Getting Started with Your HR Implementation 21D

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Oracle Global

Human Resources Cloud

Getting Started with Your HR Implementation

21D

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Oracle Global Human Resources Cloud Getting Started with Your HR Implementation 21D

Part Number F46033-01

Authors: Cynthia Chinlee, Angela Brown, Cindy Klymov

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Oracle Global Human Resources Cloud

Getting Started with Your HR Implementation

Preface i

1 Oracle HCM Cloud Introduction 1

About This Guide ... 1

Overview of Oracle Cloud HCM ... 1

Overview of Application Page Components and Analytics ... 2

Overview of Working with Your System Integrator ... 3

2 Get Started with Oracle HCM Cloud 5

Purchase and Activation of Oracle Cloud Application Services ... 5

Security in Oracle Human Capital Management Cloud ... 6

Generate the Setup Task List for HCM ... 8

3 Oracle HCM Cloud Implementation 11

Implement Human Resources ... 11

How You Implement Benefits ... 13

Implement Global Payroll ... 16

Implement Payroll Interface ... 18

How You Set Up Absence Management ... 19

Implement Compensation ... 20

Implement Profiles ... 22

Implement Goal Management ... 24

Implement Career Development ... 26

Implement Performance Management ... 27

Implement Talent Review ... 31

Implement Succession Management ... 33

4 Application Users 35

Application Users for Oracle HCM Cloud Service ... 35

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5 HCM Work Areas and User Roles 37

Human Resources Work Areas ... 37

Benefits Work Areas ... 38

Compensation User Roles and Task Types ... 39

Global Payroll Work Areas ... 40

Time and Labor Work Areas ... 41

Absence Management Work Areas ... 42

Talent Management Work Areas ... 42

6 Data Upload 45

Ways to Upload Data for Oracle Human Capital Management Cloud ... 45

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Preface

This preface introduces information sources that can help you use the application.

Using Oracle Applications

Help

Use help icons to access help in the application. If you don't see any help icons on your page, click your user image or name in the global header and select Show Help Icons. Not all pages have help icons.

If you don't see Show Help Icons in the Settings and Actions menu, you can access the Oracle Help Center to find guides and videos.

Watch: This video tutorial shows you how to find and use help.

You can also read about it instead.

Additional Resources

• Community: Use Oracle Cloud Customer Connect to get information from experts at Oracle, the partner community, and other users.

• Training: Take courses on Oracle Cloud from Oracle University.

Conventions

The following table explains the text conventions used in this guide.

Convention Meaning

boldface Boldface type indicates user interface elements, navigation paths, or values you enter or select.

monospace Monospace type indicates file, folder, and directory names, code examples, commands, and URLs.

> Greater than symbol separates elements in a navigation path.

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Preface

Documentation Accessibility

For information about Oracle's commitment to accessibility, visit the Oracle Accessibility Program website.

Videos included in this guide are provided as a media alternative for text-based help topics also available in this guide.

Diversity and Inclusion

Oracle is fully committed to diversity and inclusion. Oracle respects and values having a diverse workforce that increases thought leadership and innovation. As part of our initiative to build a more inclusive culture that positively impacts our employees, customers, and partners, we're working to remove insensitive terms from our products and documentation.

We're also mindful of the necessity to maintain compatibility with our customers' existing technologies and the need to ensure continuity of service as Oracle's offerings and industry standards evolve. Because of these technical constraints, our effort to remove insensitive terms is ongoing and will take time and external cooperation.

Contacting Oracle

Access to Oracle Support

Oracle customers that have purchased support have access to electronic support through My Oracle Support. For information, visit My Oracle Support or visit Oracle Accessibility Learning and Support if you are hearing impaired.

Comments and Suggestions

Please give us feedback about Oracle Applications Help and guides! You can send an e-mail to:

[email protected].

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Chapter 1

Oracle HCM Cloud Introduction

1 Oracle HCM Cloud Introduction

About This Guide

This guide gives an overview of implementing Oracle Human Resources, a key part of the Oracle Human Capital Management (HCM) Cloud product group. It covers what you need to create a pilot implementation, but doesn't list all the setup and security tasks for a complete implementation. For an implementation in the fastest time possible, you should work with a system integrator or consultant.

Overview of Oracle Cloud HCM

Oracle Cloud HCM delivers a complete solution that includes human resources, talent, and workforce management.

With Oracle Cloud HCM you can create better resource plans, drive employee alignment, and work on the go with mobile access.

You can use Oracle Cloud HCM on your desktop, laptop, or mobile device as shown in the image here.

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Chapter 1

Here's a partial list of products and features.

• Human Resources (HR)

◦

Human Resources

◦

Workforce Directory

◦

Workforce Predictions

◦

Workforce Modeling

◦

HR Help Desk

◦

Workforce Health and Safety Incidents

◦

^Benefits

◦

^Payroll

◦

Work Life Solutions

• Talent Management

◦

Recruiting (Talent Acquisition)

◦

Goal and Performance Management

◦

Compensation

◦

Career Development

◦

Talent Review and Succession

◦

^Learning

• Workforce Management

◦

Time and Labor

◦

Absence Management

Overview of Application Page Components and Analytics

Application pages contain some or all of these sections:

• Navigation tools in the global area at the top of the page, including a Navigator, Search field, Notifications, and Settings and Actions

• Work area with links or icons you can click

• Quick Actions

• Things to Finish list

• News area

• Analytics

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Chapter 1

Embedded Analytics

Embedded analytics can help you decide what to do based on application data.

Real-Time Reporting

Real-time reporting gives you relevant reports and analytics for each work area. You can use the predefined analyses or create your own analyses.

Interactive Dashboards

Here are some things you can see from interactive dashboards:

• Summaries that show a view of the big picture

• Information monitoring that offers quick actions and areas to explore

Overview of Working with Your System Integrator

Your system integrator or Oracle consultant can help you with a smooth transition to the Oracle HCM Cloud Service.

They will get you up and running in the fastest time possible.

After you decide the offerings you want, implement Human Resources first. Other offerings, such as Talent Management, depend on Human Resources being implemented.

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Chapter 1

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Chapter 2

Get Started with Oracle HCM Cloud

2 Get Started with Oracle HCM Cloud

Purchase and Activation of Oracle Cloud Application Services

Purchase and activate Oracle Cloud Application Services from the Oracle Cloud web site, https://cloud.oracle.com. The process involves:

• Purchasing and activating your services.

• Verifying that the services are activated, monitoring the services, and performing other administrative tasks.

Purchasing and activating any Oracle Cloud service is described in the Oracle Cloud: Getting Started with Oracle Cloud guide. Many administrative tasks are covered in the Oracle Cloud: Managing and Monitoring Oracle Cloud guide. All of the following references in this section point to one of these guides.

Note: Not everything in these guides is relevant to Oracle Cloud Application Services, for example details about Oracle Java Cloud Service and Oracle Database Cloud Service.

Terminology and User Roles

• Before you proceed, you should understand terms that are used in documentation about Oracle Cloud. Refer to the Oracle Cloud: Getting Started with Oracle Cloud guide.

See: Oracle Cloud Terminology

• You should also be familiar with roles for users of the Oracle Cloud web site or of the actual service. Refer to the Oracle Cloud: Getting Started with Oracle Cloud guide.

See: Oracle Cloud User Roles and Privileges

Service Purchase and Activation

• Your buyer or an Oracle sales representative orders a cloud service and specifies information about the account administrator during the ordering process.

See: Oracle Cloud: Getting Started with Oracle Cloud

• The account administrator receives an e-mail with a link to activate the service. As part of activation, the account administrator provides information about the administrator who performs the functions of both the service administrator and the identity domain administrator.

See: Oracle Cloud: Getting Started with Oracle Cloud

Service Verification

• The administrator who was identified during the activation process:

◦

Verifies that the service is activated.

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Chapter 2

Get Started with Oracle HCM Cloud See: Oracle Cloud: Getting Started with Oracle Cloud

◦

Manages and monitors the service. Refer to the Oracle Cloud: Managing and Monitoring Oracle Cloud guide.

See: My Account Administration See: Performing Service-Specific Tasks

◦

Optionally create initial administrator and implementation users before enterprise structures setup.

• Alternatively, the administrator sets up enterprise structures and then creates service users, including functional implementors.

• Functional implementors perform configuration and setup steps.

• Developers can add features to extend the application.

Security in Oracle Human Capital Management Cloud

To keep Oracle HCM Cloud secure, you as the implementor define and grant roles to your users:

• A job role represents the job that you hire a worker to perform, for example, HR Analyst or Payroll Manager.

• A data role combines a job and the data that the worker must access. A Payroll Manager, for example, needs access to specific data instances. You define the data instances in a security profile.

• An abstract role describes a person's function in the enterprise that's not related to the job. Abstract roles include employee, contingent worker, or manager

• An aggregate privilege combines the functional privilege for a duty with the relevant data security policy.

• A duty role represents a logical grouping of privileges. For example, an HR Specialist might have the Workforce Structures Management duty role, which has privileges to organize workforce structures such as jobs and organizations.

Define Implementation Users

The Oracle HCM Cloud service administrator creates one or more implementation users and their data roles.

Task Notes

Run Users and Roles Synchronization Process

Copies data from the LDAP directory to the Oracle Fusion Applications Security tables, so that existing roles are available for implementation users.

Create Implementation Users Takes you to the Security Console where you can create users who will perform the

implementation tasks. The Security Console is an administrative work area where you perform most security management tasks.

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Chapter 2

Task Notes

Create Data Role for Implementation Users

Takes you to the Security Console where you can assign roles and grant access to implementors.

At least one implementation user must have the IT Security Manager job role or privileges. That implementation user performs security-related implementation tasks.

Define Security Synchronization Processes and Preferences

To initialize the Security Console, a user with the IT Security Manager job role follows the Define Security Synchronization Processes and Preferences task list described in this table.

Task Description

Manage Application Security Preferences

Opens the Security Console, where you perform setup tasks such as setting the enterprise password policy and defining the default format of user names.

Import Users and Roles into Application Security

Runs a process that initializes and maintains the Oracle Fusion Applications Security tables.

Import User Login History Runs a process that imports the history of user access to Oracle Fusion Applications. This information is required by the Inactive Users Report.

Define Security

Oracle HCM Cloud is secure out of the box. To enable application users, you perform the tasks in these task lists, as needed:

• Define Security for Human Capital Management

• Define Security for Compensation Management

• Define Security for Workforce Development

You do most of these tasks during implementation, but can do them later, too.

Tip: The Oracle HCM Cloud security reference implementation has many predefined job and abstract roles.

Revoke Data Role from Implementation Users

Implementation users need unrestricted access to large amounts of data. After

implementation, you must remove HCM implementation data roles from implementation users.

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Chapter 2

Caution: You should remove the Application Implementation Consultant role from those who no longer need it. The Application Implementation Consultant role is very powerful.

Manage Job Roles Takes you to the Roles tab in the Security Console where you can:

• Review the role hierarchy of a job or abstract role.

• Create job and abstract roles.

• View the roles assigned to a user and identify the users who have a specific role.

Manage Duties Takes you to the Roles tab in the Security Console where you can:

• Review the duties of a job or abstract role.

• Manage the duties of a job or abstract role that you created.

• Create duty roles.

Define Data Security

Tasks for the management of HCM data roles and security profiles appear in these task lists:

• Define Data Security for Human Capital Management

• Define Data Security for Compensation Management

• Define Data Security for Workforce Development

To create an HCM data role, use the Assign Security Profiles to Role task. To identify the data instances for an HCM data role, you create HCM security profiles. For example, to identify a set of person records, you use the Manage Person Security Profile task. A user with the IT security manager job role or privileges does these tasks.

Manage Role Provisioning Rules

You create role mappings to control the provisioning of all types of roles to application users. For example, you can create a role mapping to provision the Employee abstract role automatically to all employees. A user with the IT Security Manager job role performs this task, which opens the Manage Role Mappings page.

Generate the Setup Task List for HCM

To start an implementation of Oracle HCM Cloud Service, a user with the Application Implementation Consultant role (ORA_ASM_APPLICATION_IMPLEMENTATION_CONSULTANT_JOB) must opt into the offerings.

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Chapter 2

About the HCM Feature Offerings

This list shows a partial list of features by offering.

• Global HR Offering

◦

Global Payroll Interface

◦

Workforce Reputation Management

◦

Workforce Predictions

◦

Workforce Management

◦

Time and Labor

◦

Absence Management

• Talent Review Offering

◦

Performance Management

◦

Goal Management

◦

Talent Review and Succession Management

◦

Career Development

◦

Oracle Recruiting

◦

Oracle Learning Cloud

• Compensation Offering

◦

Incentive Compensation

◦

^Benefits

◦

Total Compensation Statement

Some features span the offerings. These features include Fast Formula, Profile Management, and Workforce Directory Management.

The Oracle Applications Cloud Using Functional Setup Manager guide lists the steps in detail and is available on the Oracle Help Center.

1. Sign in to Oracle Cloud Services.

◦

Using the Oracle Cloud Services URL, sign in to Oracle Cloud Services The Home page appears.

2. To review what offerings are enabled, go to Navigator > My Enterprise > Offerings.

3. Make sure the offering you want is enabled, for example, Compensation Management.

4. To go to the Settings and Actions menu, click the User Image or User Initials in the top right.

5. To view the menu, click the down arrow.

6. Under Administration, click Setup and Maintenance.

7. In the Setup page, select the offering you want to implement, for example:

◦

Compensation Management

◦

Workforce Deployment

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Chapter 2

8. For next steps, see these chapters in the Oracle Applications Cloud Using Functional Setup Manager guide

◦

Applications Implementation Planning

◦

Manage Setup Using Functional Areas Related Topics

• Update Existing Setup Data

• Configure Offerings

• Enter Setup Data Using Assigned Tasks

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Chapter 3

Oracle HCM Cloud Implementation

3 Oracle HCM Cloud Implementation

Implement Human Resources

Human Resources enables you to manage individuals and teams and to meet governmental and union requirements.

Use the workforce deployment business process to set up Human Resources.

Use the enterprise structures interview process to answer a series of questions about how your business is organized.

This interview enables you to create the divisions, legal entities, department for your organization. The actual organization entities aren't created until you load the configuration.

Establish Job and Positions

Structures

Divisions

Legal Entities

Business Units

Reference Data Sets

Business Unit Set Assignments

Assign Reference Data

Sets to Locations

Determine Position Usage

Define Enterprise-Level

Attributes

Business Units

Review

Configuration Load

Configuration Establish

Enterprise Structures

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Chapter 3

Set Up Basic Enterprise Structures with the Enterprise Structures Configurator

The tasks listed here relate to setup of the basic enterprise structures. You must create these structures before you can create application users. Most of these tasks appear in the setup task list that was generated in the Setup and Maintenance work area Your task list may also include the tasks that aren't required for creating application users, which you can do later.

The Application Implementation Consultant does most of the tasks to set up Human Resources.

This list outlines the steps in the process. For details, see the relevant guides.

1. Assign implementation tasks to users.

◦

Who: Application Implementation Manager

◦

On the Manage Implementation Projects page, assign tasks related to the setup of enterprise structures to users with the Application Implementation Consultant job role.

◦

See: Managing an Application Implementation chapter, Oracle Applications Cloud Using Functional Setup Manager guide

2. Sign in as the assigned user and find your assigned tasks.

◦

Sign in using the Oracle Fusion Applications URL and the user account and password associated with your implementation user role.

Navigate to the Assigned Implementation Tasks tab to find assigned tasks.

3. Load geographies.

◦

Do the Load US Geographies task if you're using US Payroll. For Chinese locations and China Payroll, use the Load Chinese Geographies task.

Geography information is used for address entry and geography-based business processes, for example, territory management and shipping.

You may have been given a geographies file to load. You may also have files from Vertex, an Oracle partner and tax technology company.

◦

See: Geographies for HCM chapter 4. Manage geographies.

◦

Do the Manage Geographies task to enable the list of values for address fields in user interfaces.

◦

See: Geographies for HCM chapter 5. Set up enterprise structures.

◦

Do the Establish Enterprise Structures task to determine the high-level structures of the enterprise using an interview style process.

Note: If you're also implementing Global Payroll, you must define the Cost Allocation Key Flexfield before defining the legislative data group. See the chapter Understand Prerequisite Payroll Setup Tasks in the Implementing Payroll of Global guide.

◦

See: Enterprise Structures: Initial Configuration chapter in the Implementing Global Human Resources guide.

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Chapter 3

6. Establish job and position structures.

◦

Do the Establish Job and Position Structures task to determine an approach for jobs or jobs and positions that match your operational needs for workforce deployment, management reporting, and approvals.

◦

See the Enterprise Structures: Initial Configuration chapter in the Implementing Global Human Resources guide.

7. Review enterprise configuration.

◦

Do the Review Enterprise Configuration task to review a high-level functional summary, as well as a detailed technical inventory of all objects that will be created. There's an additional option to print a paper copy of the information.

◦

8. Load enterprise configuration.

◦

Do the Load Enterprise Configuration task to generate the structures for your enterprise and workforce deployment. This process creates the physical entities you define in the enterprise, and jobs and positions interviews.

◦

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Chapter 3

How You Implement Benefits

A benefits hierarchy organizes the objects of a benefits program, plan types, benefit plans, and options. Depending on the outcome of your planning decisions, you have the flexibility to configure most aspects of a benefits package at more than one level.

Plan Type Not in Program

Not in ProgramPlan

Option in Plan Not in Program Plan Type

in Program

in ProgramPlan

Option in Plan in Program

Program

Setting Up Benefits

Users with the Benefits Administrator job role perform each Benefits setup task. The following table describes the basic setup tasks that you must perform.

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Chapter 3

Sequence Task Description

1 Manage Eligibility Profiles Create and edit combinations of required

and optional criteria to evaluate eligibility for benefit objects,

Eligibility profiles aren't required, but they're recommended.

2 Manage Benefit Life Events Configure employment, personal, and

family changes for eligibility evaluation, enrollment, and disenrollment.

3 Manage Year Periods Define the time periods that programs or

plans are in effect.

4 Manage Benefit Plan Types Define and edit plan types to group

benefit plans according to the type of benefit provided, such as medical, dental, or life insurance.

5 Manage Benefit Options Create reusable plan options, associate

the allowable plan types with each option, and specify dependent and beneficiary designation requirements.

Benefit options aren't required in all cases, and it's entirely possible to have a freestanding plan with no options beneath it.

6 Manage Benefit Plans Create and edit packages of benefit plan

offerings and establish administrative procedures and rules for the plans.

7 Manage Benefit Programs Create and edit packages of benefit

program offerings and establish administrative procedures and rules for the programs.

Benefit programs aren't required, but are helpful because they enable you to group many plans and plan types together for easier administration.

8 Manage Rates Create and edit rules for administering

a periodic fixed or variable rate amount to be distributed to, or contributed by, participants.

9 Manage Elements Define benefit elements.

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Chapter 3

Related Topics

• Ways to Create Programs

• Ways to Create Plans

• Overview of Managing Benefits Objects in Integrated Workbooks

Implement Global Payroll

Oracle Global Payroll is a rules-based payroll management system. It has workforce cost controls that ensure the entire workforce is paid on time and follows compensation rules.

Global Payroll Tasks

This graphic shows you the different tasks that you can do in the application.

View Tax Withholding

Documents

Set up Preferences for

Delivering Documents Define

Payment Methods

View, Print, and Download

Year-End Documents

View, Print, and Download

Payslips Employee

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Chapter 3

Before You Set Up Global Payroll

Before you set up payroll, you must first create the geographies and enterprise structures required for managing and reporting payroll in the Setup and Maintenance work area.

1. To verify predefined geographies and load any required local geographies, use the Define Geographies for HCM task list.

2. To create a legislative data group for each country you operate in, use the Define Legal Entities for HCM task list. Also create at least one legal entity designated as a payroll statutory unit for each legislative data group.

3. To create any additional tax reporting units that you need, use the Define Legal Reporting Units for HCM task list.

4. To create charts of accounts, ledgers, and accounting calendars, use the Define Chart of Accounts for

Enterprise Structures, and Define Accounting Configurations for HCM task lists. When you create a bank for a payment source, you must select a legal entity which is assigned to a ledger for the associated legislative data group. These financial components are also required for payroll costing.

◦

See these chapters in the Implementing Payroll for Global guide.

• Understand Prerequisite Payroll Setup Tasks

• Understand Payroll Concepts

• Understand Geographies, Address Styles, and Country Extensions

Set Up Oracle Global Payroll

Most of these tasks appear in My Client Groups, but the task list may include other tasks that you don't need before running payroll. Although the element template will create the formulas and balances needed to process earnings or deductions, you may want to create additional formulas or balances to configure your processing. That's why these tasks are included in the list.

The Human Capital Management Application Administrator does these tasks.

1. Set up country extensions.

◦

To select the correct payroll product for each of your legislative areas, search and select for Features by Country or Territory task in My Client Groups.

◦

See the Understand Geographies, Address Styles, and Country Extensions chapter in the Implementing Global Payroll guide.

2. Set up consolidation groups.

◦

To process the results from more than one payroll run in a single action or to process the results for one payroll in separate actions, search and select for Consolidation Groups task in My Client Groups.

◦

See Consolidation Groups section in the Set Up Payroll Fundamentals chapter in the Implementing Global Payroll guide.

3. Set up payroll definitions.

◦

To specify payroll processing parameters, such as payment frequency, payroll processing schedule and costing accounts, search and select for Payroll Definitions task in My Client Groups.

◦

See Payroll Definitions section in Set Up Payroll Fundamentals chapter.

4. Set up elements.

◦

To define earnings and deductions, search and select for Elements task in My Client Groups.

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Chapter 3

◦

See the Earnings and Deduction section in the Understand Payroll Concepts chapter. For detailed info on elements, see the Set Up Elements chapter.

5. Set up formulas (optional).

◦

To define generic expressions of calculations or comparisons to repeat with different input values, search and select for Fast Formulas task in My Client Groups.

◦

See the Set up Fast Formulas chapter in the Implementing Global Payroll guide and the Oracle Global Human Resources Using Fast Formula guide.

◦

See the Oracle Global Human Resources Cloud Using Fast Formula guide.

6. Set up balance definitions (optional).

◦

To define accumulations of numeric values over a period of time, search and select for Balance Definitions task in My Client Groups.

◦

See the Balance Definitions chapter and the Loading Payroll Setup Objects in the Integrating with Oracle HCM guide.

7. Set up payment methods.

◦

To define the payment method for an employee, search and select Personal Payment Methods task in My Client Groups.

◦

To define third-party payments, search and select Third-Party Person Payment Methods task in My Client Groups.

8. Manage cost allocation key flexfields.

◦

To configure cost, offset, default, suspense, and priority account key flexfield structures for each legislative data group, do the Manage Cost Allocation Key Flexfield Setup task

◦

See the Implementing Payroll Costing guide.

Implement Payroll Interface

Use predefined payroll interface extract definitions to send payroll-related employee information to a third-party payroll provider. The setup steps required for payroll interface vary depending on your business requirements.

You can set up and manage various features required for your implementation:

Task Area Role

Define Enterprise Structures Application Implementation Consultant

Define Features by Country or Territory

Application Implementation Consultant

Manage Currencies Application Implementation Consultant

Define Elements, Balances and Application Implementation Consultant

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Chapter 3

Task Area Role

Manage Data Security Policy IT Security Manager

HCM Extract Definition Application Implementation Consultant

Manage Payroll Process Configuration

Manage Payroll Interface Extensible Flexfields

Manage Payroll Interface Lookups Application Implementation Consultant

Create an Extract Definition

Use the Extract Definitions task to create the extract definition and process that extracts data from HCM for your third- party payroll provider. The requirements of your third-party provider determine which data to extract and how to structure and deliver it.

Related Topics

• Create Legal Entities, Registrations, and Reporting Units

How You Set Up Absence Management

Create absence plans and types to enable people to record their time off. Define authorization rules and set up payment rules for employees on long term absence, such as maternity and sick leave. These tasks in the Setup and Maintenance work area are part of the Workforce Deployment offering in the Absence Management functional area.

Getting Started

Before you begin, review the following documents available in the Absence Management functional area:

• Lists of setup tasks

• Descriptions of the functional areas and features you can select when you configure the offering

• Lists of business objects and enterprise applications associated with the offering

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Chapter 3

Setup Sequence

The following figure illustrates the sequence for setting up absence management:

1. Add new values to lookups, value sets, and flexfields based on your requirement. Write fast formulas to include rules in the absence objects in addition to the predefined ones. Create rate definitions to define payment rates for absence plans.

2. Create absence plans to define rules for time accruals and entitlements. Create certification requests that you want workers to complete to continue receiving entitlements during absence periods. Create absence reasons that you want workers to select while recording absences.

3. Create absence types, such as sickness leave or vacation, and associate each type with the relevant plans, reasons, and certifications.

4. Create absence categories, such as personal leave or medical leave, and associate them with the relevant absence types for reporting purposes.

Absence Plans

Absence Types Absence Certifications

Absence Categories Eligibility Profiles

Fast Formulas

Rate Definitions Value Sets

Lookups Flexfields

Absence Reasons 1

2

3

4

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Chapter 3

Implement Compensation

Using Oracle Compensation, you can motivate and retain your employees by planning and communicating compensation. You do this through these key features described here.

Compensation Management

Grade Step Progression

Individual Compensation Total

Compensation Statement

Market Data

Workforce Compensation

Base Pay

Compensation Key Features

This table lists key features for Oracle Compensation.

Feature Description

Base Pay Collect and store salary info and pass it to payroll for processing.

Grade Step Progression Automate people's progression through grade ladders according to eligibility criteria and rules that reflect your progression policies.

Individual Compensation Design compensation plans that let managers and HR specialists allocate off-cycle compensation to individuals, such as bonuses, tuition reimbursement, or allowances.

Workforce Compensation Create compensation plans and cycles for paying a group of workers.

Total Compensation Statements Design and deliver statements for individuals that can include traditional forms of pay, such as salary and individual compensation awards.

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Chapter 3

Feature Description

Market Data Analyze compensation survey data, including key metrics, such as percentiles, survey jobs, survey job structures, and other survey attributes.

For details on implementing Compensation, see the Oracle Cloud Global Human Resources Implementing Workforce Compensation guide.

Implement Profiles

Oracle Talent Profile Management gives you a framework to develop and manage the talent profiles of your employees.

You use talent profiles to organize the qualifications and skills of a person or a workforce structure, such as a job. Oracle Talent Profiles can help you track employee skills, competencies, and accomplishments that meet your industry or organization requirements. You may find talent profiles useful in career planning, training plans, performance and recruiting.

Oracle Talent Profiles was enhanced in Release 19C and customers must upgrade to enhanced talent profiles before Oracle Cloud HCM Release 20B. For more information, see My Oracle Support: Upgrading Oracle Fusion Profile Management (Doc ID 2421964.1). The original talent profiles is called classic talent profiles.

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Chapter 3

Oracle HCM Cloud Implementation As this image shows, you set up a content library with content templates in areas such as certifications and

competencies. You add content sections and item value sets to create a rating model.

Content Library

Content Templates Content Sections Item Value Sets

Rating Model

Competencies

Certications

Education

Memberships

Job Related Competencies

Leadership Competencies

Technical Certications General Licenses

Memberships Volunteer

Degrees

Adapt to Change Plan and Organize

Decision Making Build Relations

Prof. HR Mgt Project Mgt Org

SHRM Cert

C Language MCSDPCP

National HR Fed.

HC Institute HR Certication

Bachelor, Science Bachelor, Arts Masters Engineering

National HR Federation HC Institute HR Certification

This image shows an employee's talent profile and how it matches a job profile for the HR manager job.

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Chapter 3

Person Profile Type Job Related Competencies Leadership Competencies Technical Certications General Licenses Degrees

Memberships Volunteer

Prole Types

Job Related Competencies Adapt to Changes 3 Build Relationships 2 Plan and Organize 3 Leadership Competencies Leading

Communications Technical Certications Prof. HR Management General Licenses Notary

Degrees

Bachelor of Science in Economics

Memberships No Memberships Volunteer

Volunteers of America American Red Cross

Job Related Competencies

Adapt to Changes 3 Build Relationships 3 Plan and Organize 3 Decision Making 3

Technical Certications Prof. HR Management

Degrees

Bachelor of Science Memberships

National HR Federation

Jason Roberts Person Prole

HR Mgr Job Prole

Overall Fit 85 percent

Job Related Competencies Technical Certications Degrees

Memberships

Model Prole Type

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Chapter 3

Implement Goal Management

In Goal Management, you can transform business objectives into goals across various organization levels, providing a clear line of sight from managers to employees. As a business leader, you can communicate high-level initiatives that managers can translate into goals for their subordinates.

Goals Ongoing

Performance Goals / Performance

Goal Plan Goal Tracking

Organization Goals

Manager Goals

Colleague Goals

Align

Share Assign

Target

Outcomes Tasks

Performance Documents Point-In-Time

Self-Evaluation

Manager Evaluation Performance Evaluation Cycle

Compensation Talent Review Person Profile Person Profile

Competencies Competencies

Ratings

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Chapter 3

Setting Up Goal Management

The tasks in the following list relate to the setup of goal management. These are the basic steps for setup. Most of these tasks appear in the setup task list that was generated in the Setup and Maintenance work area; however, in your task list the tasks may be interspersed with other tasks that don't need to be performed before you can use goal management.

For setting up Goal Management, each task is performed by the Application Implementation Consultant. All documentation references are from the Oracle Talent Management Cloud Implementing Goal Management guide.

1. Manage worker goal setting profile option values.

◦

Perform the task Manage Worker Goal Setting Profile Option Values to define profile option settings and values to control behavior for goal management.

◦

See Profile Options chapter

• Goal Management Profile Options 2. Manage goal library.

◦

Perform the task Manage Goal Library to create and update performance goals in a central library so that they're available for use in goal plans, performance documents, and talent reviews.

◦

See Overview and Integrations and Goal Library chapters

• Goals: How They Work with Profiles

• Goal Library: Explained 3. Manage review periods.

◦

Perform the task Manage Review Periods to create and manage review periods so that you can use them to organize your processes around goal management and performance evaluations into time bound business cycles.

◦

See Review Periods chapter

• Review Periods in Talent Management: Explained 4. Manage goal plans.

◦

Perform the task Manage Goal Plans to manage and update goal plans.

◦

See Goal Plans chapter

• Goal Management: Explained

• Goal Plans: Explained

• Creating Goal Plans: Points to Consider 5. Manage goal eligibility profiles.

◦

Perform the task Manage Eligibility Profiles to restrict goals to individuals.

◦

See Eligibility Profiles chapter

• Using Eligibility Profiles for Performance Goals Assignment: Explained

◦

Manage goal management notifications.

Perform the task Manage Talent Notifications to enable or disable goal management notifications.

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Chapter 3

Implement Career Development

Workers and managers can use the Career Development work area to gain a comprehensive view of workers' career information. They can see the workers' career information and the detailed development plans they have established for achieving those targets. Both the worker and manager can view the worker's career preferences and development plan in a single view.

Setting Up Career Development

The tasks in the following list relate to the setup of career development. These are the basic steps for setup. Most of these tasks appear in the setup task list that was generated in the Setup and Maintenance work area; however, in your task list the tasks may be interspersed with other tasks that don't need to be performed before you can use career development.

For setting up Career Development, each task is performed by the Application Implementation Consultant. All documentation references are from the Oracle Talent Management Cloud Using Career Development guide.

1. Select feature choices

◦

Select feature choices for Career Development under the Workforce Development offering to determine the behavior of career development as a product.

◦

See Career Development Setup Overview chapter

• Career Development Feature Choices: Points to Consider 2. Manage goal library.

◦

Perform the task Manage Goal Library to create and update development goals in a central library so that they're available for use in development plans talent reviews, and talent pools.

◦

See Goal Library and Development Goal Integrations chapters

• Goal Library: Explained

• Career Development: How It Works with Profiles

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Chapter 3

Implement Performance Management

In Performance Management, you create performance documents to evaluate workers on their competencies and performance goals.

Performance Document Job Profile

Worker Profile

Content Library Goal Library

Worker’s Goals Performance

Template

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Chapter 3

Setting Up Performance Management

The tasks in the following list relate to the setup of the performance management offering. These are the basic steps for setup. Most of these tasks appear in the setup task list that was generated in the Setup and Maintenance work area;

however, in your task list the tasks may be interspersed with other tasks that do not need to be performed before you can use Performance Management.

For setting up Performance Management, each task is performed by the Application Implementation Consultant. All documentation references are from the Oracle Talent Management Cloud Implementing Performance Management guide.

1. Manage worker performance profile option values.

◦

Perform the task Manage Worker Performance Profile Option Values to set profile options for Oracle Fusion Performance Management to define the rating model used in analytics and worker comparisons, the range of years of performance documents to display, and autosave interval.

◦

See Profile Options chapter:

• Oracle Fusion Performance Management Profile Options: Critical Choices

• What happens when I enter the default rating model profile option?

2. Manage performance notifications.

◦

Perform the task Manage Talent Performance Notifications to enable or disable Performance Management notifications.

3. Manage performance roles.

◦

Perform the task Manage Performance Roles to define roles to expand the scope of the performance evaluations to include feedback from participants other than the worker and the worker's manager.

◦

See Performance Roles chapter:

• Participant Feedback: Explained

• Performance Roles: Explained 4. Manage eligibility profiles.

◦

Perform the task Manage Eligibility Profiles to create and update combinations of criteria to determine eligibility for performance documents.

◦

See Eligibility Profiles chapter:

• Using Eligibility Profiles with Performance Documents: Explained

• Using Eligibility Profiles with Performance Documents: Examples 5. Manage process flow definitions.

◦

Perform the task Manage Process Flow Definitions to create process flows for performance evaluations to determine which tasks to include, and the order the tasks are performed.

◦

See Performance Process Flows chapter:

• Performance Process Flow Setup: Points to Consider

• Performance Process Flows: Examples 6. Manage sections.

◦

Perform the task Manage Sections to create the sections to include in the performance document template.

Getting Started with Your HR Implementation 21D

Oracle Global

Human Resources Cloud