Oracle Global Human Resources Cloud

Release 11
Release Content Document
December 2015

Revised: March 2016

TABLE OF CONTENTS
REVISION HISTORY.................................................................................................................................................8
OVERVIEW .............................................................................................................................................................9
HUMAN RESOURCES ............................................................................................................................................10
GLOBAL HUMAN RESOURCES ..................................................................................................................................10
Add Multiple Managers in Add Person User Interface ................................................................................................ 10
People Group Key Flexfield Added to Manager Transactions and Portrait................................................................... 10
Change in Primary Work Relationship Propagated to Future Records ......................................................................... 10
Enhanced Simplified User Interface with Display of Employment Details and Flexfields .............................................. 10
Manage Person Identifiers for External Applications .................................................................................................. 11
Person Flexfields in Simplified User Interface Personal Information ........................................................................... 11
Assignment Extra Information Flexfields on Add Pending Worker .............................................................................. 11
Assignment Descriptive Flexfield on Change Location ................................................................................................ 11
Editing Contacts When Excluded From Person Security Profile ................................................................................... 11
Updated Person Contextual Action ........................................................................................................................... 12
Updated Person Management Work Area ................................................................................................................. 12
Worker Resignation Self-Service in Simplified Interface ............................................................................................. 12
Reassign Direct Reports of Terminated Workers During Termination Flow ................................................................. 12
Capture Talent and Succession Management Details in Organization Chart and Directory .......................................... 12
Define a Default Grade Ladder From Job and Position ............................................................................................... 13
Updates to Grade Ladder Entry on Worker Assignment ............................................................................................. 13
Support for Additional Seniority Dates ...................................................................................................................... 13

GLOBAL PAYROLL INTERFACE ...................................................................................................................................14

New Country Extensions in Global Payroll Interface Extract Definition ....................................................................... 14
Import of Third-Party Payroll Processed Data and Payslips ......................................................................................... 14

HUMAN CAPITAL MANAGEMENT FOR ALBANIA ........................................................................................................... 15

Maintaining Person Information ............................................................................................................................... 15

HUMAN CAPITAL MANAGEMENT FOR ALGERIA ........................................................................................................... 16

Maintaining Person Information ............................................................................................................................... 16

HUMAN CAPITAL MANAGEMENT FOR ANGOLA ........................................................................................................... 17

Maintaining Person Information ............................................................................................................................... 17

HUMAN CAPITAL MANAGEMENT FOR ARGENTINA ....................................................................................................... 18

Maintaining Person and Employment Information..................................................................................................... 18

HUMAN CAPITAL MANAGEMENT FOR AUSTRALIA ........................................................................................................ 19

Global Payroll Interface Support for Australia ............................................................................................................ 19
Tax File Number 28 Day Adjustment ......................................................................................................................... 19

HUMAN CAPITAL MANAGEMENT FOR AUSTRIA ........................................................................................................... 20

Social Insurance Number Validation .......................................................................................................................... 20
Contract Type........................................................................................................................................................... 20

HUMAN CAPITAL MANAGEMENT FOR THE BAHAMAS ................................................................................................... 21

Maintaining Person Information ............................................................................................................................... 21

HUMAN CAPITAL MANAGEMENT FOR BELARUS ........................................................................................................... 22

Maintaining Person Information ............................................................................................................................... 22

HUMAN CAPITAL MANAGEMENT FOR BELIZE .............................................................................................................. 23

Maintaining Person Information ............................................................................................................................... 23

HUMAN CAPITAL MANAGEMENT FOR BOLIVIA ............................................................................................................ 24

Maintaining Person Information ............................................................................................................................... 24

HUMAN CAPITAL MANAGEMENT FOR BOSNIA AND HERZEGOVINA .................................................................................. 25

Maintaining Person Information ............................................................................................................................... 25

HUMAN CAPITAL MANAGEMENT FOR BRAZIL ............................................................................................................. 26

Disability Category.................................................................................................................................................... 26
Contract Type........................................................................................................................................................... 26

HUMAN CAPITAL MANAGEMENT FOR BRUNEI............................................................................................................. 27

Maintaining Person Information ............................................................................................................................... 27

HUMAN CAPITAL MANAGEMENT FOR BULGARIA ......................................................................................................... 28

Maintaining Person Information ............................................................................................................................... 28

HUMAN CAPITAL MANAGEMENT FOR CHILE ............................................................................................................... 29

Maintaining Person and Employment Information..................................................................................................... 29

HUMAN CAPITAL MANAGEMENT FOR CHINA .............................................................................................................. 30

New Rounding Methods for Social Security and Enterprise Annuity Calculation.......................................................... 30
Element Result Report Changes ................................................................................................................................ 30

HUMAN CAPITAL MANAGEMENT FOR COLOMBIA ........................................................................................................ 31

Maintaining Person and Employment Information..................................................................................................... 31

HUMAN CAPITAL MANAGEMENT FOR COSTA RICA ....................................................................................................... 32

Maintaining Person Information ............................................................................................................................... 32

HUMAN CAPITAL MANAGEMENT FOR CROATIA ........................................................................................................... 33

Maintaining Person Information ............................................................................................................................... 33

HUMAN CAPITAL MANAGEMENT FOR CYPRUS ............................................................................................................ 34

Maintaining Person and Employment Information..................................................................................................... 34

HUMAN CAPITAL MANAGEMENT FOR CZECH REPUBLIC ................................................................................................. 35

Maintaining Person and Employment Information..................................................................................................... 35

HUMAN CAPITAL MANAGEMENT FOR DENMARK ......................................................................................................... 36

CPR Number Validation ............................................................................................................................................ 36

HUMAN CAPITAL MANAGEMENT FOR DOMINICAN REPUBLIC ......................................................................................... 37

Maintaining Person Information ............................................................................................................................... 37

HUMAN CAPITAL MANAGEMENT FOR ECUADOR .......................................................................................................... 38

Maintaining Person Information ............................................................................................................................... 38

HUMAN CAPITAL MANAGEMENT FOR EGYPT .............................................................................................................. 39

Maintaining Person Information ............................................................................................................................... 39

HUMAN CAPITAL MANAGEMENT FOR EL SALVADOR ..................................................................................................... 40

Maintaining Person Information ............................................................................................................................... 40

HUMAN CAPITAL MANAGEMENT FOR FINLAND ........................................................................................................... 41

National Identifier Validation .................................................................................................................................... 41

HUMAN CAPITAL MANAGEMENT FOR FRANCE ............................................................................................................ 42

Enhancement to Contract Management.................................................................................................................... 42

Information Related to Working From Home ............................................................................................................. 42
Legal Reporting: Work Certificate.............................................................................................................................. 42
Worker Data Validation Report ................................................................................................................................. 42
Payroll Data Validation Report .................................................................................................................................. 42

HUMAN CAPITAL MANAGEMENT FOR GERMANY ......................................................................................................... 43

Legislative Changes for Name and Address Validations .............................................................................................. 43
Enhanced Person Name Validations .......................................................................................................................... 43
Enhanced Person Address Validation ........................................................................................................................ 43
Additional Validations for Worker Data Validation Report ......................................................................................... 43
Absence Accrual: Vacation ........................................................................................................................................ 44

HUMAN CAPITAL MANAGEMENT FOR GREECE ............................................................................................................ 45

Maintaining Person and Employment Information..................................................................................................... 45

HUMAN CAPITAL MANAGEMENT FOR GRENADA ......................................................................................................... 46

Maintaining Person Information ............................................................................................................................... 46

HUMAN CAPITAL MANAGEMENT FOR GUATEMALA ...................................................................................................... 47

Maintaining Person Information ............................................................................................................................... 47

HUMAN CAPITAL MANAGEMENT FOR HAITI ............................................................................................................... 48

Maintaining Person Information ............................................................................................................................... 48

HUMAN CAPITAL MANAGEMENT FOR HONDURAS ....................................................................................................... 49

Maintaining Person Information ............................................................................................................................... 49

HUMAN CAPITAL MANAGEMENT FOR ICELAND............................................................................................................ 50

Maintaining Person Information ............................................................................................................................... 50

HUMAN CAPITAL MANAGEMENT FOR INDONESIA ........................................................................................................ 51

Maintaining Person Information ............................................................................................................................... 51

HUMAN CAPITAL MANAGEMENT FOR IRAN ................................................................................................................ 52

Maintaining Person Information ............................................................................................................................... 52

HUMAN CAPITAL MANAGEMENT FOR IRAQ ................................................................................................................ 53

Maintaining Person Information ............................................................................................................................... 53

HUMAN CAPITAL MANAGEMENT FOR IRELAND ........................................................................................................... 54

EIR Codes ................................................................................................................................................................. 54

Balance Exception Report ......................................................................................................................................... 54

HUMAN CAPITAL MANAGEMENT FOR ISRAEL .............................................................................................................. 55

Maintaining Person and Employment Information..................................................................................................... 55

HUMAN CAPITAL MANAGEMENT FOR ITALY ............................................................................................................... 56

Maintaining Person and Employment Information..................................................................................................... 56

HUMAN CAPITAL MANAGEMENT FOR JAMAICA ........................................................................................................... 57

Maintaining Person Information ............................................................................................................................... 57

HUMAN CAPITAL MANAGEMENT FOR JORDAN ............................................................................................................ 58

Maintaining Person Information ............................................................................................................................... 58

HUMAN CAPITAL MANAGEMENT FOR KAZAKHSTAN ..................................................................................................... 59

Contract Type........................................................................................................................................................... 59
Worker Category ...................................................................................................................................................... 59

HUMAN CAPITAL MANAGEMENT FOR KENYA .............................................................................................................. 60

Maintaining Person Information ............................................................................................................................... 60

HUMAN CAPITAL MANAGEMENT FOR KUWAIT ............................................................................................................ 61

Validation on Correcting or Reversing a Termination ................................................................................................. 61
Statutory Reporting: Update to Report 166 - Monthly Contributions.......................................................................... 61
Support for Biweekly Payroll ..................................................................................................................................... 61
Monthly Gratuity Accrual Process Updates ................................................................................................................ 61
Reported Hire Date................................................................................................................................................... 61

HUMAN CAPITAL MANAGEMENT FOR LEBANON .......................................................................................................... 62

Maintaining Person Information ............................................................................................................................... 62

HUMAN CAPITAL MANAGEMENT FOR LIECHTENSTEIN ................................................................................................... 63

Personal Identification Number Validation ................................................................................................................ 63

HUMAN CAPITAL MANAGEMENT FOR LUXEMBOURG .................................................................................................... 64

Maintaining Person and Employment Information..................................................................................................... 64

HUMAN CAPITAL MANAGEMENT FOR MACAU ............................................................................................................ 65

Maintaining Person Information ............................................................................................................................... 65

HUMAN CAPITAL MANAGEMENT FOR MOROCCO ........................................................................................................ 66

Maintaining Person Information ............................................................................................................................... 66

HUMAN CAPITAL MANAGEMENT FOR MOZAMBIQUE ................................................................................................... 67

Maintaining Person Information ............................................................................................................................... 67

HUMAN CAPITAL MANAGEMENT FOR NAMIBIA........................................................................................................... 68

Maintaining Person Information ............................................................................................................................... 68

HUMAN CAPITAL MANAGEMENT FOR THE NETHERLANDS .............................................................................................. 69

Worker Data Validation Report ................................................................................................................................. 69
Global Payroll Interface Support for the Netherlands................................................................................................. 69

HUMAN CAPITAL MANAGEMENT FOR NICARAGUA ....................................................................................................... 70

Maintaining Person Information ............................................................................................................................... 70

HUMAN CAPITAL MANAGEMENT FOR NIGERIA............................................................................................................ 71

Maintaining Person Information ............................................................................................................................... 71

HUMAN CAPITAL MANAGEMENT FOR NORWAY .......................................................................................................... 72

National Identifiers Validation................................................................................................................................... 72

HUMAN CAPITAL MANAGEMENT FOR PAKISTAN .......................................................................................................... 73

Maintaining Person and Employment Information..................................................................................................... 73

HUMAN CAPITAL MANAGEMENT FOR PANAMA .......................................................................................................... 74

Maintaining Person Information ............................................................................................................................... 74

HUMAN CAPITAL MANAGEMENT FOR PARAGUAY ........................................................................................................ 75

Maintaining Person Information ............................................................................................................................... 75

HUMAN CAPITAL MANAGEMENT FOR PERU ............................................................................................................... 76

Maintaining Person Information ............................................................................................................................... 76

HUMAN CAPITAL MANAGEMENT FOR PHILIPPINES ....................................................................................................... 77

Maintaining Person and Employment Information..................................................................................................... 77

HUMAN CAPITAL MANAGEMENT FOR POLAND............................................................................................................ 78

Contract Type........................................................................................................................................................... 78

HUMAN CAPITAL MANAGEMENT FOR PORTUGAL ........................................................................................................ 79

Maintaining Person and Employment Information..................................................................................................... 79

HUMAN CAPITAL MANAGEMENT FOR ROMANIA ......................................................................................................... 80

Maintaining Person and Employment Information..................................................................................................... 80

HUMAN CAPITAL MANAGEMENT FOR RUSSIA ............................................................................................................. 81

Maintaining Person and Employment Information..................................................................................................... 81

HUMAN CAPITAL MANAGEMENT FOR SAINT KITTS AND NEVIS ........................................................................................ 82

Maintaining Person Information ............................................................................................................................... 82

HUMAN CAPITAL MANAGEMENT FOR SAINT LUCIA ...................................................................................................... 83

Maintaining Person Information ............................................................................................................................... 83

HUMAN CAPITAL MANAGEMENT FOR SAINT VINCENT AND THE GRENADINES ..................................................................... 84
Maintaining Person Information ............................................................................................................................... 84

HUMAN CAPITAL MANAGEMENT FOR SAUDI ARABIA ................................................................................................... 85

Disabled Workers Report .......................................................................................................................................... 85
Validation on Correcting or Reversing a Termination ................................................................................................. 85
Wage Protection System........................................................................................................................................... 85
Support for Biweekly Payroll ..................................................................................................................................... 85
Monthly Gratuity Accrual Process Updates ................................................................................................................ 85
Reported Hire Date................................................................................................................................................... 85

HUMAN CAPITAL MANAGEMENT FOR SERBIA ............................................................................................................. 86

Maintaining Person Information ............................................................................................................................... 86

HUMAN CAPITAL MANAGEMENT FOR SLOVAKIA .......................................................................................................... 87

Maintaining Person Information ............................................................................................................................... 87

HUMAN CAPITAL MANAGEMENT FOR SLOVENIA .......................................................................................................... 88

Maintaining Person Information ............................................................................................................................... 88

HUMAN CAPITAL MANAGEMENT FOR SOUTH AFRICA ................................................................................................... 89

Maintaining Person and Employment Information..................................................................................................... 89

HUMAN CAPITAL MANAGEMENT FOR SPAIN ............................................................................................................... 90

Maintaining Person Information ............................................................................................................................... 90

HUMAN CAPITAL MANAGEMENT FOR SUDAN ............................................................................................................. 91

Maintaining Person Information ............................................................................................................................... 91

HUMAN CAPITAL MANAGEMENT FOR SURINAME ........................................................................................................ 92

Maintaining Person Information ............................................................................................................................... 92

HUMAN CAPITAL MANAGEMENT FOR SWEDEN ........................................................................................................... 93

National Identifiers Validation................................................................................................................................... 93

HUMAN CAPITAL MANAGEMENT FOR SYRIA ............................................................................................................... 94

Maintaining Person Information ............................................................................................................................... 94

HUMAN CAPITAL MANAGEMENT FOR THAILAND ......................................................................................................... 95

Maintaining Person Information ............................................................................................................................... 95

HUMAN CAPITAL MANAGEMENT FOR TRINIDAD AND TOBAGO ....................................................................................... 96

Maintaining Person Information ............................................................................................................................... 96

HUMAN CAPITAL MANAGEMENT FOR TURKEY ............................................................................................................ 97

Maintaining Person Information ............................................................................................................................... 97

HUMAN CAPITAL MANAGEMENT FOR THE UNITED ARAB EMIRATES ................................................................................. 98

Disabled Workers Report .......................................................................................................................................... 98
Validation on Correcting or Reversing a Termination ................................................................................................. 98
New National Identifier............................................................................................................................................. 98
Validation on Visa Number ....................................................................................................................................... 98
Payroll Validation Report .......................................................................................................................................... 98
Support for Biweekly Payroll ..................................................................................................................................... 98
Monthly Gratuity Accrual Process Updates ................................................................................................................ 99
Reported Hire Date................................................................................................................................................... 99

HUMAN CAPITAL MANAGEMENT FOR THE UNITED KINGDOM ....................................................................................... 100

Real Time Information (RTI) - Earlier Year Update (EYU)........................................................................................... 100

HUMAN CAPITAL MANAGEMENT FOR THE UNITED STATES ........................................................................................... 101

Multiple Worksite Report ....................................................................................................................................... 101
Third-Party Involuntary Payments Initial Extract ...................................................................................................... 101
Global Payroll Interface Support for the United States ............................................................................................. 101

HUMAN CAPITAL MANAGEMENT FOR URUGUAY ....................................................................................................... 102

Maintaining Person Information ............................................................................................................................. 102

HUMAN CAPITAL MANAGEMENT FOR VENEZUELA ..................................................................................................... 103

Maintaining Person and Employment Information................................................................................................... 103

HUMAN CAPITAL MANAGEMENT FOR VIETNAM ........................................................................................................ 104

Maintaining Person and Employment Information................................................................................................... 104

HUMAN CAPITAL MANAGEMENT FOR ZAMBIA .......................................................................................................... 105

Maintaining Person Information ............................................................................................................................. 105

HUMAN RESOURCES ANALYTICS ........................................................................................................................ 106

TRANSACTIONAL BUSINESS INTELLIGENCE ................................................................................................................. 106
New Subject Area: Payroll - User Defined Tables Real Time...................................................................................... 106
New Subject Area: Payroll - Payroll Interface Inbound Records Real Time................................................................. 106
Enhanced Attribute: Displayed Input Value in Payroll Element Entries Real Time ...................................................... 106
New Subject Area: Workforce Performance Performance Document Eligibility Real Time ...................................... 106
Performance Document Evaluation Manager Added to Workforce Performance Subject Areas ................................ 107
Performance Rating dimension Added to Person Profile Subject Area ...................................................................... 107
New Subject Area: Workforce Career Development Development Goal Overview Real Time ................................. 107
New Subject Area: Workforce Succession Management Position Plans Real Time .................................................. 107
New Subject Area: Workforce Management - Workforce Trend Real Time ............................................................... 107
New Subject Areas for Reporting on Workforce Scheduling in Time and Labor ......................................................... 107
New Subject Areas for Historic Time and Labor Reporting........................................................................................ 108
New Dimension: Time Attribute in Time and Labor Subject Areas ............................................................................ 108
Time and Labor Sample Reports .............................................................................................................................. 108
Employee Contact Details Enhancement in Person Real Time Subject Area .............................................................. 108
New Dimension: Organization................................................................................................................................. 108
New Dimension: Collective Agreement ................................................................................................................... 109
New Dimension: Person Disability ........................................................................................................................... 109
New Fields for Oracle Transactional Business Intelligence (OTBI) ............................................................................. 109
New Attributes That Identify Who Updated or Created Records .............................................................................. 109
Oracle Business Intelligence Enterprise Edition: New Alta User Interface ................................................................. 109

Oracle Business Intelligence Answers: Enhanced Preview Option ............................................................................. 110

HUMAN RESOURCES OPTIMIZATION ................................................................................................................. 111

WORKFORCE MODELING ...................................................................................................................................... 111
Track Working Hours .............................................................................................................................................. 111
View Additional Fields ............................................................................................................................................ 111

WORKFORCE PREDICTIONS ................................................................................................................................... 112

Support for Human Resource Specialists ................................................................................................................. 112

WORK LIFE SOLUTIONS ...................................................................................................................................... 113

WORKFORCE REPUTATION MANAGEMENT ............................................................................................................... 113
Nonemployment Opt-In.......................................................................................................................................... 113

REVISION HISTORY
This document will continue to evolve as existing sections change and new information is added. All
updates are logged below, with the most recent updates at the top.
Date
01 MAR 2016
15 DEC 2015

Whats Changed
Oracle Fusion Human Capital
Management for Morocco: Maintaining
Person Information

Notes
Corrected feature documentation.
Initial Document Creation

OVERVIEW
Oracle HCM Cloud release documents are delivered in five functional groupings:
Suggested Readings for all HCM Products:

HCM Cloud Common Features (This document pertains to all HCM applications. It is the
base human resource information for all products and HCM Tools.)
Global Human Resources (All products and functional areas are built on Human Resources.
Regardless of what products you have implemented you will want to see the new features
for Global Human Resources. This document also includes Global Payroll Interface features.)

Optional Readings for HCM Products (Depending on what products are in your cloud service):

Talent Management (All Talent applications)

Workforce Rewards (Compensation, Benefits, Payroll and Global Payroll Interface)
Workforce Management (Absence Management and Time and Labor)

Additional Optional Readings:

Common Technologies and User Experience (This documents the common features across
all Cloud applications and is not specific to HCM)

NOTE: All of these documents can be found on the Oracle Help Center at:
https://cloud.oracle.com/saasreadiness/hcm under Human Capital Management Release Readiness.

HUMAN RESOURCES
GLOBAL HUMAN RESOURCES
Oracle Fusion Global Human Resources enables your organization to plan, manage and optimize all
workforce segments using flexible and extensible best practices to realize extraordinary gains while
ensuring compliance and increasing total workforce engagement.
ADD MULTIPLE MANAGERS IN ADD PERSON USER INTERFACE
Enhance the user experience with the Add Person user interface. Add multiple managers in the same
transaction without initiating a separate transaction in the Manage Employment page.
PEOPLE GROUP KEY FLEXFIELD ADDED TO MANAGER TRANSACTIONS AND PORTRAIT
Enhance the user experience with the addition of the People Group key flexfield to the following
manager self-service pages: Promote, Transfer, Change Working Hours, and Portrait. The People Group
key flexfield is added to the manager self-service transactions so that you do not need to manage the
tasks separately using the Manage Employment page.
CHANGE IN PRIMARY WORK RELATIONSHIP PROPAGATED TO FUTURE RECORDS
Enhance the process for changing the primary work relationship to accommodate future-dated
employment terms and assignments. If a new primary work relationship contains any future-dated
records, the change in the primary status is propagated to the future records.
ENHANCED SIMPLIFIED USER INTERFACE WITH DISPLAY OF EMPLOYMENT DETAILS AND
FLEXFIELDS
Enhance managers visibility of their workforce. Managers can now view the following employment and
assignment details and flexfields when they drill down to a workers page from the My Team icon in the
simplified user interface

Work Relationship details: Legal Employer, Hire Date, and others

Assignment details: Job, Grade, Business Unit, and others
Work Contacts: Contact Name, Contact Type, and other details
Flex Fields: Work Relationship (PER_PPS_DF), Contract (PER_CONTRACT_DF), Assignment
(PER_ASG_DF), Legislative Assignment (PER_ASG_LEG_DDF), People Group Flexfield (PPG),
Contract Legislative Information (PER_CONTRACT_LEG_DDF), Work Relationship Legislative
Information (PER_PPS_LEG_DDF)

10

Employment History: A new page displays the employment history, showing a timeline of
employment related events such as promotion and manager change. The information is
available in graphical and tabular formats.

Flexfields are hidden on the pages by default, customers can enable them using personalization.
MANAGE PERSON IDENTIFIERS FOR EXTERNAL APPLICATIONS
Capture third-party application identifiers about a person using the Manage Person Identifiers for
External Applications page. Third-party application identifiers such as time device badges, payroll
identifiers, or any other person-related identifiers are stored either at the person or the assignment
levels. The identifiers are used for assisting with integrations between different applications or
proactively managing ownership of specific identifiers.
PERSON FLEXFIELDS IN SIMPLIFIED USER INTERFACE PERSONAL INFORMATION
Enhance the simplified user interface Personal Information page with person flexfields. The following
person-specific flexfields are hidden out-of-the-box and you can enable them using personalization:

Person Attributes (PER_PERSONS_DFF)

Person Legislative Information (PER_PERSON_LEGISLATIVE_DATA_LEG_DDF)
Religion Attributes (PER_RELIGIONS_DFF)
Ethnicity Attributes (PER_ETHNICITIES_DFF)
Person Address Usage Attributes (PER_PERSON_ADDR_USG_DFF)
Contact Relationship Attributes (PER_CONTACT_RELSHIPS_DFF)
Person Contact Relationship Information (PER_PERSON_CONTACT_RELATIONSHIP_DDF)

ASSIGNMENT EXTRA INFORMATION FLEXFIELDS ON ADD PENDING WORKER

Enhance the user experience with assignment extra information flexfields on the Add Pending Worker
page. The assignment extra information is now displayed as a part of this process so that you do not
have to manage this data as a separate process using the Manage Employment page.
ASSIGNMENT DESCRIPTIVE FLEXFIELD ON CHANGE LOCATION
Enhance the user experience with assignment descriptive flexfield on the Change Location page. The
assignment descriptive flexfield can be displayed as part of this process through personalization so that
the user does not need to manage this data as a separate process using the Manage Employment page.
EDITING CONTACTS WHEN EXCLUDED FROM PERSON SECURITY PROFILE
Control editing of contacts even when they are excluded from the person security profile. When a
person security profile excludes related contacts, you can still manage the contacts of a person. If you
have access to a person, you can access the contacts Manage Person page from the Edit Contact page.
11

UPDATED PERSON CONTEXTUAL ACTION

Enhance user experience with the redesign of the person contextual dialog. A person can easily access
available actions that can be taken on another person from anywhere in the system and navigate to
other work areas. You can control the Actions menu through personalization by hiding actions or
marking them as recommended actions for users. This eliminates the need to modify the security
hierarchy for roles if specific actions are hidden for all roles.
UPDATED PERSON MANAGEMENT WORK AREA
Enhance user experience with the redesign of the Person Management work area. The Person
Management work area is redesigned to provide a similar user experience as the simplified user
interface. The Manage Employment task, which is the most frequently used task, is now the default
task when entering the work area. A new person quick search panel drawer simplifies the user
experience so that the work area is refreshed rather than returning to the initial search.
WORKER RESIGNATION SELF-SERVICE IN SIMPLIFIED INTERFACE
Enhance operational efficiency by allowing workers to submit their own resignations using self-service in
the simplified user interface. Line managers can review, edit, and approve the resignation requests of
their direct reports in the simplified user interface. This enhancement has the following advantages:

Improve Transparency: Workers can provide their resignation comments which are stored in
the application and can be reported.
Improve Compliance: Workers and line managers are notified of any shortfall in the notice
period for the resignation.
Improve Visibility: Workers can track the approval status of their resignation requests by
using standard workflow features.
Streamline Process: Line managers can now reassign the direct reports of a resigning worker
when editing the resignation request.

REASSIGN DIRECT REPORTS OF TERMINATED WORKERS DURING TERMINATION FLOW

Streamline the worker termination process by allowing Line Managers and Human Resource specialists
to reassign the direct reports of a worker during the termination flow.
CAPTURE TALENT AND SUCCESSION MANAGEMENT DETAILS IN ORGANIZATION CHART AND
DIRECTORY
Track talent ratings, succession candidates, and succession membership using three new card views in
the Organization Chart in Person Gallery, Directory, and on Manager Resources. This feature also
provides drills to additional information and actions.

12

DEFINE A DEFAULT GRADE LADDER FROM JOB AND POSITION

Simplify employment transactions by defining an optional default grade ladder for a job or position. The
new default Grade Ladder field works with the existing Entry Grade and Entry Step fields on the position
definition to ensure that the entry grade and step are valid for the default grade ladder. Additionally,
the default grade ladder ensures data integrity by checking validity between the grades defined for a job
or position and the chosen grade ladder.
UPDATES TO GRADE LADDER ENTRY ON WORKER ASSIGNMENT
Streamline data entry for customers by using grade ladders. To improve the data flow, the Grade Ladder
field on the workers assignment is moved from the Grade Details window to the primary page. If a
grade ladder is entered or populated from a job or position, you are prompted to choose valid grades
for the grade ladder when entering the grade. Additionally, the grade ladder and step are now available
on the manager self-service transactions for promotion and transfer.
SUPPORT FOR ADDITIONAL SENIORITY DATES
Capture additional seniority dates for workers. The seniority dates feature now includes support for
additional seniority dates, such as grade, step, job, position, union, and collective agreement.

13

GLOBAL PAYROLL INTERFACE

Oracle Fusion Global Payroll Interface supports features to send personal payroll information to thirdparty payroll providers and then to import processed payroll data into Oracle Fusion Global HR. You can
copy and modify predefined extract definitions to meet the requirements of your third-party payroll
provider. Before extracting data, payroll coordinators can optionally run the Calculate Gross Earnings
process to calculate periodic values to validate gross earnings calculations. If you import processed
payroll data or payslips from your third-party payroll provider, the data is available for further reporting
and analysis.
NEW COUNTRY EXTENSIONS IN GLOBAL PAYROLL INTERFACE EXTRACT DEFINITION
Extract country-specific fields as well as global attributes when you copy the Global Payroll Interface
extract definition for a legislative data group in the following countries: Australia, Netherlands, and the
United States. The extract definition is enhanced to include country-specific fields, such as fields from
calculation cards, for these countries.
IMPORT OF THIRD-PARTY PAYROLL PROCESSED DATA AND PAYSLIPS
Import data from third-party payroll providers using HCM Data Loader. Import payslips, for example in
PDF format, notification messages, and processed payroll data, such as net pay. Create your own
reports, for example using the new Payroll Interface Inbound Record Real Time subject area in Oracle
Fusion Transactional Business Intelligence. Employees can view the imported payslips in My Portrait or
in the Personal Information work area.

14

HUMAN CAPITAL MANAGEMENT FOR ALBANIA

Oracle Fusion Human Capital Management for Albania supports Albania-specific features and
functionality. It enables users to follow Albanias business practices and comply with its statutory
requirements.
MAINTAINING PERSON INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person
information specific to Albania:

Validation of the National Identifier

Address format

15

HUMAN CAPITAL MANAGEMENT FOR ALGERIA

Oracle Fusion Human Capital Management for Algeria supports Algeria-specific features and
functionality. It enables users to follow Algerias business practices and comply with its statutory
requirements.
MAINTAINING PERSON INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person
information specific to Algeria:

Validation of the National Identifier

Address format

16

HUMAN CAPITAL MANAGEMENT FOR ANGOLA

Oracle Fusion Human Capital Management for Angola supports Angola-specific features and
functionality. It enables users to follow Angolas business practices and comply with its statutory
requirements.
MAINTAINING PERSON INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person
information specific to Angola:

Validation of the National Identifier

17

HUMAN CAPITAL MANAGEMENT FOR ARGENTINA

Oracle Fusion Human Capital Management for Argentina supports Argentina-specific features and
functionality. It enables users to follow Argentinas business practices and comply with its statutory
requirements.
MAINTAINING PERSON AND EMPLOYMENT INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person and
employment information specific to Argentina:

Name style and format

Validation of national identifiers: DNI national identity document, CI identity document,
CUIL unique worker identifier, and CUIT unique tax identifier
Address format with validation
Bank information
Employment information: Contract Type
Other human resources data capture, including predefined values for Marital Status,
Contacts, Passports, Visa and Permit Types, and Highest Education Level
Religion information is hidden to meet local statutory, business, and cultural practices and
requirements

18

HUMAN CAPITAL MANAGEMENT FOR AUSTRALIA

Oracle Fusion Human Capital Management for Australia supports country specific features and functions
for Australia. It enables users to follow Australias business practices and comply with its statutory
requirements.
GLOBAL PAYROLL INTERFACE SUPPORT FOR AUSTRALIA
Simplify the support of Australian specific requirements with the global payroll interface. The extract
definition includes both global fields and country specific fields for Australia, including employees tax
declaration and superannuation contribution information. Use the XML output as a basis for sending
data to third-party payroll providers.
TAX FILE NUMBER 28 DAY ADJUSTMENT
Streamline the checking of non submission of employees tax file number within the 28 day compliance
period using the new Manage 28 day TFN adjustment task. This task produces a list of employees that
have not provided their TFN to the employer within 28 days after hire. The list includes 28 day expiry
date, TFN, Name, Age, Payroll, and Termination date. Use this to provide a list of employees that may
require tax scale updates.

19

HUMAN CAPITAL MANAGEMENT FOR AUSTRIA

Oracle Fusion Human Capital Management for Austria supports Austria-specific features and
functionality. It enables users to follow Austrias business practices and comply with its statutory
requirements.
SOCIAL INSURANCE NUMBER VALIDATION
A warning message is displayed if the social insurance number is not entered as a 10-digit number or its
check-digit is incorrect.
CONTRACT TYPE
Oracle Fusion Human Capital Management for Austria now supports the required contract types.

20

HUMAN CAPITAL MANAGEMENT FOR THE BAHAMAS

Oracle Fusion Human Capital Management for the Bahamas supports the Bahamas-specific features and
functionality. It enables users to follow the Bahamas business practices and comply with its statutory
requirements.
MAINTAINING PERSON INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person
information specific to the Bahamas:

Address format

21

HUMAN CAPITAL MANAGEMENT FOR BELARUS

Oracle Fusion Human Capital Management for Belarus supports Belarus-specific features and
functionality. It enables users to follow Belaruss business practices and comply with its statutory
requirements.
MAINTAINING PERSON INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person
information specific to Belarus:

Validation of the National Identifier

Address format

22

HUMAN CAPITAL MANAGEMENT FOR BELIZE

Oracle Fusion Human Capital Management for Belize supports Belize-specific features and functionality.
It enables users to follow Belizes business practices and comply with its statutory requirements.
MAINTAINING PERSON INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person
information specific to Belize:

Validation of the national identifier: Social Security Number

23

HUMAN CAPITAL MANAGEMENT FOR BOLIVIA

Oracle Fusion Human Capital Management for Bolivia supports Bolivia-specific features and
functionality. It enables users to follow Bolivias business practices and comply with its statutory
requirements.
MAINTAINING PERSON INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person
information specific to Bolivia:

Name style and format

24

HUMAN CAPITAL MANAGEMENT FOR BOSNIA AND HERZEGOVINA

Oracle Fusion Human Capital Management for Bosnia and Herzegovina supports Bosnia and
Herzegovina-specific features and functionality. It enables users to follow Bosnia and Herzegovinas
business practices and comply with its statutory requirements.
MAINTAINING PERSON INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person
information specific to Bosnia and Herzegovina:

Validation of the National Identifier

Address format

25

HUMAN CAPITAL MANAGEMENT FOR BRAZIL

Oracle Fusion Human Capital Management for Brazil supports Brazil-specific features and functionality.
It enables users to follow Brazils business practices and comply with its statutory requirements.
DISABILITY CATEGORY
Comply with country-specific disability categories.
CONTRACT TYPE
Comply with required contract types.

26

HUMAN CAPITAL MANAGEMENT FOR BRUNEI

Oracle Fusion Human Capital Management for Brunei supports Brunei-specific features and
functionality. It enables users to follow Bruneis business practices and comply with its statutory
requirements.
MAINTAINING PERSON INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person
information specific to Brunei:

Address format

27

HUMAN CAPITAL MANAGEMENT FOR BULGARIA

Oracle Fusion Human Capital Management for Bulgaria supports Bulgaria-specific features and
functionality. It enables users to follow Bulgarias business practices and comply with its statutory
requirements.
MAINTAINING PERSON INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person
information specific to Bulgaria:

Name style and format

Validation of the national identifier: EGN
Address format with validation
Religion and Ethnicity information are hidden to meet local statutory, business, and cultural
practices and requirements

28

HUMAN CAPITAL MANAGEMENT FOR CHILE

Oracle Fusion Human Capital Management for Chile supports Chile-specific features and functionality. It
enables users to follow Chiles business practices and comply with its statutory requirements.
MAINTAINING PERSON AND EMPLOYMENT INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person and
employment information specific to Chile:

Name style and format

Validation of the national identifier: RUT
Address format
Bank information
Employment information: Contract Type, and Assignment Category
Other human resources data capture, including predefined values for Marital Status,
Contacts, Passports, Visa and Permit Types, Disabilities, and Highest Education Level
Marital Status, Date of Birth, and Gender are required fields
Religion and Ethnicity information are hidden to meet local statutory, business, and cultural
practices and requirements

29

HUMAN CAPITAL MANAGEMENT FOR CHINA

Oracle Fusion Human Capital Management for China supports country specific features and functions
for China. It enables users to follow Chinas business practices and comply with its statutory
requirements.
NEW ROUNDING METHODS FOR SOCIAL SECURITY AND ENTERPRISE ANNUITY CALCULATION
Comply with statutory requirements by adding the following three rounding down methods for social
security and enterprise annuity calculations: Round down to nearest yuan, Round down to nearest jiao,
and Round down to nearest cent.
ELEMENT RESULT REPORT CHANGES
Simplify the report by running against run results rather than balances. For more information about the
report, please refer to the Workforce Rewards Release Content Document under Payroll for this topic:
Element Result Report Changes.

30

HUMAN CAPITAL MANAGEMENT FOR COLOMBIA

Oracle Fusion Human Capital Management for Colombia supports Colombia-specific features and
functionality. It enables users to follow Colombias business practices and comply with its statutory
requirements.
MAINTAINING PERSON AND EMPLOYMENT INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person and
employment information specific to Colombia:

Name style and format

Validation of the Colombian National Identifier
Bank information
Employment information: Contract Type, and Assignment Category
Other human resources data capture, including predefined values for Marital Status,
Contacts, Visa and Permit Types, Disabilities, and Highest Education Level
Marital Status and Gender are required fields
Religion information is hidden to meet local statutory, business, and cultural practices and
requirements

31

HUMAN CAPITAL MANAGEMENT FOR COSTA RICA

Oracle Fusion Human Capital Management for Costa Rica supports Costa Rica-specific features and
functionality. It enables users to follow Costa Ricas business practices and comply with its statutory
requirements.
MAINTAINING PERSON INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person
information specific to Costa Rica:

Name style and format

Validation of the National Identifier
Address format

32

HUMAN CAPITAL MANAGEMENT FOR CROATIA

Oracle Fusion Human Capital Management for Croatia supports Croatia-specific features and
functionality. It enables users to follow Croatias business practices and comply with its statutory
requirements.
MAINTAINING PERSON INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person
information specific to Croatia:

Validation of the national identifier: OIB

33

HUMAN CAPITAL MANAGEMENT FOR CYPRUS

Oracle Fusion Human Capital Management for Cyprus supports Cyprus-specific features and
functionality. It enables users to follow Cyprus business practices and comply with its statutory
requirements.
MAINTAINING PERSON AND EMPLOYMENT INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person and
employment information specific to Cyprus:

Name style
National identifiers: Cypriot National Identifier, Social Security Number, and validation of
the Tax Identification Number
Bank information
Employment information: Contract Type
Other human resources data capture, including predefined values for Contacts, Passports,
Visa and Permit Types, and Highest Education Level
Religion and Ethnicity information are hidden to meet local statutory, business and cultural
practices and requirements

34

HUMAN CAPITAL MANAGEMENT FOR CZECH REPUBLIC

Oracle Fusion Human Capital Management for Czech Republic supports Czech Republic-specific features
and functionality. It enables users to follow Czech Republics business practices and comply with its
statutory requirements.
MAINTAINING PERSON AND EMPLOYMENT INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person and
employment information specific to Czech Republic:

Name style and format

Validation of the national identifier: Personal Identification Number
Address format with validation
Bank information
Employment information: Contract Type, and Assignment Category
Other human resources data capture, including predefined values for Gender, Passports,
Visa and Permit Types, Highest Education Level, and Drivers License Type
Date of Birth is a required field

35

HUMAN CAPITAL MANAGEMENT FOR DENMARK

Oracle Fusion Human Capital Management for Denmark supports Denmark-specific features and
functionality. It enables users to follow Denmarks business practices and comply with its statutory
requirements.
CPR NUMBER VALIDATION
Submit correct CPR Numbers. Now a warning message will display if the CPR Numbers check digit is
incorrect.

36

HUMAN CAPITAL MANAGEMENT FOR DOMINICAN REPUBLIC

Oracle Fusion Human Capital Management for Dominican Republic supports Dominican Republicspecific features and functionality. It enables users to follow Dominican Republics business practices
and comply with its statutory requirements.
MAINTAINING PERSON INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person
information specific to Dominican Republic:

Name style and format

Address format

37

HUMAN CAPITAL MANAGEMENT FOR ECUADOR

Oracle Fusion Human Capital Management for Ecuador supports Ecuador-specific features and
functionality. It enables users to follow Ecuadors business practices and comply with its statutory
requirements.
MAINTAINING PERSON INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person
information specific to Ecuador:

Name style and format

Address format

38

HUMAN CAPITAL MANAGEMENT FOR EGYPT

Oracle Fusion Human Capital Management for Egypt supports Egypt-specific features and functionality.
It enables users to follow Egypts business practices and comply with its statutory requirements.
MAINTAINING PERSON INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person
information specific to Egypt:

Name style and format

National identifiers: Social Insurance Number and validation of the Civil Identity Number
Address format with validation
Bank information
Other human resources data capture, including predefined values for Ethnicity, Marital
Status, Contacts, Visa and Permit Types, and Highest Education Level

39

HUMAN CAPITAL MANAGEMENT FOR EL SALVADOR

Oracle Fusion Human Capital Management for El Salvador supports El Salvador-specific features and
functionality. It enables users to follow El Salvadors business practices and comply with its statutory
requirements.
MAINTAINING PERSON INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person
information specific to El Salvador:

Name style and format

Address format

40

HUMAN CAPITAL MANAGEMENT FOR FINLAND

Oracle Fusion Human Capital Management for Finland supports Finland-specific features and
functionality. It enables users to follow Finlands business practices and comply with its statutory
requirements.
NATIONAL IDENTIFIER VALIDATION
Submit the correct Finnish National Identifier. A warning message is displayed if you do not enter the
Finnish National Identifier with the correct format and check-digit.

41

HUMAN CAPITAL MANAGEMENT FOR FRANCE

Oracle Fusion Human Capital Management for France supports country specific features and functions
for France. It enables users to follow Frances business practices and comply with its statutory
requirements.
ENHANCEMENT TO CONTRACT MANAGEMENT
Capture new information related to the following contract clauses in contract management:
Noncompetitive Clause, Mobility Clause, Exclusivity Clause, and Other Clause.
INFORMATION RELATED TO WORKING FROM HOME
Capture at the assignment-level, the following additional information related to the Working at Home
option: Number of days working at home, and Frequency to which this number of days is referring.
LEGAL REPORTING: WORK CERTIFICATE
Capture the following additional information in the Pension and Welfare calculation card: Start date of
health coverage maintenance, and End date of health coverage maintenance. When you enter the start
date of the health coverage, the same is displayed in the Work Certificate as follows: In application of
L.911-8 Social Security code, this employee benefits maintenance of Health and Welfare coverage for 12
months after his termination. Guarantees remain identical.
WORKER DATA VALIDATION REPORT
Comply with Worker Validation reporting. Additional validation has been added to the Worker Data
Validation Report for the following: Last Working Day If this date has not been entered for terminated
employees, and Contract Subtype If there is a contract subtype entered for a fixed-term employee.
PAYROLL DATA VALIDATION REPORT
Validate information on French employees with the new validations that check if the following
information is entered for French employees: AGIRC and ARRCO, and CPN.

42

HUMAN CAPITAL MANAGEMENT FOR GERMANY

Oracle Fusion Human Capital Management for Germany supports country specific features and
functions for Germany. It enables users to follow Germanys business practices and comply with its
statutory requirements.
LEGISLATIVE CHANGES FOR NAME AND ADDRESS VALIDATIONS
Comply with legislative changes published by the Social Insurance authority as of June 1, 2014, the
validation messages for person names and person addresses have been modified.
ENHANCED PERSON NAME VALIDATIONS
Validate person names with the new validations while using inverted comma for first position and last
position of last names and birth names.

In the first position: The reporting last name must begin with a valid letter unequal to a
sharp s or with an inverted comma. The birth name must begin with a valid letter unequal
to a sharp s or with an inverted comma.
In the last position: The reporting first name must start with a valid letter unequal to a sharp
s. The last character must be a letter or an inverted comma. The birth name must end with a
letter, digit, right parenthesis, period, or inverted comma.

ENHANCED PERSON ADDRESS VALIDATION

Enhanced address validation by removing validation rules for the address extensions. You can now enter
a hyphen in last position for the street name, if required.
ADDITIONAL VALIDATIONS FOR WORKER DATA VALIDATION REPORT
Use this report to check data that is imported and not entered through the user interface. Additional
validations have been provided to check:

Names and address formats

Disability
Whether a social insurance calculation card exists
Whether contract type is entered for a person in the employment details

43

ABSENCE ACCRUAL: VACATION

Set up absence plans and types for the vacation absence type based on different legal rules for the
annual leave, leave for the heavily disabled persons, special leave, and unpaid leave. Easily configure
vacation rules either based on the law or on a tariff or company agreement. Use accrual fast formulas
to calculate the vacation entitlement while considering different person groups, part-time employment
or hires and terminations.

44

HUMAN CAPITAL MANAGEMENT FOR GREECE

Oracle Fusion Human Capital Management for Greece supports Greece-specific features and
functionality. It enables users to follow Greeces business practices and comply with its statutory
requirements.
MAINTAINING PERSON AND EMPLOYMENT INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person and
employment information specific to Greece:

Name style and format

Validation of the national identifiers: Social Security Number and Tax Identification Number
Bank information
Employment information: Contract Type, Worker Category, and Assignment Category
Other human resources data capture, including predefined values for Marital Status,
Contacts, Gender, Passports, Visa and Permit Types, and Highest Education Level
Date of Birth and Gender are required fields
Religion and Ethnicity information are hidden to meet local statutory, business and cultural
practices and requirements

45

HUMAN CAPITAL MANAGEMENT FOR GRENADA

Oracle Fusion Human Capital Management for Grenada supports Grenada-specific features and
functionality. It enables users to follow Grenadas business practices and comply with its statutory
requirements.
MAINTAINING PERSON INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person
information specific to Grenada:

Address format

46

HUMAN CAPITAL MANAGEMENT FOR GUATEMALA

Oracle Fusion Human Capital Management for Guatemala supports Guatemala-specific features and
functionality. It enables users to follow Guatemalas business practices and comply with its statutory
requirements.
MAINTAINING PERSON INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person
information specific to Guatemala:

Name style and format

Validation of the National Identifier
Address format

47

HUMAN CAPITAL MANAGEMENT FOR HAITI

Oracle Fusion Human Capital Management for Haiti supports Haiti-specific features and functionality. It
enables users to follow Haitis business practices and comply with its statutory requirements.
MAINTAINING PERSON INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person
information specific to Haiti:

National identifier: Tax Identification Number

Address format

48

HUMAN CAPITAL MANAGEMENT FOR HONDURAS

Oracle Fusion Human Capital Management for Honduras supports Honduras-specific features and
functionality. It enables users to follow Hondurass business practices and comply with its statutory
requirements.
MAINTAINING PERSON INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person
information specific to Honduras:

Name style and format

Address format

49

HUMAN CAPITAL MANAGEMENT FOR ICELAND

Oracle Fusion Human Capital Management for Iceland supports Iceland-specific features and
functionality. It enables users to follow Icelands business practices and comply with its statutory
requirements.
MAINTAINING PERSON INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person
information specific to Iceland:

Validation of the National Identifier

Address format

50

HUMAN CAPITAL MANAGEMENT FOR INDONESIA

Oracle Fusion Human Capital Management for Indonesia supports Indonesia-specific features and
functionality. It enables users to follow Indonesias business practices and comply with its statutory
requirements.
MAINTAINING PERSON INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person
information specific to Indonesia:

Name style and format

Validation of the national identifier: KTP number
Address format with validation
Other human resources data capture, including predefined values for Ethnicity, Religion,
Contacts, Visa and Permit Types, and Highest Education Level

51

HUMAN CAPITAL MANAGEMENT FOR IRAN

Oracle Fusion Human Capital Management for Iran supports Iran-specific features and functionality. It
enables users to follow Irans business practices and comply with its statutory requirements.
MAINTAINING PERSON INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person
information specific to Iran:

Validation of the National Identifier

Address format

52

HUMAN CAPITAL MANAGEMENT FOR IRAQ

Oracle Fusion Human Capital Management for Iraq supports Iraq-specific features and functionality. It
enables users to follow Iraqs business practices and comply with its statutory requirements.
MAINTAINING PERSON INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person
information specific to Iraq:

Name style and format

National identifier: Civil Identity Number
Address format with validation
Bank information
Other human resources data capture, including predefined values for Ethnicity, Religion,
Marital Status, Contacts, and Highest Education Level

53

HUMAN CAPITAL MANAGEMENT FOR IRELAND

Oracle Fusion Human Capital Management for Ireland supports country specific features and functions
for Ireland. It enables users to follow Irelands business practices and comply with its statutory
requirements.
EIR CODES
Validate the new post code system, that is, EIR Code. The EIR Code consists of 7 characters of which the
first 3 characters are the Routing Key, and the last 4 characters are the Unique Identifier. Disable this
validation if not required.
BALANCE EXCEPTION REPORT
Identify variations for the Irish balance values that might indicate potential over payments or
underpayments, and validate payroll runs for diagnostic purposes. Specify report definition by selecting
the balances that must be tracked by the report and the variant values.

54

HUMAN CAPITAL MANAGEMENT FOR ISRAEL

Oracle Fusion Human Capital Management for Israel supports Israel-specific features and functionality.
It enables users to follow Israels business practices and comply with its statutory requirements.
MAINTAINING PERSON AND EMPLOYMENT INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person and
employment information specific to Israel:

Name style and format

Validation of the National Identifier
Address format with validation
Bank information
Employment information: Contract Type, and Worker Category
Other human resources data capture, including predefined values for Title, Passports, Visa
and Permit (types and categories), Highest Education Level, and Drivers License
Date of Birth and Gender are required fields
Religion and Ethnicity information are hidden to meet local statutory, business and cultural
practices and requirements

55

HUMAN CAPITAL MANAGEMENT FOR ITALY

Oracle Fusion Human Capital Management for Italy supports Italy-specific features and functionality. It
enables users to follow Italys business practices and comply with its statutory requirements.
MAINTAINING PERSON AND EMPLOYMENT INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person and
employment information specific to Italy:

Name style and format

Validation of the national identifier: Fiscal Code
Address format
Bank information
Employment information: Contract Type, and Worker Category
Other human resources data capture, including predefined values for Passports, Visa and
Permit Types, and Highest Education Level
Religion and Ethnicity information are hidden to meet local statutory, business and cultural
practices and requirements

56

HUMAN CAPITAL MANAGEMENT FOR JAMAICA

Oracle Fusion Human Capital Management for Jamaica supports Jamaica-specific features and
functionality. It enables users to follow Jamaicas business practices and comply with its statutory
requirements.
MAINTAINING PERSON INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person
information specific to Jamaica:

Address format

57

HUMAN CAPITAL MANAGEMENT FOR JORDAN

Oracle Fusion Human Capital Management for Jordan supports Jordan-specific features and
functionality. It enables users to follow Jordans business practices and comply with its statutory
requirements.
MAINTAINING PERSON INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person
information specific to Jordan:

Name style and format

National identifiers: Civil Identity Number and Social Security Number
Address format with validation
Bank information
Other human resources data capture, including predefined values for Ethnicity, Religion,
Marital Status, Contacts, and Highest Education Level

58

HUMAN CAPITAL MANAGEMENT FOR KAZAKHSTAN

Oracle Fusion Human Capital Management for Kazakhstan supports Kazakhstan-specific features and
functionality. It enables users to follow Kazakhstans business practices and comply with its statutory
requirements.
CONTRACT TYPE
Support of the required contract types for Kazakhstan.
WORKER CATEGORY
Inclusion of worker categories for Kazakhstan.

59

HUMAN CAPITAL MANAGEMENT FOR KENYA

Oracle Fusion Human Capital Management for Kenya supports Kenya-specific features and functionality.
It enables users to follow Kenyas business practices and comply with its statutory requirements.
MAINTAINING PERSON INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person
information specific to Kenya:

Address format

60

HUMAN CAPITAL MANAGEMENT FOR KUWAIT

Oracle Fusion Human Capital Management for Kuwait supports country specific features and functions
for Kuwait. It enables users to follow Kuwaits business practices and comply with its statutory
requirements.
VALIDATION ON CORRECTING OR REVERSING A TERMINATION
Ascertain that a gratuity calculation card exists. A meaningful message is generated when a termination
is either reversed or corrected to inform you that a gratuity calculation card already exists for the
employee and that the calculation card must be deleted before you can reverse or correct the
termination.
STATUTORY REPORTING: UPDATE TO REPORT 166 - MONTHLY CONTRIBUTIONS
Comply with legislative requirements. The monthly report that contains details of the total social
insurance payments for an employer is updated to include Additional Social Insurance contributions.
SUPPORT FOR BIWEEKLY PAYROLL
Create a biweekly payroll. Users who have selected either Human Resources or Payroll Interface as the
selected extension through the Manage Features by Country or Territory can create a payroll definition
with a period type of biweekly.
MONTHLY GRATUITY ACCRUAL PROCESS UPDATES
Augment the monthly gratuity accrual functionality. The gratuity accrued amount, run and inception-todate values, is now shown in the information region of the statement of earnings. In addition, if a usercreated formula is used to calculate the gratuity payment on termination the same formula is used to
calculate the monthly gratuity accrued amount.
REPORTED HIRE DATE
Comply with legislative requirements. For Social Insurance purposes when an employee is rehired they
are now considered as a new hire and the hire date reported is the latest hire date. When the criteria
for reporting a person is based on the hire date then the latest hire date is used.

61

HUMAN CAPITAL MANAGEMENT FOR LEBANON

Oracle Fusion Human Capital Management for Lebanon supports Lebanon-specific features and
functionality. It enables users to follow Lebanons business practices and comply with its statutory
requirements.
MAINTAINING PERSON INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person
information specific to Lebanon:

Name style and format

National identifiers: Civil Identity Number and Social Security Number
Address format
Bank information
Other human resources data capture, including predefined values for Ethnicity, Religion,
Marital Status, Contacts, and Highest Education Level

62

HUMAN CAPITAL MANAGEMENT FOR LIECHTENSTEIN

Oracle Fusion Human Capital Management for Liechtenstein supports Liechtenstein-specific features
and functionality. It enables users to follow Liechtensteins business practices and comply with its
statutory requirements.
PERSONAL IDENTIFICATION NUMBER VALIDATION
Comply with format for the personal Identification number. Now a warning message will display if you
do no enter the personal identification number as a 12-digit number.

63

HUMAN CAPITAL MANAGEMENT FOR LUXEMBOURG

Oracle Fusion Human Capital Management for Luxembourg supports Luxembourg-specific features and
functionality. It enables users to follow Luxembourgs business practices and comply with its statutory
requirements.
MAINTAINING PERSON AND EMPLOYMENT INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person and
employment information specific to Luxembourg:

Name style
National identifier: Personal Number
Address format with validation
Bank information
Employment information: Contract Type
Other human resources data capture, including predefined values for Passports, Visa and
Permit Types, and Highest Education Level
Religion and Ethnicity information are hidden to meet local statutory, business, and cultural
practices and requirements

64

HUMAN CAPITAL MANAGEMENT FOR MACAU

Oracle Fusion Human Capital Management for Macau supports Macau-specific features and
functionality. It enables users to follow Macaus business practices and comply with its statutory
requirements.
MAINTAINING PERSON INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person
information specific to Macau:

Validation of the National Identifier

Address format

65

HUMAN CAPITAL MANAGEMENT FOR MOROCCO

Oracle Fusion Human Capital Management for Morocco supports Morocco-specific features and
functionality. It enables users to follow Moroccos business practices and comply with its statutory
requirements.
MAINTAINING PERSON INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person
information specific to Morocco:

Name style and format

National identifier: Civil Identity Number
Bank information
Other human resources data capture, including predefined values for Ethnicity, Marital
Status, Contacts, and Highest Education Level

66

HUMAN CAPITAL MANAGEMENT FOR MOZAMBIQUE

Oracle Fusion Human Capital Management for Mozambique supports Mozambique-specific features
and functionality. It enables users to follow Mozambiques business practices and comply with its
statutory requirements.
MAINTAINING PERSON INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person
information specific to Mozambique:

Address format

67

HUMAN CAPITAL MANAGEMENT FOR NAMIBIA

Oracle Fusion Human Capital Management for Namibia supports Namibia-specific features and
functionality. It enables users to follow Namibias business practices and comply with its statutory
requirements.
MAINTAINING PERSON INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person
information specific to Namibia:

Address format

68

HUMAN CAPITAL MANAGEMENT FOR THE NETHERLANDS

Oracle Fusion Human Capital Management for the Netherlands supports Netherlands-specific features
and functionality. It enables users to follow Dutch business practices and comply with its statutory
requirements.
WORKER DATA VALIDATION REPORT
Use this report to list workers whose details fail the validation checks for the following attributes:
personal data which includes Name, Address, Marital Status, Date of Birth, Reporting establishment,
and Assigned Payroll. Correct any issues identified in the report to reduce errors in statutory reports or
processes.
GLOBAL PAYROLL INTERFACE SUPPORT FOR THE NETHERLANDS
Simplify the support of Dutch specific requirements with the global payroll interface. The extract
definition includes both global fields and country-specific fields for the Netherlands, including the
employees tax, social insurance, and wage reporting information. Use the XML output as a basis for
sending data to third-party payroll providers.

69

HUMAN CAPITAL MANAGEMENT FOR NICARAGUA

Oracle Fusion Human Capital Management for Nicaragua supports Nicaragua-specific features and
functionality. It enables users to follow Nicaraguas business practices and comply with its statutory
requirements.
MAINTAINING PERSON INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person
information specific to Nicaragua:

Name style and format

Address format

70

HUMAN CAPITAL MANAGEMENT FOR NIGERIA

Oracle Fusion Human Capital Management for Nigeria supports Nigeria-specific features and
functionality. It enables users to follow Nigerias business practices and comply with its statutory
requirements.
MAINTAINING PERSON INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person
information specific to Nigeria:

Human Resources data capture, including predefined values for Passports, Visa and Permit
Types
Date of Birth and Gender are required fields

71

HUMAN CAPITAL MANAGEMENT FOR NORWAY

Oracle Fusion Human Capital Management for Norway supports Norway-specific features and
functionality. It enables users to follow Norways business practices and comply with its statutory
requirements.
NATIONAL IDENTIFIERS VALIDATION
Comply with the format for the Norwegian Identifier or the D Number. A warning message is displayed if
you do not enter the Norwegian National Identifier or the D Number with the correct format and checkdigit.

72

HUMAN CAPITAL MANAGEMENT FOR PAKISTAN

Oracle Fusion Human Capital Management for Pakistan supports Pakistan-specific features and
functionality. It enables users to follow Pakistans business practices and comply with its statutory
requirements.
MAINTAINING PERSON AND EMPLOYMENT INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person and
employment information specific to Pakistan:

Name style and format

Validation of the National Identifier
Address format with validation
Bank information
Employment information: Contract Type
Other human resources data capture, including predefined values for Ethnicity, Religion,
Gender, Passports, Visa and Permit Types, Disabilities, and Highest Education Level
Date of Birth and Gender are required fields

73

HUMAN CAPITAL MANAGEMENT FOR PANAMA

Oracle Fusion Human Capital Management for Panama supports Panama-specific features and
functionality. It enables users to follow Panamas business practices and comply with its statutory
requirements.
MAINTAINING PERSON INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person
information specific to Panama:

Name style and format

Address format

74

HUMAN CAPITAL MANAGEMENT FOR PARAGUAY

Oracle Fusion Human Capital Management for Paraguay supports Paraguay-specific features and
functionality. It enables users to follow Paraguays business practices and comply with its statutory
requirements.
MAINTAINING PERSON INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person
information specific to Paraguay:

Name style and format

Address format

75

HUMAN CAPITAL MANAGEMENT FOR PERU

Oracle Fusion Human Capital Management for Peru supports Peru-specific features and functionality. It
enables users to follow Perus business practices and comply with its statutory requirements.
MAINTAINING PERSON INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person
information specific to Peru:

Name style and format

Address format

76

HUMAN CAPITAL MANAGEMENT FOR PHILIPPINES

Oracle Fusion Human Capital Management for Philippines supports Philippines-specific features and
functionality. It enables users to follow Philippines business practices and comply with its statutory
requirements.
MAINTAINING PERSON AND EMPLOYMENT INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person and
employment information specific to Philippines:

Name style and format

Validation of the national identifiers: Tax Identification Number, SSS Number, Common
Reference Number, GSIS Number, Business Partner Number, PhilHealth Number, and PAGIBIG Number
Address format and address types, with validation
Bank information
Employment information: Contract Type, and Assignment Category
Other human resources data capture, including predefined values for Title, Religion, Marital
Status, Contacts, Passports, Visa and Permit Types, Disabilities, and Highest Education Level

77

HUMAN CAPITAL MANAGEMENT FOR POLAND

Oracle Fusion Human Capital Management for Poland supports Poland-specific features and
functionality. It enables users to follow Polands business practices and comply with its statutory
requirements.
CONTRACT TYPE
Comply with the required contract types for Poland.

78

HUMAN CAPITAL MANAGEMENT FOR PORTUGAL

Oracle Fusion Human Capital Management for Portugal supports Portugal-specific features and
functionality. It enables users to follow Portugals business practices and comply with its statutory
requirements.
MAINTAINING PERSON AND EMPLOYMENT INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person and
employment information specific to Portugal:

Name style and format

Validation of the national identifiers: Tax Identification Number and Social Security Number
Address format with validation
Bank information
Employment information: Contract Type
Other human resources data capture, including predefined values for Marital Status,
Contacts, Passports, Visa and Permit Types, and Highest Education Level
Date of Birth is a required field
Religion and Ethnicity information are hidden to meet local statutory, business, and cultural
practices and requirements

79

HUMAN CAPITAL MANAGEMENT FOR ROMANIA

Oracle Fusion Human Capital Management for Romania supports Romania-specific features and
functionality. It enables users to follow Romanias business practices and comply with its statutory
requirements.
MAINTAINING PERSON AND EMPLOYMENT INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person and
employment information specific to Romania:

Name style and format

Validation of the national identifier: CNP
Address format with validation
Bank information
Employment information: Contract Type
Other human resources data capture, including predefined values for Passports, Visa and
Permit (types and categories), Disabilities, and Highest Education Level

80

HUMAN CAPITAL MANAGEMENT FOR RUSSIA

Oracle Fusion Human Capital Management for Russia supports Russia-specific features and
functionality. It enables users to follow Russias business practices and comply with its statutory
requirements.
MAINTAINING PERSON AND EMPLOYMENT INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person and
employment information specific to Russia:

Name style and format

Validation of the national identifiers: INN and SNILS
Address format and address types, with validation
Bank information
Employment information: Contract Type
Other human resources data capture, including predefined values for Marital Status,
Contacts, Passports, Visa and Permit (types and categories), and Highest Education Level
Date of Birth and Gender are required fields
Religion and Ethnicity information are hidden to meet local statutory, business, and cultural
practices and requirements

81

HUMAN CAPITAL MANAGEMENT FOR SAINT KITTS AND NEVIS

Oracle Fusion Human Capital Management for Saint Kitts and Nevis supports Saint Kitts and Nevisspecific features and functionality. It enables users to follow Saint Kittss and Neviss business practices
and comply with its statutory requirements.
MAINTAINING PERSON INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person
information specific to Saint Kitts and Nevis:

Validation of the National Identifier

82

HUMAN CAPITAL MANAGEMENT FOR SAINT LUCIA

Oracle Fusion Human Capital Management for Saint Lucia supports Saint Lucia-specific features and
functionality. It enables users to follow Saint Lucias business practices and comply with its statutory
requirements.
MAINTAINING PERSON INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person
information specific to Saint Lucia:

Validation of the national identifier: Social Security Number

Address format

83

HUMAN CAPITAL MANAGEMENT FOR SAINT VINCENT AND THE GRENADINES

Oracle Fusion Human Capital Management for Saint Vincent and the Grenadines supports Saint Vincent
and the Grenadines-specific features and functionality. It enables users to follow Saint Vincents and the
Grenadines businesses practices and comply with its statutory requirements.
MAINTAINING PERSON INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person
information specific to Saint Vincent and the Grenadines:

Validation of the National Identifier

Address format

84

HUMAN CAPITAL MANAGEMENT FOR SAUDI ARABIA

Oracle Fusion Human Capital Management for Saudi Arabia supports country specific features and
functions for Saudi Arabia. It enables users to follow Saudi Arabias business practices and comply with
its statutory requirements.
DISABLED WORKERS REPORT
Automate disability reporting. Generate a report with a list of workers and information on their relevant
disability details.
VALIDATION ON CORRECTING OR REVERSING A TERMINATION
Ascertain that a gratuity calculation card exists. A meaningful message is generated when a termination
is either reversed or corrected to inform you that a gratuity calculation card already exists for the
employee and that the calculation card must be deleted before you can reverse or correct the
termination.
WAGE PROTECTION SYSTEM
Comply with legislative requirements. You can now generate a periodic report that contains details of
the monies paid to individual employees. This report must be submitted to the Wage Protection Agent
at the end of each period.
SUPPORT FOR BIWEEKLY PAYROLL
Create a biweekly payroll. Users who have selected either Human Resources or Payroll Interface as the
selected extension through Manage Features by Country or Territory can create a payroll definition with
a period type of biweekly.
MONTHLY GRATUITY ACCRUAL PROCESS UPDATES
Augment the monthly gratuity accrual functionality. The gratuity accrued amount, run and inception-todate values, is shown in the information region of the statement of earnings. In addition, if a usercreated formula is used to calculate the gratuity payment on termination the same formula is used to
calculate the monthly gratuity accrued amount.
REPORTED HIRE DATE
Comply with legislative requirements. For Social Insurance purposes when an employee is rehired they
are now considered as a new hire and the hire date reported is the latest hire date. When the criteria
for reporting a person is based on the hire date then the latest hire date is used.

85

HUMAN CAPITAL MANAGEMENT FOR SERBIA

Oracle Fusion Human Capital Management for Serbia supports Serbia-specific features and functionality.
It enables users to follow Serbias business practices and comply with its statutory requirements.
MAINTAINING PERSON INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person
information specific to Serbia:

Validation of the national identifier: JMBG

86

HUMAN CAPITAL MANAGEMENT FOR SLOVAKIA

Oracle Fusion Human Capital Management for Slovakia supports Slovakia-specific features and
functionality. It enables users to follow Slovakias business practices and comply with its statutory
requirements.
MAINTAINING PERSON INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person
information specific to Slovakia:

Name style and format

Validation of the national identifier: Personal Identification Number
Address format with validation
Bank information
Other human resources data capture, including predefined values for Passports, Visa and
Permit Types, and Highest Education Level
Date of Birth and Gender are required fields
Religion and Ethnicity information are hidden to meet local statutory, business, and cultural
practices and requirements

87

HUMAN CAPITAL MANAGEMENT FOR SLOVENIA

Oracle Fusion Human Capital Management for Slovenia supports Slovenia-specific features and
functionality. It enables users to follow Slovenias business practices and comply with its statutory
requirements.
MAINTAINING PERSON INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person
information specific to Slovenia:

Validation of the national identifier: EMSO

88

HUMAN CAPITAL MANAGEMENT FOR SOUTH AFRICA

Oracle Fusion Human Capital Management for South Africa supports South Africa-specific features and
functionality. It enables users to follow South Africas business practices and comply with its statutory
requirements.
MAINTAINING PERSON AND EMPLOYMENT INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person and
employment information specific to South Africa:

Name style and format, with validation

Validation of the national identifier: Identity Number
Address format and address types, with validation
Bank information
Employment information: Contract Type, Worker Category, Assignment Category, and
Nature of Person
Other human resources data capture, including Foreign National and predefined values for
Ethnicity, Visa and Permit Types

89

HUMAN CAPITAL MANAGEMENT FOR SPAIN

Oracle Fusion Human Capital Management for Spain supports Spain-specific features and functionality.
It enables users to follow Spains business practices and comply with its statutory requirements.
MAINTAINING PERSON INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person
information specific to Spain:

Name style and format

Validation of the national identifiers: NIF, Social Security Number, and Foreigner's
Identification Number
Address format with validation
Bank information
Other human resources data capture, including predefined values for Passports
Religion and Ethnicity information are hidden to meet local statutory, business and cultural
practices and requirements

90

HUMAN CAPITAL MANAGEMENT FOR SUDAN

Oracle Fusion Human Capital Management for Sudan supports Sudan-specific features and functionality.
It enables users to follow Sudans business practices and comply with its statutory requirements.
MAINTAINING PERSON INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person
information specific to Sudan:

Name style and format

National identifiers: Civil Identity Number, and Social Security Number
Address format with validation
Bank information
Other human resources data capture, including predefined values for Ethnicity, Marital
Status, Contacts, and Highest Education Level

91

HUMAN CAPITAL MANAGEMENT FOR SURINAME

Oracle Fusion Human Capital Management for Suriname supports Suriname-specific features and
functionality. It enables users to follow Surinames business practices and comply with its statutory
requirements.
MAINTAINING PERSON INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person
information specific to Suriname:

Address format

92

HUMAN CAPITAL MANAGEMENT FOR SWEDEN

Oracle Fusion Human Capital Management for Sweden supports Sweden-specific features and
functionality. It enables users to follow Swedens business practices and comply with its statutory
requirements.
NATIONAL IDENTIFIERS VALIDATION
Comply with coordination number and personal identification number formats. A warning message is
displayed if you do not enter the coordination number or the personal identification number with the
correct format and check-digit.

93

HUMAN CAPITAL MANAGEMENT FOR SYRIA

Oracle Fusion Human Capital Management for Syria supports Syria-specific features and functionality. It
enables users to follow Syrias business practices and comply with its statutory requirements.
MAINTAINING PERSON INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person
information specific to Syria:

Name style and format

National identifiers: Civil Identity Number, and Social Security Number
Address format with validation
Bank information
Other human resources data capture, including predefined values for Ethnicity, Religion,
Marital Status, Contacts, and Highest Education Level

94

HUMAN CAPITAL MANAGEMENT FOR THAILAND

Oracle Fusion Human Capital Management for Thailand supports Thailand-specific features and
functionality. It enables users to follow Thailands business practices and comply with its statutory
requirements.
MAINTAINING PERSON INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person
information specific to Thailand:

Name style and format

Validation of the National Identifier
Other human resources data capture, including predefined values for Visa and Permit Types,
Disabilities

95

HUMAN CAPITAL MANAGEMENT FOR TRINIDAD AND TOBAGO

Oracle Fusion Human Capital Management for Trinidad and Tobago supports Trinidad and Tobagospecific features and functionality. It enables users to follow Trinidad and Tobagos business practices
and comply with its statutory requirements.
MAINTAINING PERSON INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person
information specific to Trinidad and Tobago:

Address format

96

HUMAN CAPITAL MANAGEMENT FOR TURKEY

Oracle Fusion Human Capital Management for Turkey supports Turkey-specific features and
functionality. It enables users to follow Turkeys business practices and comply with its statutory
requirements.
MAINTAINING PERSON INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person
information specific to Turkey:

Name style and format

National identifiers: SGK Number and validation of the TC Kimlik Number
Address format with validation
Bank information
Other human resources data capture, including predefined values for Title, Religion,
Contacts, Gender, Visa and Permit (types and categories), and Highest Education Level
Date of Birth is a required field

97

HUMAN CAPITAL MANAGEMENT FOR THE UNITED ARAB EMIRATES

Oracle Fusion Human Capital Management for the United Arab Emirates supports country specific
features and functions for the United Arab Emirates. It enables users to follow the United Arab
Emirates business practices and comply with its statutory requirements.
DISABLED WORKERS REPORT
Automate disability reporting. You can now generate a report with a list of workers and information on
their relevant disability details.
VALIDATION ON CORRECTING OR REVERSING A TERMINATION
Ascertain that a gratuity calculation card exists. A meaningful message is generated when a termination
is either reversed or corrected to inform you that a gratuity calculation card already exists for the
employee and that the calculation card must be deleted before you can reverse or correct the
termination.
NEW NATIONAL IDENTIFIER
Comply with legislative requirements. The Emirates ID, an electronic identification card, has been
provided as a new national identifier, with the appropriate validation. The Emirates ID is a 15 digit
identifier where the 4th, 5th, 6th and 7th digits represent the year of birth.
VALIDATION ON VISA NUMBER
Authenticate the visa number. The format of the visa, or Iqama, number in UAE is
NNN/NNNN/NNNNNNN. The application validates the visa number based on this format.
PAYROLL VALIDATION REPORT
Audit required payroll information. Validation is needed to show that the required data has been
entered before the Wage Protection System reports are submitted. The payroll validation report shows
if the following attributes are missing or non-compliant for either the employer or a particular
employee: Ministry of Labour Employer ID, WPS Agent ID, WPS Employer Bank Code, Ministry of Labour
Employee ID, and WPS Account Number.
SUPPORT FOR BIWEEKLY PAYROLL
Create a biweekly payroll. Users who have selected either Human Resources or Payroll Interface as the
selected extension through Manage Features by Country or Territory can create a payroll definition with
a period type of biweekly.

98

MONTHLY GRATUITY ACCRUAL PROCESS UPDATES

Augment the monthly gratuity accrual functionality. The gratuity accrued amount, run and inception-todate values, is now shown in the information region of the statement of earnings.
REPORTED HIRE DATE
Comply with legislative requirements. For Social Insurance purposes when an employee is rehired they
are now considered as a new hire and the hire date reported is the latest hire date. When the criteria
for reporting a person is based on the hire date then the latest hire date is used.

99

HUMAN CAPITAL MANAGEMENT FOR THE UNITED KINGDOM

Oracle Fusion Human Capital Management for the United Kingdom (UK) supports country specific
features and functions for the UK. It enables users to follow UK business practices and comply with its
statutory requirements.
REAL TIME INFORMATION (RTI) - EARLIER YEAR UPDATE (EYU)
Report previous years tax information to the authorities after the deadline for reporting information
has passed. You can do this by using the Full Payment Submission (FPS) for the tax year.

100

HUMAN CAPITAL MANAGEMENT FOR THE UNITED STATES

Oracle Fusion Human Capital Management for the United States (US) supports country specific features
and functions for the US. It enables users to follow US business practices and comply with its statutory
requirements.
MULTIPLE WORKSITE REPORT
Report employment and wage data in a format suitable for the Bureau of Labor Statistics. This data is
categorized by industry and location within a state. It is used to more accurately classify employment
and wage data of multiple establishment employers.
THIRD-PARTY INVOLUNTARY PAYMENTS INITIAL EXTRACT
Extract historical data and establish a baseline with a third-party provider for involuntary wage
payments. This feature includes an XML file supporting the ADP Money Movement third-party
application.
GLOBAL PAYROLL INTERFACE SUPPORT FOR THE UNITED STATES
Support US-specific requirements for the Global Payroll interface. The extract definition includes both
global fields and country-specific fields for the United States, including information from the employees
withholding certificate. Employers can use the XML output as a basis for sending data to third-party
payroll providers.

101

HUMAN CAPITAL MANAGEMENT FOR URUGUAY

Oracle Fusion Human Capital Management for Uruguay supports Uruguay-specific features and
functionality. It enables users to follow Uruguays business practices and comply with its statutory
requirements.
MAINTAINING PERSON INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person
information specific to Uruguay:

Name style and format

102

HUMAN CAPITAL MANAGEMENT FOR VENEZUELA

Oracle Fusion Human Capital Management for Venezuela supports Venezuela-specific features and
functionality. It enables users to follow Venezuelas business practices and comply with its statutory
requirements.
MAINTAINING PERSON AND EMPLOYMENT INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person and
employment information specific to Venezuela:

Name style and format

Validation of the national identifier: RIF
Employment information: Contract Type, and Worker Category
Other human resources data capture, including predefined values for Contacts, Passports,
Visa and Permit Types, and Highest Education Level
Marital Status, Date of Birth, and Gender are required fields

103

HUMAN CAPITAL MANAGEMENT FOR VIETNAM

Oracle Fusion Human Capital Management for Vietnam supports Vietnam-specific features and
functionality. It enables users to follow Vietnams business practices and comply with its statutory
requirements.
MAINTAINING PERSON AND EMPLOYMENT INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person and
employment information specific to Vietnam:

Name style and format

Validation of the national identifier: Identity Card Number
Address format with validation
Bank information
Employment information: Contract Type, Worker Category
Other human resources data capture, including predefined values for Religion, Marital
Status, Contacts, Gender, Passports, and Highest Education Level
Marital Status, Date of Birth, and Gender are required fields

104

HUMAN CAPITAL MANAGEMENT FOR ZAMBIA

Oracle Fusion Human Capital Management for Zambia supports Zambia-specific features and
functionality. It enables users to follow Zambias business practices and comply with its statutory
requirements.
MAINTAINING PERSON INFORMATION
Comply with local cultural, business, and regulatory requirements by capturing the following person
information specific to Zambia:

Address format

105

HUMAN RESOURCES ANALYTICS

TRANSACTIONAL BUSINESS INTELLIGENCE
Oracle Fusion Transactional Business Intelligence is a real time, self-service reporting solution offered to
all Oracle Fusion application users to create ad hoc reports and analyze them for daily decision-making.
Oracle Fusion Transactional Business Intelligence provides human resources managers and specialists,
business executives, and line managers the critical workforce information to analyze workforce costs,
staffing, compensation, performance management, talent management, succession planning, and
employee benefits.
NEW SUBJECT AREA: PAYROLL - USER DEFINED TABLES REAL TIME
Manage user defined tables using a new subject area called Payroll - User Defined Tables Real Time. This
new subject area enables you to report on the user defined tables that are created using the Manage
User-Defined Tables task in Oracle Fusion Payroll. Report on all information that is defined for each user
defined table.
NEW SUBJECT AREA: PAYROLL - PAYROLL INTERFACE INBOUND RECORDS REAL TIME
Streamline your payroll data processing using a new subject area called Payroll - Payroll Interface
Inbound Records Real Time. This new subject area enables you to report on the payroll data that is
processed by third party vendors. Report on inbound payroll interface information such as payroll name,
payments, earnings, deductions, messages, batch information and so on.
ENHANCED ATTRIBUTE: DISPLAYED INPUT VALUE IN PAYROLL ELEMENT ENTRIES REAL TIME
Simplify payroll reporting using the Displayed Input Value attribute in the Element Entry Value
dimension under Payroll - Element Entries Real Time. This attribute now displays the Description value
in reports.
NEW SUBJECT AREA: WORKFORCE PERFORMANCE PERFORMANCE DOCUMENT ELIGIBILITY
REAL TIME
Streamline the performance document process using a new subject area called Workforce Performance
Performance Document Eligibility. This new subject area reports on the eligibility criteria for
employees to create a specific performance document. You can report on eligibility criteria, count of
workers who have not yet created their performance documents, and the count of workers who have
created their documents.

106

PERFORMANCE DOCUMENT EVALUATION MANAGER ADDED TO WORKFORCE PERFORMANCE

SUBJECT AREAS
Enhance reporting on performance documents using a new attribute in the Workforce Performance
subject areas, called Performance Document Manager. This attribute enables you to report on the
actual manager that was responsible for the evaluation of the employees performance document.
Reporting using this attribute is beneficial when the evaluation manager is different from the
assignment manager for an employee.
PERFORMANCE RATING DIMENSION ADDED TO PERSON PROFILE SUBJECT AREA
Expand your performance document reporting using a new dimension in the Person Profile Real Time
subject area called Performance Rating. This new dimension contains the history details related to
employee performance documents, sections, and corresponding ratings.
NEW SUBJECT AREA: WORKFORCE CAREER DEVELOPMENT DEVELOPMENT GOAL OVERVIEW
REAL TIME
Simplify goal development using a new subject area called Workforce Career Development
Development Goal Overview Real Time. This new subject area enables you to report on all development
goals created by employees and managers. You can also report on employees progress for each
development goal.
NEW SUBJECT AREA: WORKFORCE SUCCESSION MANAGEMENT POSITION PLANS REAL TIME
Streamline your succession planning using a new subject area called Workforce Succession Management
Position Plans Real Time. This new subject enables you to report on positions, corresponding
incumbents, candidates, candidate readiness, and other details related to your succession plans. You
can also report on succession plans for positions where candidates have not been assigned.
NEW SUBJECT AREA: WORKFORCE MANAGEMENT - WORKFORCE TREND REAL TIME
Streamline headcount trend reporting using a new subject area called Workforce Management Workforce Trend Real Time. This new subject area enables you to report on period start and end worker
assignment metrics. Key headcount metrics include Period Start Headcount, Period End Headcount,
Period Start FTE, Period End FTE, and so on.
NEW SUBJECT AREAS FOR REPORTING ON WORKFORCE SCHEDULING IN TIME AND LABOR
Streamline the process to plan work schedules, shifts, and employee time off using three new subject
areas. Workforce Management Scheduler Profiles Real Time enables you to report on who can
schedule shifts, monitor coverage, and balance workloads for workers. Workforce Management
Planned Schedules Real Time reports on a team schedule for the week based on work schedule,
107

including absences and general holidays. Finally, Workforce Management Published Schedules Real
Time lists the planned schedules that are published.
NEW SUBJECT AREAS FOR HISTORIC TIME AND LABOR REPORTING
Simplify reporting on historic time and labor records using two new subject areas: Workforce
Management Historical Reported Time Cards Real Time and Workforce Management Historical
Processed Time Cards Real Time. You can report on both historic reported and processed time cards.
Current time card data is reported on using previously delivered subject area.
NEW DIMENSION: TIME ATTRIBUTE IN TIME AND LABOR SUBJECT AREAS
Enhance time and labor reporting using a new dimension called Time Attribute. This new dimension
enables you to report on custom time attributes that you create in Oracle Fusion Time and Labor. You
create custom time attributes using the flex type structure where the segment is identified in defining
values. The Time Attribute dimension enables you to report on different date data type values such as
date, numeric, string, and timestamp, plus a master type time attribute dimension. All Time and Labor
subject areas include this new dimension.
TIME AND LABOR SAMPLE REPORTS
Simplify your time and labor reporting using new sample reports: Time Cards by Status, Time Entry
Transfer Status (Project Costing), Time Entry Transfer Status (Payroll). These reports use seeded
attribute information enabling you to report on time associated with basic attributes, for example, time
type summaries against periods and project summaries by person, by period, and so on.
EMPLOYEE CONTACT DETAILS ENHANCEMENT IN PERSON REAL TIME SUBJECT AREA
Expand your reporting on employees contacts using new details added to the Person Real Time subject
area. This subject area now includes contact details such as date of birth, addresses, delivery methods,
disability information, email addresses, name information, national identifiers, phones, and work
permit.
NEW DIMENSION: ORGANIZATION
Expand on organizational reporting using a new hierarchical dimension called Organization. This
dimension was added to all subject areas that include the Department dimension. The Organization
hierarchy, or organization tree, can be a combination of multiple types of workforce structures such as
enterprise, legal entity, departments, business units, and so on.

108

NEW DIMENSION: COLLECTIVE AGREEMENT

Streamline reporting on collective agreements using the new Collective Agreement. This dimension
enables to report on the commercial agreement negotiated between organization and an employee.
Report on agreement name, description, employee/employer organization, valid from and to dates and
other details. All subject areas that have the job dimensions include this new dimension.
NEW DIMENSION: PERSON DISABILITY
Report on workers disability information such as cause, status, and work restrictions with the Person
Disability dimension. This dimension was added to the Person Subject area.
NEW FIELDS FOR ORACLE TRANSACTIONAL BUSINESS INTELLIGENCE (OTBI)
The following new benefits fields are now available for reporting in OTBI:

Suspended
Required
Action Type Name
Due Date
Completion Date
Enrollment Coverage Start Date
Enrollment Coverage Through Date
Received Date
Denied Date

NEW ATTRIBUTES THAT IDENTIFY WHO UPDATED OR CREATED RECORDS

Identify who updates and creates records using new attributes in the Benefits - Enrollments Real Time,
Workforce Management - Work Relationship Real Time, and Workforce Management - Person Real
Time subject areas. These new attributes answer questions like who entered the date of hire for a
worker, who updated date of birth, and so on. Some of the attributes include Created By, Last Update
Date, Last Updated By, and so on.
ORACLE BUSINESS INTELLIGENCE ENTERPRISE EDITION: NEW ALTA USER INTERFACE
Improved Oracle Business Intelligence Answers, Oracle Business Intelligence Enterprise Edition
Dashboards, and Oracle Business Intelligence Publisher with a new user interface style called Alta. Alta
introduces Oracle's new design approach for development of browser-based user interfaces for mobile,
desktop, and Oracle Cloud applications. Alta includes a fully redesigned component set and interactions;
and Altas fresh visual design complements a modern layout approach.

109

ORACLE BUSINESS INTELLIGENCE ANSWERS: ENHANCED PREVIEW OPTION

Simplify the process to create dashboards using new functionality for the Preview option. When you
preview a dashboard, Oracle Business Intelligence content is dynamically customized in run time based
on the style that you select. The improved Preview functionality also enables you to see what some of
these styles would look like while authoring content without needing to exit the editor. You cannot affix
a particular style to the content using the Preview option, though.

110

HUMAN RESOURCES OPTIMIZATION

WORKFORCE MODELING
Oracle Fusion Workforce Modeling provides an integrated solution supporting Oracle Fusion Global
Human Resources and provides an easy to use, drag and drop interface that allows you to create
reorganization proposals and assess their impact before they are even sent for approval. The intuitive
interface and integration with Oracle Fusion Global Human Resources ensure that changes are
accurately reflected and validated in the transactional system.
TRACK WORKING HOURS
Insert working details for workers in the hierarchy.
VIEW ADDITIONAL FIELDS
Track more information in Workforce Modeling with additional hidden fields in the table view. For
example, enter working hours, support unions, people groups, and so on.

111

WORKFORCE PREDICTIONS
Oracle Fusion Workforce Predictions provides an integrated solution supporting Oracle Fusion Global
Human Resources and provides for easy review your talent in an n-box and take immediate operational
decisions. With Prediction you can leverage relevant and context-sensitive analytics that are embedded
throughout to perform "what if" modeling.
SUPPORT FOR HUMAN RESOURCE SPECIALISTS
Workforce Predictions allows the user to view teams to whom they have responsibility. This feature
allows HR Specialists to select any manager they have responsibility for and view the predictions for that
managers team.

112

WORK LIFE SOLUTIONS

WORKFORCE REPUTATION MANAGEMENT
Oracle Fusion Workforce Reputation Management harnesses social networks to help organizations
discover, mobilize and retain talent. This functionality provides insight into workers' social reputation
and influence while also monitoring workers' social media usage compliance and mitigating social media
risk.
NONEMPLOYMENT OPT-IN
Enables customers to gather more details about nonemployees and monitor and report reputation
scores for nonemployees with Opt-In. Workforce Reputation Management maintains two types of
person social profiles, employee and connection (or nonemployee). For the employee social profile, the
application maintains both internal data and data about the employees external social profile. For the
connection social profile, the application maintains limited data about the person who is connected to
an employee through an external social network. Workforce Reputation Management now supports
nonemployee opt- in, enabling customers to gather more details about nonemployees and monitor and
report reputation scores for nonemployees.

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