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The standard setup includes setting up an employee, position, and a position
hierarchy. The fill employee will move to the next available position to become the approval
position for Purchasing. In order to accomplish this, we need to have the employee created,
assign him to a position, and ensure that a position hierarchy has been created so that it may
move positions around as needed.

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Check the HR:Query Only Mode profile in sysadmin.
a) Navigate to Sysadmin -> Profile -> System.
b) Put appropriate values for Application (Oracle Human Resources)
and Responsibility(whatever you use to access the HR system).
c) In profile field, type in hr%.
d) Click on Find.
e) Find profile HR:Query Only Mode. Make sure all values in (b)
are set to No.

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Read the chapter on Government mandated reports thoroughly. The most common
problem with the setups of these reports is the Classification Name. You must follow the rules
for the reports exactly. The purpose of several of these reports is to measure the extent to
which various identifiable groups of people are obtaining and advancing in employment.
In order to do this, you must issue separate reporting for each GRE in your Business Group.
For reporting purposes, an establishment may be a single physical location, or several places
within the same locality.
To represents these establishments, you give the organization the classification of
Reporting Establishment. An establishment serving as the headquarters also gets the
classification of Corporate Headquarters.
An establishment Hierarchy should also be setup as well.

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You must remove the Business Group name from the profile (HR: Data Migrator Business
Group Lockout) and save. After that you can go to the Organization form and create a new
organization.

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group id in an API. Please call Oracle Consulting for further assistance.

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When a new Business Group is created and you wish to associate subsequent records to it, you
MUST change the HR:Business Group profile option for the responsibility you are using (or
create a new responsibility to point to the correct Business Group).

To change the profile option:

†Log in as System Administrator
† Navigate to Profile -> System
†Click on the Responsibility box and enter your responsibility name
† In Profile field, enter HR:Bu% Click Find
† Click in Responsibility column for HR:Business Group and select list of values - here you can
select your new business group Once changed, everything you create that is associated to a
business group will now use the newly assigned value.

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The From Date needs to be set for the hierarchy to a date after the Start Date of any position
that is to be included in the hierarchy.
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The Reporting Establishment classification is used only by the HR Responsibility. It is

designed to be used for Government mandated reports. It cannot be used for GL Rollup.

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The GENERIC address style is no longer supported even though it is a structure in the ǮPersonal
Address Informationǯ descriptive flexfield.

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The address style will be defaulted based on your business groupǯs legislation. You can
override this default on the ǮPersonal Address Informationǯ descriptive flexfield.

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The defaulting of address styles is based on your legislation. So if you are an HR shared
customer using the Setup Business Group, this is most likely using US legislation. The address
style which will be defaulted in this case will be the ǮUnited States International.ǯ There isnǯt a
mechanism to automatically default the address style of an organization unless the
organization is a business group.

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No. Addresses are not datetracked. They are date effective.

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Yes. Use the hr_person_address_api to load or update address records. Package filename is
peaddapi.pkb.

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You will need to obtain a Vertex license and install the North American Address Patch. You will
also need to use the North American Address form Ȃ PERACADR.

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No. The address styles used are based on territory codes in FND_TERRITORIES. And GENERIC
is not a territory code.

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There are 2 seeded address reports:

Invalid Address Report

Update Tax Records After Location Address Change

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"( If you purchased a Self-Service HR license prior to June 18th, 2007 and have a core HR
license, you may use Compensation Workbench. The purchase of a Self-Service HR license on or
after June 18th, 2007 does not permit the use of Compensation Workbench. A separate
Compensation Workbench license made available on June 18th, 2007, in addition to a Core HR
license, must be purchased to use the product. A Self-Service HR license is not required to use
the product if you purchased a Compensation Workbench license. Purchasing a Compensation
Workbench license also allows the use of Total Compensation Statement.

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"( Overview, setup, and processing information for CWB can be found in Online Help.
Additional information can be found on Metalink such as whitepapers, viewlets, and functional
setup documents. Transfer of Information presentations are available from Oracle University
(internal) or the OPN (partners).

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"( You can set up a single group plan that enables you to award different types of compensation
such as salary increases, bonuses, and stock options using a single budget amount.

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"( You can set up a single group plan through which employees in different business groups can
receive compensation. You set up separate local plans for each currency in which employees
are paid. You can also budget and award compensation in a corporate currency defined for the
group plan or in the local currency of each employee.

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"( 'Group' and 'local' plan terminology was introduced with HRMS Family Pack J. 'Group' and
'global' can be used interchangeably.
 !? A group plan groups together local plans, uses a single budget, and defines the common
corporate currency of all local plans associated with it.

A local plan is linked to a group plan. A local plan without a designated group plan acts
as its own group plan. Local plans have their own defined currency, do not have
budgets, and may be in the same or different business group than the group plan.

!? A group option is the child of a group plan and is used for global component or global
combination plans. Budgets may be maintained at the group option level. Options
defined for a group plan are displayed on the same worksheet within Compensation
Workbench. Group options may also be referred to as group components. A local option
is a child of a group option and may optionally be the child of a local plan. All rates,
except budget rates, may be defined at the local option level. Eligibility may also be
defined at this level. Local options may also be referred to as local components.

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 - Groups together local plans of the same plan type. Local plans may be in the
same or different business group and have the same or different currency than the global plan.
Each local plan may have the same or different currency. For example, a global basic plan
structure might be defined for a global salary increase plan whose currency is USD and includes
local plans for the US, the UK and CA, each defined in its local currency. Using this plan
structure, the budget would be set at the global plan level and would then get distributed
between each local plan in its local currency.

1.? 9
 
 - allows for plans that also use components. For global component
plans, local plans may be in the same or different business group and may have the same
or different currency than the global plan. Each local plan may have the same or
different currency. Global and local plans and global and local options (components)
must all be of the same plan type. A component plan may have up to four options
(components) that are of the same compensation type. For example, a global salary
increase plan whose currency is USD may include local plans for the US, the UK and CA
each defined in its own local currency, and may also be based on 2 different components,
e.g. cost of living and performance. Using this plan structure, the budget would be set at
the global plan level and would then get distributed between each local plan in its local
currency. Managers would then allocate compensation between each component. For
stand-alone component plans, the global and local plan and all components (up to four)
must be in the same business group, use the same currency, and be of the same plan
type.
2.? 9

) Combining the global basic and global component plan structures, a
global combination plan structure enables budgets to be issued for plans in multiple
business groups and currencies and comprising different types of compensation. Global
and local plans and global and local options may be of different plan types. This
structure enables different types of compensation to be allocated at the same time and
on a single worksheet. A plan may have up to four components whether they are the
same or different compensation types. For example, a global focal review plan whose
currency is USD may include local plans for the US, UK and CA each defined in its own
local currency, and may also include global and local components for salary increases,
 bonuses, and stock option awards. For each global component, separate budgets are
issued that are then dispersed between the components at the local level. A stand-alone
combination plan enables a single budget to be issued across different plan types within
the same business group, all using the same currency. For example, in a US business
group, a budget in US Dollars may be issued for a focal review plan that includes salary
increase, bonuses, and stock option awards all in US Dollars.

Each of the above plan structures can also be set up as standalone plans. A single plan acts as
the global and local plan and a single type of compensation is awarded within a single business
group.

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If you are using 'Increment Progression Points', the process will not increment the placement to
a point above the ceiling step for that Grade Scale. However it is possible to enter points above
the ceiling on the screen. This allows for individual special circumstances.

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If you are holding salary values as a scale rate, you should not also enter them in a salary
element using Salary Administration. Instead you view an employee's salary in the Grade Step
Placement window, and change it by incrementing the grade step placement of the assignment.
Such increments, or changes to the scale rate, would not affect salary element entries for
employees. You would have to update these entries separately.

Oracle recommends that customers use scale rates for employees whose salaries are
determined by their grade step placement and Salary Administration for employees for whom
you determine salary on an individual basis.

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It is there for information only. Increments are made manually or by running the Increment
Progression Points concurrent process.

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When the grade ladder is setup as Manual Posting Style then approval from the Progression
Approval page is necessary and this cannot be skipped.

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The data is collapsed in the Progression Rules screen in the Ladder Wizard. You can un-
collapse it by clicking on the '+' in the Name column. Once the full data is displayed the Remove
icon becomes available.
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If the points have been used in a grade step that was ended before your session date they will
not be available to use again and so not in this LOV. You will have to remove the end date from
the old grade steps.

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The Progression Approval page is used to confirm the grade/step changes and then the 'Process
Employees Progressed Manually' process should be run.
Then workflow kicks in and starts the workflow approval process.

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When updating rate values in a ladder it is possible to do a mass update.
In the Rates task, click on the Update icon for either 'Update Default Salary Rate' or 'Update
Criteria Salary Rate'. Select your effective date and press the 'Update Default/Criteria Salary
Rate' button.
Under the title 'Update Default/Criteria Step Rate' is a collapsable link called 'Show Mass
Update'. Here you can select to increase or decrease every rate by an amount or a percentage.
You will then need to run the Recalculate Participation Values Grade/Step Progression Process
to pull the changes through to the employees' salaries.

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Navigation to the form is as follows:

HR Responsibility > Total Compensation > Programs and Plans > Plan Design Wizard
If presented with options, select Grade Step Ladder.
=========================================================================

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In order for grade names to appear for the grade ladder, they must have a short name defined.
This was not previously a requirement so many grades are defined without short names. Check
to ensure that the grades defined have short names included.

Navigate:
HR Responsibility > Workstructures > Grade > Description
=========================================================================

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The Grade Step Progression process is not designed to place an employee on their initial
grade step. It is designed to determine what the next step is given the employees current
step and if they are eligible to be moved to that step. In order to go through this
process, the employee must have a grade/step to be evaluated by the process. Since that
is the case, placing each employee on a grade/step is still a part of the implementation
process.
=========================================================================
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The name of the process is Participation Process - Grade Step (BENGSMOD)

=========================================================================
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No. All work done on the setup and maintenance of the Grade/Step Ladder should be
done via the Plan Design Wizard, not the Benefits forms for Programs, Plans, Options, etc.
=========================================================================
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There are two easy ways to tell if the new Grade Step Progression process has been
implemented:
1) Check the employee assignment screen for the presence of a tab labeled Grade Ladder.
This tab is specifically designed to associate the employee with a ladder defined through
the Plan Design Wizard. If the tab is present and a value exists, then the new GSP
process is in place.
2) Check the Plan Design Wizard screen to see if any Ladders have been defined.
Navigate: HR Responsibility > Total Compensation > Programs and Plans > Plan Design Wizard
=========================================================================
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When the progression method is set to manual rather than automatic, the follow steps need to
occur:
- Run the Participation Process: Grade Step
- Navigate to Work Structures/Grade/Progression Approval
- Select the employee's record and approved it.
- Run the concurrent process Process Employees Progress Manually Changes will now appear
for the employee.
=========================================================================
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Please see Note 283820.1.
=========================================================================

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No. It is not necessary to create Person Changes associated with the Grade Step Progression
Life Event.
=========================================================================
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Grade Step Progression issues are currently handled by the support team responsible
for Oracle Human Resources since the functionality is related to Salary Administration/
Total Compensation. The model that it is built on is the Total Comp model which is
most often associated with Benefits code. Lastly, the code is actually written by
the Public Sector Human Resources team (product code 210) and if a bug needs to be
logged, it should most likely be logged under product 210.

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Information on accrual plans, accrual elements, enrolling participants, viewing absence

information and absence types can be found in Chapter 4 of Oracle† Human Resources
Management Systems Compensation and Benefits Management Guide (UK) Release 11i Part No.
B15579-01. The guide includes tips and general setup guides. Examples of Formulas can also be
found in this document.

For other legislation Part No. please see 11i (11.5.10.2) Documentation Library available via My
Oracle Support > Knowledge > Knowledge Browser > Online Documentation > Applications >
Oracle Applications 11.5.10.2+ Online Documentation Library (or your release) > Human
Resources > Oracle HRMS Compensation and Benefits Management Guide (Your Legislation)
(zipped)

For other latest versions Part No. please see R12 (12.1.2) Documentation Library available via
My Oracle Support > Knowledge > Knowledge Browser > Online Documentation > Applications
> Oracle E-Business Suite Online Documentation Library Release 12.1.2 (or your release) >
Human Resources > Oracle HRMS Compensation and Benefits Management Guide (Your
Legislation) (zipped)
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Oracle HRMS provides you with the flexibility to define your own plan rules.
Examples are:

* The length of the accrual term (often one year), and the start date, which may be fixed (such
as 1 January) or vary by employee (such as the anniversary of the employee's hire date). Some
plans have no start date, but always calculate accruals for the previous 12 months (or other
length of time).

* The frequency of accrual, such as monthly, or once each pay period. In other plans, employees
receive their full entitlement up front, at the beginning of the accrual term.

* The amount of accrual and any ceiling on the amount that can be held. These figures may be
fixed or vary by length of service, grade, time worked, or other factors.

* What happens to unused PTO at the end of the accrual term?

* Rules for part time employees, and for employees with suspended assignments

* Rules for new hires, including when they can begin accruing PTO and when they can begin use
of accrued time.

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Each accrual plan is associated with one absence element (and hence one absence type). Each
entry of time off reduces the net accrual on the plan. You can also associate any number of other
elements with a plan and determine how entries to the element affect the accrual calculation.
This is useful for recording time bought or sold, or unused PTO brought into a new plan on
enrollment.

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Yes. You can define as many types of absence as you require, and assign them to categories for
ease of reporting. You can also define reasons for absence, to provide additional reporting
information. For example, the category might be "family leave," the type might be "maternity,"
and the reason might be "birth." Each absence type can be recorded in days or hours.

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You can control which groups of staff are eligible to take absences of each type. Absences are
recorded on element entries. By linking the element to organizations, jobs, grades, employment
categories, or other assignment components, you control who can take each absence type.
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In Oracle HRMS you can define as many absence types as you need to track employee time off,
and you can group these types into categories and define absence reasons to provide further
information for absence reporting.

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An absence category is a group of related absence types. An example of this would be as follows;
Medical Leave is an absence category with the following absence types Illness or Injury, Work-
related Injury, Work-related Illness, and Medical Appointment.

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Setting up an absence type is a two-step process. First, define the type entering the name,
absence category and reason for the absence. Second, define an element to associate with the
absence type.

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To hold a single running total of time taken for two or more absence types, you associate all the
types with the same absence element. For example, your absence category Personal Leave may
include two absence types you need for certain reporting purposes, Compassionate Leave and
Personal Business. However, you require just one running total to be kept of employees' time
taken for both types of personal leave. In this case you simply associate both absence types with
the same absence element.

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Time off that plan participants can accrue increases with their length of service, or varies by job,
grade, or number of hours worked. Accrual bands determine accrual amounts. In addition,
these bands can determine ceiling and maximum carry over amounts.

Ceiling rules, found in some vacation accrual plans, set a maximum accrual amount an employee
can hold at any time. When a participant's accrual amount reaches the ceiling, no additional
time accrues. Accruals begin again only after the participant uses some accrued time.

In the PTO_PAYROLL_CALCULATION seeded formula, the accrual amount, ceiling and maximum
permitted carry over depend on length of service bands. Alternatively, you can customize the
formula to use bands based on other factors, such as grade, or a combination of factors, to
determine the accrual amounts for your plans.



 
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You set up length of service bands using the Accrual Bands window. For each band (such as 0 to
5 years of service), you can enter the accrual amount for the whole accrual term (such as an
annual amount), an accrual ceiling, and the maximum permitted carry over.
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In Oracle HRMS, the first day of the month of an employee's hire date is the default date from
which his or her length of service is calculated for accrual purposes. For example, someone
hired on 18 January 1997 completes one year of service on 1 January 1998, and someone hired
on 31 December 1996 completes one year of service on 1 December 1997.

For individual accrual plan participants, you can override the default date from which a plan
starts its length of service calculations. This is useful for managing exceptional cases that arise
when, for example, employees who already have accumulated periods of service in your
enterprise transfer from one place
to another. When enrolling the participant, enter the override date in the input value
Continuous Service Date of the element representing the plan.

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The system generates the following elements when you save a new accrual plan:

* An element representing the plan and which has the same name as the plan. You use this
element to enroll participants in the plan.

* An element to hold participants' unused PTO that is available for carry over to the next year.

* An element to hold residual PTO, that is, unused PTO not available for carry over under plan
rules.

The Carried Over and Residual elements have input values that automatically receive entries
when you run the PTO Carry Over process:

* Hours or Days (depending on the plan's units)

* Effective Date
* Expiry Date (on the Carry Over element), which is the date by which the employee must use
the carried over time.

Oracle HRMS automatically links these elements using the same link criteria that you created
for the absence element associated with the plan. If you change the links for the absence
element, you should also update the links for the three plan elements.

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You enroll an employee in an accrual plan by assigning the accrual plan element to the
employee. You can only enroll employees who are eligible for the plan (that is, their
assignments match the element's links).

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Batch Element Entry (BEE) and the Absence Detail window are the methods by which you can
enter absences or accrued time taken for employees.

You can also use OTL timecards to enter absence entries.

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You can navigate to View > Employee > Accruals window to see, at any time, how much time an
employee has accrued and used under an accrual plan. You cannot change the amount accrued
using this window. The gross accrual is calculated by a formula that may, for example, vary the
accrual according to length of service, grade, overtime or other factors.

2
  
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If your Accrual Plan allows for carry over of unused accrued time then, once each year (or other
plan term), an employee's balance of unused accrued time must be cleared down for the new
plan term. You run the PTO CarryOver process to clear down these balances and record both
unused time available for carryover, and residual time unavailable for carryover. If you are
granting PTO based on anniversary date then the PTO carryover process should be run on a
nightly basis to capture all of the Anniversary Dates of Employees.

Note: Some accrual plans are based on a rolling plan term. The CarryOver Process is not
relevant to this type of plan.

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Residual Time is the difference between accrual balance and the max carryover amount.
Residual time is optional.

37


 


 
 

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No, you do not need to have Oracle Payroll in order to use Accrual Plans. A fully licenced
installation of Oracle Human Resources is required. The accruals are not triggered off of the
processing of any payroll process. Accruals are triggered by dates and date ranges defined in
your plan

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Update the effective date on the employee's Absence Detail form. Navigation: People> Enter &
Maintain> Others> Absence. Add the date of absence information and save the data.

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Yes, fastformulas may be used in an HR only instance. Yet the formulas are not processed the
same as they are in the Payroll application. You can use Oracle FastFormula to edit the seeded
Accrual type formulas, or to write your own. Each accrual plan needs two formulas: one to
calculate gross accrual, and the other to return information to the PTO Carry Over process. You
can optionally create a third formula if you want to use the Batch Element Entry (BEE) to make
absence entries against accrual plans. This formula is called by BEE to check whether an
employee is eligible to use accrued PTO.

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1)How many Key Flexfields are there in the HRMS Suite and what are they?
2) Which Key Flexfields are required for setup prior to configuration and use of the
application?
3) Which Descriptive Flexfields are required for setup prior to configuration and use of the
application?
4) What are value sets and are these required?
5) Can you control which values are entered on any segment?
6) Is there anything you have to do after you have completed setup and configuration of all
your flexfields?
7) Should you check 'Allow Dynamic Inserts' on all HRMS flexfields?
8) After you have configured the structure, segments, value sets, etc, what should you do next
to validate the flexfield structure?
9) Entering Assignment form gives error:
APP-FND-00668: The data that defines the flexfield on this field may be inconsistent.
Action: FDFRKS could not find the structure definition for the flexfield specified by
Application = &APPL, Code = GRP and Structure number = 101 (APPID=801)
10) How do you know which descriptive flexfields are available on any form?
11) Can the same flexfield structure have a different set of segments?
12) Which table holds the data for each Key Flexfield structure?
13) Why aren't any of the key or descriptive flexfield windows opening when you click on
them?
14) Is there a profile option or functionality to temporarily turn off flexfield validation?
15) You have defined your Job Key Flexfield structure and segments. When you
navigate to Assignment form, the Job field has no list of values.

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There are 6 Key Flexfields in HRMS application. They are:

A. Job
B. Position
C. Grade
D. People Group
E. Cost Allocation
F. Personal Analysis

2) All Key Flexfields are required for setup.

3) No Descriptive Flexfields are required for setup.

4) Value Sets are a way to define a set of values which can be used to validate
against segments of your flexfields. Value Sets can be shared by different
segments of the same flexfield, or by segments of any other flexfield. You do
not need to use value sets for validation. If no value sets are used, then
users can enter any alphanumeric value up to 150 characters.

5) Yes. You can define cross validation rules in your value sets to control
which combinations of values that can be selected or entered.

6) Yes. After you have completed the definition of a key flexfield, you need
to run the Create Key Flexfield Database Items process concurrent process to
generate Database Items for the individual segments of the Flexfield. This
applies to your Job, Position, Grade and People Group Key Flexfields only. As
with any concurrent process, this is run under the navigation of Process and
Reports > Submit Processes and Reports.

7) Yes. If this is not checked, you will not be able to enter new records in the respective flexfield
windows.

8) You should freeze and compile the flexfield. Check your compilation request under View >
My Requests to ensure the compilation completed without error.

9) This error occurs because at least one segment hasn't been defined for the People Group
flexfield. You will need to define at least one segment. If you do not need this 'dummy'
segment, you can define the segment as 'Enabled' but leave 'Displayed' unchecked.

10) Enter into any HR form. From the menu, select Help > Diagnostics > Examine.
For the Block field, click the list of values (LOV) and select value
$DESCRIPTIVE_FLEXFIELD$. Now click on the LOV for the Field field. In this
LOV, you will see all descriptive flexfields available on the form. Upon clicking
any value here, this will populate the Value field with the full name of the
descriptive flexfield.

11) Yes. These are context-sensitve segments. These appear only when a defined context
exists. This can manually be where the user selects the context. Or it can be automatic by
referencing another segment and its value.

12) The following are the flexfield/table relationships:

Flexfield: Table:
Job PER_JOB_DEFINITIONS
Position PER_POSITION_DEFINITIONS
Grade PER_GRADE_DEFINITIONS
People Group PAY_PEOPLE_GROUPS
Cost Allocation PAY_COST_ALLOCATION_KEYFLEX
Personal Analysis PER_ANALYSIS_CRITERIA
13) Make sure the following profile options in System Administrator are set to Yes at the Site
level:

Flexfields:Open Descr Window

Flexfields:Open Key Window

14) No. There is no functionality to flag validation one way or another.

15) You need to create the Job flexfield data on the Job form.
Navigation: US HR Manager > Work Structures > Job > Description

After this has been defined, you should now see data from Job field list of values on
Assignment form. The same is applicable for Position and Grade on their respective forms. Out
of all flexfields on Assignment form, the People Group flexfield you can create your records
without having to go to a separate form.