

Reverses cost value for transferred to GL code to comply with the credit and debit model

Chaitu

Underline

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Costable Types on Element Links

Costable Types on Element Links

• Not Costed– No cost information for specific elements

• Costed– Typical choice for earnings elements

• Fixed– All costs for this element go to the codes entered on

the Link unless overridden at Entry level• Distributed

– Distribute overhead costs for specific elements to a Distribution Set of elements

– In proportion to values for other elements

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Payroll Level Costs Special Factors

Payroll Level CostsSpecial Factors

Company (Set of books)• If all costs for a payroll are charged to one

company, select the company code at payroll levelSuspense Codes• Suspense account codes collect costs when lower

level values are missing– Report and identify after processing

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Element Link Level Special Factors

Element Link LevelSpecial Factors

• Enable costing at link level• Every element you want to cost must have at least

one link, including: – Indirect result elements– Predefined elements for Taxes and Social Insurance

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Element Link Level Special Factors for Benefits

Element Link LevelSpecial Factors for Benefits

Use links for costing Benefit elements

! Use Eligibility Rules in Standard or Advanced benefits to

avoid conflict with basic link rules for eligibility !

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Assignment Level Special Factors

Assignment LevelSpecial Factors

• Assign costs for individuals who are exceptions to the cost codes entered at Organization level

• You can split costs for an assignment by percentage– All cost codes are affected by this split unless you are

also using Fixed costs.• Assignment level entries are datetracked, so you

can enter changes ahead of time.

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Element Entry Level Special Factors

Element Entry LevelSpecial Factors

• Values at this level override values from any other level– Also override Fixed costs from link level

• Enter one-time exceptions to costing– Values are datetracked– Nonrecurring, Special Inputs or Additional entries– Balance Adjustment entries

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Payroll Processing Processing Overview

Payroll ProcessingProcessing Overview

Payroll Calculations

Time Capture

Data Input Pre-Payments

Adjustments DisbursementGLCosting

Salary Management

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Costing Processes in Oracle Payroll

Costing Processes in Oracle Payroll

• Run the Costing process to accumulate payroll results to the allocated cost codes

• Run the Transfer to GL process if you also have Oracle General Ledger (GL):– Results are transferred to the GL interface tables ready

for posting to GL

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Demonstration: Entering Cost Details

Demonstration: Entering Cost Details

• Follow the demonstration, or use the notes provided, to see where cost details are entered in Oracle HRMS

• Navigate to the different windows for entering cost details using your local Super HRMS responsibility:

(N) Payroll > Define

Online Help

For details on costing please refer to the online Help path: Oracle HRMS > Cost Analysis > Costing

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Costing Tax Information (UK) Chapter 30 - Page 1

Costing Tax Information (UK) Chapter 30

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Costing Tax Information (UK)

Costing Tax Information (UK)

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Tax Considerations Costing All Taxes by Tax Type

Tax ConsiderationsCosting All Taxes by Tax Type

Maintain cost details for Tax and National Insuranceby tax type

On the link for each type of elemententer the GL account codes

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Costing Tax Information (US) Chapter 31 - Page 1

Costing Tax Information (US) Chapter 31

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Costing Tax Information (US)

Costing Tax Information (US)

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Tax Considerations Costing All Taxes by Tax Type

Tax ConsiderationsCosting All Taxes by Tax Type

• Maintain cost details for federal taxes by tax type• Maintain cost details for state and local taxes also

by type– Not by the state or locality to which they are payable

On the link for each tax type elemententer the GL account code for each tax

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Costing State and Local Taxes by Jurisdiction


• If your GL maintains tax totals by state, or by state and locality:– Follow a different setup procedure

• You still must ensure that links to all payrolls exist for each tax element

Set up additional segments of the costkey flexfield to collect the required

jurisdiction information

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Additional segments• State Code

– If you must collect state and local tax costs by state but not locality

• + County Code, City Code, School District Code– If you must also collect tax amounts by locality

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Additional Segments• Do not mark these segments as required• Do not enable any qualifiers

– They should not appear in any window • These segments receive entries directly from the

payroll run

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Costing Chapter 32

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Costing

Costing

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Summary

Summary

The following modules were covered in Costing: • Setting Up the Cost Allocation Key Flexfield• Allocating Cost Details• Costing Tax Information

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Summary

Summary

In this e-class, you should have learned how to: • Set up the Cost Allocation Key Flexfield• Allocate cost details at different levels in Oracle

HRMS• Set up costing of taxes

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Costing - Instructor Demonstrations and Practice Solutions Chapter 33 - Page 1

Costing - Instructor Demonstrations and Practice Solutions Chapter 33

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Instructor Demonstration and Practice


Introduction

This demonstration and practice reinforces your ability to define a structure and segments for the Cost Allocation key flexfield.

Business Scenario

The objective of this practice is to set up a Cost Allocation key flexfield structure for your business group with segments for cost center, account code and project code. These cost codes are common to many enterprises and this practice will also show you how to restrict the appearance of each segment using qualifiers.

Segments No. Name Validation

Type Description

1 Cost Center Independent List of values. In a shared implementation you might want to use the same value set as Cost Centers in GL.

2 Account Code Independent List of Values. Similarly. In a shared implementation you might want to use the same value set as Cost Centers in GL.

3 Project Code None Number (4)

No list of values. Users can enter numeric codes with a limit on the number of characters. In a shared implementation you might want table validation to use codes defined in Projects.

Value Sets Valid Values for Cost Center

101 102 103 104 105 106 100

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Values – Account Codes Valid Values for Account Code

GL 56 GL 67 GL 78 GL 90

Flexfield Qualifiers

Qualifier Cost Centre

Account Code

Project Code

Organization X Payroll X Element X X Balancing X X X Assignment X X Element Entry X X X

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Defining the Cost Allocation Key Flexfield Structure



2. Run a query with the following criteria in the Flexfield Title field: − Cost%

Note: This retrieves all previously defined structures.

3. Click in the Structures region and choose the New button in the toolbar to create a new structure.

4. Enter “xx Cost Flexfield” in the Title field (where xx is your unique group number).

Note: Make sure that the Freeze Flexfield Definition box is unchecked, since you are creating a new flexfield.

5. Select the Segments button.

6. Enter 10 in the Number column.

7. Enter Cost Center as the name of the first segment.

8. Select Segment1 as the column for this row.

9. Ensure the Enabled, Displayed and Index check boxes are checked.

10. Select the Value Set button once you are on the Value Set field

11. Define a new Value Set with the following details: − Name = xx Cost Centers (where xx is your unique group number) − Format Type = Number − Maximum Size = 4 − Validation type = Independent (This will allow the value set to have

a valid list of values

12. Save the value set

13. Return to the Segment Summary window and choose the value set you have just created.

14. Choose the Open button to display the Segment window.

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15. Select a Default Type of Constant and enter a default value of 100.

16. Uncheck the Required check box so that the segment is not mandatory.

17. Select the Qualifiers button and enable qualifiers for Organization, Balancing, Assignment and Element Entry.

18. Save your work.

19. Return to the Segment Summary window.

20. Go to the next row to create segment 20.

21. Enter Account Code as the name of the segment.


23. Ensure the Enabled, Displayed and Index check boxes are checked.


25. Define a new Value Set with the following details: − Name = xx Account Codes (where xx is your unique group number) − Format Type = Character − Maximum Size = 10 − Validation type = Independent


27. Return to the Segment Summary window and choose the value set you have just created

28. Choose the Open button to display the Segment window.

29. Select a Default Type of Constant and enter a default vale of GL 56

30. Uncheck the Required check box so that the segment is not mandatory.

31. Select the Qualifiers button and enable qualifiers for Payroll, Element, Balancing, and Element Entry.

32. Save your work.


34. Go to the next row to create segment 30.

35. Enter Project Code as the name of the segment.


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39. Define a new Value Set with the following details: − Name = xx Project Codes (where xx is your unique group number) − Format Type = Character − Maximum Size = 10 − Validation type = None

40. Save the value set

41. Return to the Segment Summary window and choose the value set you have just created

42. Select a Default Type of Constant and enter a default value of 7500.

43. Select the Qualifiers button and enable qualifiers for Element, Balancing, Assignment and Element Entry.

44. Save your work.


46. Close the Segment Summary window and make sure your cursor is still active on the structure you created.

47. Check the Freeze Flexfield Definition check box.

48. Choose Compile or Save your changes to compile the new flexfield.

49. You still need to define values for the two segments with ‘Independent’ list of values validation.

Adding Values to Value Sets

1. Navigate to the Segment Values window using the System Administration responsibility:

(N) Application > Flexfield > Key > Values

2. Query the Value Set you defined for Cost Center and enter the list of values given.

3. Save your work.

4. Query the Value Set you defined for Account Code and enter the list of values given.

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5. Save your work.

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Entering Cost Details

The purpose of this demonstration is to show you where cost information is allocated in Oracle HRMS. Details of how to set up the cost allocation key flexfield are provided in the Costing module.

1. Navigate to the Payroll window using your local Super HRMS Manager responsibility

(N) Work Structures > Payroll > Define

Note: You are using this responsibility so that you can view the information for a predefined business group. If you use your new responsibility you will not be able to view any costing information until you setup the cost flexfield.

2. Move the cursor to the Costing field. The flexfield window should open to display the segments that are enabled at the Payroll level for this Business Group.

3. Close the window and move the cursor to the Suspense Account field. The flexfield window should open to display all the segments that are enabled for this Business Group.

Note: If you are running Oracle Payroll, the costing process will use the suspense account values to allocate costs that have no values allocated within the system.


5. Navigate to the Organization window using the local version of the Super HRMS Manager responsibility


6. Query an HR Organization and select the Costing window by clicking on the Other button.

7. Open the flexfield window to view or enter values for costing segments that are enabled at the Organization level.


9. Navigate to the Assignment window using the local version of the Super HRMS Manager responsibility.

(N) Person > Enter and Maintain

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10. Find an employee whose name begins with S%.

11. Navigate to the Costing window from the Assignment window

(B) Assignment > Others > Costing

12. Open the flexfield window to view or enter values for costing segments that are enabled at the Assignment level.

Note: You can enter multiple costing values at the assignment level to allocate costs for one assignment to multiple cost codes. Each line is datetracked and the total allocation of costs at all times must be 100%.


14. You could also navigate to the Element Link and Element Entry windows to view other levels where you can enter cost information in Oracle HRMS. These are covered in more detail in the module on Costing.

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Modeling the Employment Relationship Chapter 34 - Page 1

Modeling the Employment Relationship Chapter 34

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Modeling the Employment Relationship

Modeling the Employment Relationship

Release 11i

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Objectives

Objectives

After completing this course you should be able to do the following:• Describe the key employment concepts in Oracle HRMS• Describe the components of the assignment• Identify assignment statuses

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Modules

Modules

Modeling the Employment Relationship contains the following modules: • Module 1 - Introducing Employment Relationships• Module 2 - Representing the Workforce• Module 3 - Managing Employment Information• Module 4 - Terminating and Rehiring an Employee

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Introducing Employment Relationships Chapter 35 - Page 1

Introducing Employment Relationships Chapter 35

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Introducing Employment Relationships


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Topics

Topics

In this module the following topics will be covered:• Introducing Employment Relationships• Modeling the Employment Relationship

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Overview

Overview

• Oracle HRMS enables you to enter and track people from the time they apply for a job to the time they leave your enterprise

• You also need to record information about what you employed the people in your enterprise to do– Oracle HRMS allows you to enter, maintain, and report

all aspects of employment information

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Integrated Business Processes for HR Management

Integrated Business Processes for HR Management

Hiring &DeploymentRecruitment

Compensation&

Benefits

Training&

Development

CareerManagement

Oracle HRMS

Organization & Resource

Planning

PayrollProcessing

Time & Labor

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Hiring and Deploying People

Hiring and Deploying People

People

Workstructures

Pay andbenefits

The assignment is the central concept that relates to the structures in which an employee works.

EmploymentRelationship

AssignmentDetails

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Entering and Changing Personal Information


• Every enterprise must be able to record personal information for its employees, applicants and contacts

• Oracle HRMS enables you to quickly and easily enter, update, track, inquire and report on people daily through the People window

• This information, apart from an employee address data, is datetracked allowing you to keep an historical track of an employee’s personal information

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People Window

Name

National Identifier

Address details

Dependants, beneficiaries and other contacts

Telephone numbers

Picture record

Contracts

Gender Person Type

Date of Birth

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Identifying Employees

Identifying Employees

Oracle HRMS uses a unique identifier, known as an Employee Number, to identify every employee in your Business Group

1001 10081007

1006100510041003

1002

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Person Types

Person Types

• There is a need to store information about different groups of people, such as, employees, applicants, and people external to your enterprise

• The system uses person types to group people together– You can configure these types to suit your enterprise

• You may also want to restrict access to the records of certain groups of people– This can be done using person types

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Addresses for Employees

Addresses for Employees

• You can enter as many addresses as necessary for each person, using the Address window

• All employees must have only one primary address on record at any point in time– Employees can have any number of secondary

addresses• An address must be given an address type such as

home, weekend or business• Each country has its own national address style

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Personal Development and Deployment Options


In Oracle HRMS, you can record the following information:• A competency profile - this is a list of the competencies

held by a person and their level of proficiency in each competence

• Qualifications, including details of individual subjects, grades, licenses, status of ongoing training and tuition fees

• Tenure information – worthy scholarly achievements, contributions in research, professional training, and teaching

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In Oracle HRMS, you can record the following information:

• Attendance’s at educational establishments

• Work choices, including willingness to travel and relocate, preferred working hours, work schedule, duration within post and preferred work locations

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Displaying Personal Information

Displaying Personal Information

Apart from the People window there are other methods within Oracle HRMS to access all the information entered about people. You can:• Use the Find Person window or a People folder• Use an inquiry window to view specific information• Use QuickPaint to design a report incorporating the

relevant information• Use Self Service pages• Use the People Management Templates

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