ABSENCE MANAGEMENT

Oracle Fusion Absence Management is a configurable and flexible global solution that enables organizations to
manage absences of their workforce. The framework provides ability to define both complex and diverse absence
plans. It integrates with the Oracle Fusion Global Payroll and Oracle Fusion Time and Labor products. There are
dedicated work areas for the roles of Administrator and Employees. Simplified user interface is provided for
employees’ absence data entry.

ABSENCE MANAGEMENT SETUP FRAMEWORK

Oracle Fusion Absence Management provides the framework to easily set up occupational sick plans, occupational
maternity plans, and vacation plans, as well as accrual, qualification, and non-balance type plans. You can specify
accrual calculation rules using the matrix method or Oracle Fusion Fast Formulas. Create and attach eligibility
profiles to govern employees’ participation in the plans.

CONFIGURABLE APPROVAL MANAGEMENT

While defining each absence type, you can configure approvals differently for the roles of employee, line manager,
and administrator.

ROLE-BASED WORK AREAS FOR ABSENCE MANAGEMENT

Workers can enter absence time in the simplified calendar. To ease data entry, the calendar renders according to
the type of absence being scheduled and shows all scheduled absences. Analytics present summary information.
Workers can also enter absence time in the Time work area, where they can search for, view, and update absences,
and view balances.

Human resources specialists and absence administrators can use the People Management work area to review and
update employee plan enrollment, balances, adjustments, and accrual calculations. HR Specialists and
administrators can also use the Absence Administration work area to maintain absence types, plans, reasons,
certifications, categories, repeating periods, and eligibility profiles, and to schedule and monitor absence processes.

BENEFITS

Oracle Fusion Benefits is a complete, configurable and flexible global solution that enables organizations to
successfully evolve and adapt to the unique requirements of their workforce. Use Oracle Fusion Benefits to create
appropriate benefits solutions, from simple plans for the entire workforce to highly complex plans that selectively
provide different segments of the workforce with specific benefit packages. The delivered self-service enrollment
presents participants with an intuitive process that guides them through eligible benefit elections with helpful
contextual information and embedded analytics.

PLAN CONFIGURATION COPY

You can export a program, a plan not in program, or an eligibility profile from one environment and then import
it into other environments and to the same or different enterprises in the same environment. You can create plan
objects during the import, including adding prefixes, suffixes, or both to object names, or reuse objects that exist
in both the source and destination environments. You can also map third-party objects, such as HR and payroll
objects, between environments.

After the import completes, you can review the imported plan configuration using a graph to visually identify any
discrepancies between the number of source and destination objects. Click the relevant bar to view details about
the source and destination objects and identify which source objects were imported.

Access the Export Plan Configuration and Import Plan Configuration tasks in the Setup and Maintenance or Plan
Configuration work area.

FLEX CREDITS

The concept of flex credits and cafeteria-style selection of benefit offerings is fundamental to the United States’
ERISA Section 125 provision, making employer-allocated monetary funds available for workers to use towards the
purchase of specific benefits is common world-wide.

Oracle Fusion Benefits now enables benefit administrators to configure and administer flex credits for their
enterprise. Administrators can configure flex credit pools at the program level, plan-in-program level, and option-
in-plan-in-program level. When participants enroll in the benefit offering associated with a pool, they can spend
the calculated credits provided by that pool towards purchase of benefit choices that were configured as spending
options. Credits that remain after enrollment are disbursed as cash, transferred to any configured rollover plans, or
forfeited depending on the configuration.

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A guided process in the Plan Configuration work area enables administrators to create the flex credit plan and
configure the following aspects:

• Select plan years and attach programs.

• Create rates to store the total flex credit value offered to the participant and the excess credit amount.
• Configure the method to calculate the credit value.
• Add rates of spending options that must deduct from the credit pool on enrollment.
• Define rules to handle treatment of excess credits after enrollment.

Participants can choose higher coverage and more expensive plans than what the flex credits program covers; they
can pay for the remaining costs themselves depending on the configuration of the flex credit plan.

Existing tasks have been updated with the following functionality to support the flex credit configuration:

• Administrators can indicate a standard rate as a rollover rate that accepts flex credits.
• A flex credits ledger is now available on the Enrollment Results page.
• On the Create or Edit Program page, administrators can now indicate that a program belongs to the flex-
credits type or flex-credits-plus-core type.
• On the Create or Edit Plan Type page, administrators can configure a plan type for flex credits usage.
• On the Edit Benefits page, participants can view the flex credit usage summary on each guided process
step during enrollment.
• On the Benefits Overview page, participants can view a summary of provided credits, used credits, rolled
over credits, credits received as cash, and forfeited credits.

When a participant enrolls in a benefit offering that has flex credit calculations and benefit pool defined, the total
credit value is transferred to payroll through a single element and input value. The deduction elements also transfer
separately to Oracle Fusion Global Payroll. Oracle Fusion Global Payroll considers the total credits to increase
gross earnings, and then decrease earnings by any pretax deduction elements.

NEW REMINDER MESSAGES ON SELF-SERVICE ENROLLMENT

Using the Manage Self Service Configuration task in the Plan Configuration work area, you can now indicate
whether to display two new warnings:

• Indicate whether to warn participants after they click the Change Benefit Elections button, to first verify
that their contact records are accurate before starting enrollment as they cannot add new contacts after
they start.
• Indicate whether to warn participants to select dependent or beneficiaries for designation before moving
to the next step in the guided flow. For plans that are configured to offer dependent or beneficiary
designations and specify a minimum designation, the warning directs participants to select an offering and
then scroll down to the designation section.

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INTEGRATED MICROSOFT EXCEL WORKBOOK FOR VARIABLE RATE DATA
UPLOAD AND ASSOCIATION TO STANDARD RATES
Now you can create variable rates by defining variable rate profiles and associating them with standard rates using
the integrated Microsoft Excel workbook. Using this single integrated workbook, you can create and upload
multiple variable rate profiles, associate uploaded and existing profiles with existing standard rates, and upload the
standard rate changes into the application database.
To generate the workbook, use the Manage Benefit Rates task in the Plan Configuration work area. In the Variable
Rate Profiles tab search results, click Prepare in Workbook.

DUPLICATE STANDARD RATES

You can now duplicate existing standard rates so that additional legal employers can use them. You can also elect
to copy the variable rates associated with the standard rate, as well as their child objects, such as variable rate
profiles and formulas. Access this new feature using the Manage Standard Rates task in the Plan Configuration
work area.

COMPENSATION

Oracle Fusion Compensation enables your organization to plan, allocate, and communicate compensation using
the most complete solution in the market. Make better business decisions using embedded analytics and a total
compensation view of workers, regardless of geographic location or pay package components.

DELIVERED ELIGIBLE SALARY PRORATION FAST FORMULA

You can use five predefined formulas to configure eligible salary for workforce compensation components. Copy
and create your own version of the formula to calculate the default eligible salary using one of the following
methods:

• Daily average
• Month end average
• Daily average with a 90-day minimum
• Daily average that considers full-time equivalent for part-time workers
• Daily average for specific job codes

The formulas are available from the Manage Fast Formula page and are of the Compensation Default and
Override type. Search for CMP_ELIGIBLE_SALARY_PRORATION% to view all five.

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ENHANCED WORKFORCE COMPENSATION APPROVAL ANALYTICS

The analytics available on the approve tab type are enhanced. You can now export data to Microsoft Excel, detach
the table, freeze columns, and filter the results. A new setup task is available in the Workforce Compensation plan
setup area where you configure the filters you want to use to filter report results. You can also view worker details
from the analytics. Wherever there is a count of workers displayed, you can drill into the number to view the
details of the workers who make up that count.

The Allocation Statistics, Salary Statistics (previously known as Salary Range Analysis), Target Analysis, and
Performance subtabs now have their own set of second-level subtabs that can be enabled to display additional
analysis. Analysis by country, performance ratings, various salary metrics, worker potential, and risk of loss are
now available to help managers with their approval decisions.

The Configure Worksheet Display task for the approve tab type is also enhanced to support configurability of
these new second-level subtabs.

ENHANCED WORKFORCE COMPENSATION PROMOTION ANALYTICS

The analytics available on the promote tab type are enhanced to be more robust and provide better promotion
calibration assistance. You can now export data to Microsoft Excel, detach the table, and show more or fewer
rows.

Rather than displaying a simple table and graph of workers promoted, you can now enable up to 10 subtabs that
group promotions in the following ways.

• By team
• By country
• By business unit
• By department
• By proposed job
• By years in job
• By performance management rating
• By compensation performance rating
• By custom text column 1

Organization averages by manager’s team, department, business unit, and enterprise.

The Configure Worksheet Display task for the promote tab type is also enhanced to support configurability of
these new subtabs.

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WORKFORCE COMPENSATION ACTION HISTORY INCLUDES INFORMATION
REQUESTED

Now when a higher manager requests information from a lower manager, the lower manager’s action history
includes the information request record along with the comments from the higher manager. Previously, no record
was shown in the lower manager’s action history when information was requested.

VIEW PLACEHOLDER MANAGERS IN WORKSHEET TREE VIEW

When viewing the worksheet as a hierarchy, place holder managers are now included in the hierarchy and their
relevant data is also displayed. Placeholder managers are managers not eligible for compensation but who have
workers under them who are eligible. Previously, placeholder managers displayed in hierarchy view could not be
expanded to view the workers under them.

CONFIGURE WORKFORCE COMPENSATION WORKSHEET DEFAULT CURRENCY

When setting up a workforce compensation plan, you can now configure the default currency display. The default
currency can be worker local currency, corporate currency or manager preferred currency. The default currency is
effective when managers first access their worksheets. If a manager changes the currency display, the manager
selected currency will persist across sessions. Previously, the default currency display was corporate currency.

PROCESS WORKERS WITHOUT PAYROLLS OR POSITIONS WITHOUT WARNING

When a person does not have a payroll or a position, the Transfer Data to HR process and the process to add a
single person to a started cycle no longer issues warnings. Previously, warnings were issued when workers
processed did not have payrolls or positions.

MAP PAYROLL ELEMENTS TO MORE WORKSHEET COLUMNS

You can now map payroll elements to the following worksheet columns: percentage of eligible salary, target
amount and percentage, target minimum amount and percentage, target maximum amount and percentage, and
worker budget amount and percentage. This allows you to post amounts to element entries for more columns
when running the Transfer Data to HR process. Previously, you could only map elements to compensation
amount columns.

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RECEIVE CONFIRMATION AFTER TAKING ACTION FROM WORKFORCE
COMPENSATION NOTIFICATIONS

When you approve, reject or take other actions from a notification, you will now receive a confirmation
notification so you know the action completed successfully. Previously no confirmation message was provided.

GIVE ALTERNATE WORKFORCE COMPENSATION APPROVERS WORKSHEET

ACCESS

Alternate approvers can now access the worksheet of the manager whose worksheet they are approving.
Previously, alternate approvers had to be compensation managers or line managers with the correct security profile
to access the worksheets of the managers they need to approve.

VIEW BUDGET POOL DETAILS IN ACTION HISTORY

When publishing or withdrawing a budget, the budget pool name, cycle name, and budget amount are displayed in
the manager’s action history. Previously, this information was not available in action history so managers had no
context for the budget pool being published or withdrawn.

EXPORT DELIVERED LINE MANAGER REPORTS

Delivered line manager reports can now be exported into a spreadsheet. You can export the table in the compare
groups tab of each report to analyze offline. Previously, reports could not be exported.

VIEW SIMPLIFIED WORKFORCE COMPENSATION NOTIFICATIONS

Delivered notifications are simplified to include only relevant and useful information. All notifications also include
instruction or information text to guide line managers.

PREVIEW MODELS IN FLAT TABLE

The model preview page now displays workers in a flat table and displays additional details as table columns, which
should eliminate performance issues when viewing large hierarchies of workers. You can search the table using
query by example and filter by various views such as all workers, workers with values, or workers with blanks.
Previously, workers were displayed in a hierarchy and it was not possible to search the table.

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MANAGE USER-DEFINED TABLES FROM COMPENSATION WORK AREA

You can now access the Manage User-Defined Tables page from the Compensation work area. Previously, there
was no quick access to this page from the Compensation work area.

CHANGE NAMES OF BUDGETING, COMPENSATION AND MODELING PAGES

From the Configure Global Settings page, you can now configure the pages and names managers can see while
managing their compensation plans. You can change the name of the budget sheet, worksheet, modeling and
reporting pages as well as the corresponding task pane entries. You can hide any of these pages and entries from
the task pane. For example, if you do not use budgeting, you can hide the Budget Pools link from the task pane
and all budgeting pages. You can also set the number of objects to display under each entry in the task pane.
Previously, you could not change the names of or hide any pages or task pane entries.

HIDE BUDGET POOLS AND PAGES FROM MANAGERS

When configuring a budget pool, you can now choose to hide the pool from managers only. This allows the HR
department to manage budgets without giving access to managers. When you hide a pool from managers,
compensation managers can still access the pool from the budget overview page when acting as proxy. You can
create a global model and adjust budgets for hidden pools. Previously, you could not hide budget pools from
managers while still making them available to professional users.

THIRD-PARTY RECRUITMENT INTEGRATION WITH INDIVIDUAL COMPENSATION

PLANS AND BASE PAY

You can use the new Map Third-Party Plans task in the Compensation work area to map third-party recruitment
compensation plans and components to individual compensation plans and options in Oracle Fusion
Compensation.

When you convert pending workers to new hires or contingent workers in Oracle Fusion applications,
compensation promised to the pending workers is automatically given to the new hires or contingent workers for
the mapped compensation plans.

The Manage Salary action is now available in the Person Management work area to manage the base pay of
pending workers.

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MANAGE COMPENSATION SURVEYS

You can import compensation survey data, such as survey supplier, survey jobs, survey job structures, and
compensation survey data, from flat file reports that you obtain from third-party data suppliers. Use this data to
map your internal jobs to survey jobs so that you can analyze your compensation against that of various markets.

GLOBAL HUMAN RESOURCES

The Oracle Fusion Global Human Resources solution 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.

NEW PERSON WORK AREA CHANGES

The New Person work area has been enhanced to include a new tab, Selected Candidates. For customers using the
Oracle Taleo Recruiting Cloud Service, this tab lists the Taleo candidates who have accepted the job offer. You
can select a candidate from the list, view details of the candidate, and initiate the process to add the candidate as a
pending worker in Oracle Fusion HCM.

ADD PENDING WORKER FLOW CHANGES

The Add Pending Worker flow now includes the following additional information:

• Citizenship and visa information

• Payroll and compensation information
• Person Profile details containing talent information imported from Oracle Taleo Recruiting Cloud Service
such as degrees, competencies, and licenses

INTERACTIVE CONVERT PENDING WORKER PROCESS

You can now convert a pending worker to an employee or a contingent worker through an interactive process.

When you select a pending worker in the New Workers to Process work area and click the Convert button, the
hire record for the pending worker is populated with details from the pending worker record. You can review,
correct, and add additional pending worker details including Person Information, Employment Information, Work
Schedule, Salary, Roles, and Approvals. However, you cannot change the proposed worker type (employee or
contingent worker).

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MASS ASSIGNMENT CHANGE

In the Mass Updates work area, the existing Mass Transfer guided flow has been enhanced to a generic Mass
Assignment Change guided flow.

More actions and attributes are available to facilitate an assignment update for multiple people at one time. The
action and action reason can be changed for each assignment individually to handle exceptions.

The maximum number of assignments you can include at one time has been extended to 500.

You can now navigate to a completed Mass Assignment Change in read-only mode for audit.

For ease of use, the population search and the error handling features have been improved and the mass updates
search results are populated out of the box with the most recent mass updates of the current user.

ABSENCE MANAGEMENT ENHANCEMENTS

The absence management functionality has been enhanced and extended providing a highly configurable and
flexible rules-based solution. For more information, refer to the features that are covered under Oracle Fusion
Absence Management.

ORACLE FUSION HCM – ORACLE TALEO RECRUITING CLOUD SERVICE

INTEGRATION

The integration consists of the following components:

• Outbound Flow from Oracle Fusion HCM to Oracle Taleo Recruiting Cloud Service (Export of
Foundation Data)

Candidate selection, hiring, and onboarding are part of the same process flow in any industry. The
integration between Oracle Taleo Recruiting Cloud Service and Oracle Fusion HCM facilitates this same
seamless flow of the process from recruitment to hire. Creation of job requisitions in Oracle Taleo
Recruiting Cloud Service requires Oracle Fusion workforce structures and user data. The following
objects are sent to Oracle Taleo Recruiting Cloud Service for the purpose of job requisition creation:

o Departments
o Jobs (Job Field in Taleo)
o Positions
o Grades (Large User Data Selection (LUDS) in Taleo)
o Users
o Locations
o Business Units (Organizations in Taleo)
o Legal Employer (LUDS in Taleo)
o Employee

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• Inbound Flow From Oracle Taleo Recruiting Cloud Service to Oracle Fusion HCM (Import of Candidate
Data)

Once the candidate has been selected in Oracle Taleo Recruiting Cloud Service, the candidate data is
transferred to Oracle Fusion HCM for an employee record to be created. The candidate data received
from Oracle Taleo Recruiting Cloud Service also includes compensation and talent related data.

All the candidates meeting the following criteria are imported:

o Status is any status mapped to HIRED

o Hire event timestamp is greater than the last run of the New Hire

• Export Candidate Data From Oracle Taleo Recruiting Cloud Service to Oracle Fusion HCM (Inbound)

The following candidate data is imported from Oracle Taleo Recruiting Cloud Service:

o Candidate Details
o Candidate Compensation Details
o Talent Data
 Previous Employment History
 Previous Education History
 Skills

• Requisition Data Import From Oracle Taleo Recruiting Cloud Service to Oracle Fusion HCM

As part of the Oracle Taleo Recruiting Cloud Service integration, all requisitions created in Oracle Taleo
Recruiting Cloud Service are imported to Fusion HCM. A new data object has been created in Fusion to
store the requisition data.

The following Requisition attributes are captured from Oracle Taleo Recruiting Cloud Service:

o Requisition Number
o Requisition Title
o Requisition Status
o Hiring Manager
o Target Start Date
o Employee Status
o Job Schedule
o Justification
o Total Number of Open Positions
o Job Code / Job ID
o Organization Code
o Primary Location Code/Id
o Number of Hired

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 o Number of Available Positions (This would be derived from number of open positions –
number of hired)

NEW ROLE AND APPROVAL DELEGATION PROCESS

You can now delegate roles and approval responsibilities to a proxy user either during a limited absence or to share
specific duties indefinitely. During the delegation period, the proxy user can perform the duties of the delegated
role on the relevant data set. For example, you may have a line manager role that enables you to manage
absence records for your reports. If you delegate that role, then the proxy user can also manage the absence
records of your reports. You do not lose the role or your data-set access while the role is delegated.

To enable roles to be delegated, several modifications have been made in the following areas of Oracle Fusion
HCM:

• Manage Data Role and Security Profiles task. The Assign action has been replaced with an Edit action.
The new action allows you to edit all pages of an existing role, including abstract roles, for which the Role
Detail page was previously hidden. A new Delegation Allowed checkbox on this page controls whether
the role can be delegated. A new description field is also added so that you can describe the purpose of
the role.

While it is possible for any role to be configured with delegation allowed, you are recommended not to
enable delegation for the Employee or Contingent Worker abstract or customized roles. Delegating these
roles would make personally identifiable information (PII) available to the proxy user, which should be
avoided.

• Manage Person Security Profile task. When securing person records by Manager Hierarchy, you can now
select a Hierarchy Content option. This option allows you to specify how access to a manager’s hierarchy
is delegated.
• Manage HCM Role Provisioning Rules task. You can now search for roles with delegation enabled.
When adding roles to a role mapping, you can see whether delegation is enabled for those roles and
review their descriptions.
• Manage User Account task. This user interface has been modified to support self-service delegation
activities. Two new delegation sections now appear on this page for the logged-in user. In addition, all
sections are now collapsible for easier reading and reduced scrolling.

In the new Roles Delegated to Me section, a proxy user can see roles that are delegated to him or her and
for how long. The proxy user can delete a role from this section if appropriate.
The new Roles and Approvals Delegated to Others section has two tabs, one for Roles Delegated to
Others and one for Approvals Delegated to Others. Delegated roles and delegated approvals are
completely independent of each other. You can delegate roles without also delegating approvals, and vice
versa.
o On the Roles Delegated to Others tab, you can add and edit delegation rows. In each row, you
search for a role that you want to delegate, and the search returns requestable roles that are
enabled for delegation. You define the delegation period for the selected role and select the

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 proxy user. The proxy user can be anyone accessible to the delegator by means of a public
person security profile.
o On the Approvals Delegated to Others tab, you can add or edit an approval rule for delegation.
You can add a rule name, start and end dates, and an approval category. The category is a new
grouping of approval tasks specifically for the delegation feature. Also, you search for the proxy
user to whom approvals in the selected category will be delegated.
• When you save your Manage User Account changes, role requests are created and appear in the existing
role request sections. Delegation of approval rules modifies approval rules directly in Oracle BPM
Worklist.

Internal service integration with File-Based Loader creates roles enabled for delegation.

To process future-dated role-delegation requests, you are recommended to schedule the process Send Pending
LDAP Requests to run daily.

DELETION OF SECURITY PROFILES WHEN BULK LOADING WITH FILE-BASED

LOADER IS PREVENTED

A new business validation rule is introduced to prevent the deletion of security profiles at the service level. Users
cannot delete security profiles in the security profiles user interface. However, it is possible for users of File-Based
Loader to delete security profiles via service view objects. To prevent deletion by this route, an error message is
generated if deletion of security profiles is attempted when using File-Based Loader.

EXPANSION OF ORACLE FUSION HCM MIGRATION SERVICES

A migration service has been added in this release to capture data role information.

SYNCHRONIZING ORACLE FUSION HCM PERSONAL DATA WITH LDAP FOR

MULTIPLE USERS

A new scheduled process, Send Personal Data to LDAP for Multiple Users, is provided in this release. This
process runs for all changed or active HCM-only enterprise users. Party users are excluded from this process. If
changes occur in Oracle Fusion HCM person attributes, then a request is created to update the LDAP user
account with the new details.

You can run Send Personal Data to LDAP for Multiple Users for:

• All Users. The process runs irrespective of personal-data attribute changes. This option creates an LDAP
request for all users.
• Changed Users Only. The process identifies users whose personal data has changed and sends only the
changes to LDAP.

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This process is recommended:

• After a bulk upload of person records is completed, when the latest manager hierarchy is not yet in
LDAP.
• In general, to ensure that person data is synchronized between Oracle Fusion HCM and Oracle Identity
Management.

CREATE USER: INTERFACE IMPROVEMENTS

To improve the user-creation process, the Create User interface now has a Save and Create Another action. You
no longer have to return to the Manage Users page to select the Create User action again when creating additional
users.

• New ESS Programs to Export Oracle Fusion HCM Data to Oracle Taleo Recruiting Cloud Service

Two new ESS programs have been included in Oracle Fusion HCM, which would support all the exports
from Oracle Fusion HCM to Oracle Taleo Recruiting Cloud Service. One program allows you to export all
active data at the start of the integration, and second program allows you to export the net changes at a regular
frequency defined by you.

• New ESS Program to Import Taleo Data to Fusion HCM

A new ESS program, Import Taleo Recruiting Data, has been delivered in Oracle Fusion HCM, which
supports all import from Oracle Taleo Recruiting Cloud Service to Oracle Fusion HCM.

• Creation of Pending Worker

Once the candidate has been selected in Oracle Taleo Recruiting Cloud Service and the new candidate data
has been moved to Oracle Fusion HCM, the data is prepopulated in the Pending Worker page. It is then
reviewed by the Line Manager or HR Specialist. Once the data has been reviewed and verified, the pending
worker transaction is sent for approval. Once approved, the pending worker would be converted to an
employee (or contingent worker, depending on the type of worker that is imported).

MANAGE PERSON NAME STYLES

A new setup task, Manage Person Name Styles, has been added to manage the person name styles for different
countries.

A name style defines by country, the name attributes that are displayed, the label for the attributes, the order of
attributes, required and optional attributes, and whether the attributes are supported by a list of values.

You can use the Manage Person Name Styles task to create new name styles for countries that do not have
predefined name styles delivered by Oracle. For name styles that are delivered by Oracle, you can add additional
name attributes, change the order and the labels of attributes, define whether an attribute is supported by a list of

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values, set attributes as required, and identify whether the local name is required. You can also copy existing name
styles.

PORTRAIT EMPLOYMENT CARD

The Cost Allocation Key Flexfield has been added to the Portrait Employment card and is hidden by default. You
can use the Page Composer to set the attributes of the flexfield to display.

The Contract End Date and Full Time Equivalence (FTE) field has been added to the Employment card.

PRIMARY CONTACT FLAG

The primary contact flag has been added to the pages where a contact is maintained and is hidden by default. You
can use the Page Composer to set the attribute to display.

ENHANCED CONTROL OVER PORTRAIT CARD DISPLAY

The Edit Public Settings setup task has been enhanced to allow more control over the display of portrait cards.

Administrators can now:

• Select the portrait cards to be displayed on people’s portraits based on the business requirements of the
enterprise and the products that they are implementing.
• Change the sort order of the portrait cards so that more relevant cards are displayed first in the portrait
icon carousel.
• Select which portrait card is displayed by default when a portrait is open.

VACANCIES AND REQUISITIONS IN ORGANIZATION CHART

Line Managers and Human Resources Specialists can now enter and view vacancies from the organization chart.
For those customers using Oracle Taleo Recruiting Cloud Service and Oracle Fusion HCM, any Oracle Taleo
Recruiting Cloud Service requisition imported to Oracle Fusion HCM will be displayed in the organization chart.

Line Managers now have a complete view of their organization, including current employees, contingent workers,
vacancies, and requisitions.

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ENTERPRISE STRUCTURE CONFIGURATOR DYNAMIC HIERARCHY VIEWER
In this release, you will be able to view a dynamic, graphical representation of your enterprise structure hierarchy,
which is created automatically by the enterprise structure configuration process.

ENHANCEMENTS TO EMPLOYMENT PROCESSES WITH THREE-TIER MODEL

You can now promote, transfer, change working hours, change location, and change manager within a three-tier
employment model. Before this enhancement, if the selected assignment was part of a one-to-many relationship
(contains both employment terms and assignment) an error message was displayed.

With this release, you can initiate the transaction and change the attributes related to the
selected assignment.

ENHANCEMENT TO DEFAULT THE LINE MANAGER ON THE ASSIGNMENT

When a new assignment is created, and there is no Line Manager in the assignment record, the manager is now
defaulted from the Department (Department Manager field).

When the assignment is updated, if the Line Manager on the assignment is different from the Line Manager on the
Department, a warning message is displayed, and the user has the option to select the Department Manager.

If the person whose assignment is being created or updated is the manager of the department, there is the option
to default the manager of the parent department in a department tree. The department tree to be used must be
entered in the Department Tree for Manager Defaulting profile option.

COMPLETE SPREADSHEET DATA LOADING AND ERROR CORRECTION ENTIRELY

IN THE SPREADSHEET

In this release, you can complete all operations from the spreadsheet itself. In summary, the new navigation flow is
as follows:

• Open the Data Exchange work area.

• Select and download the spreadsheet for the data object that you want to load.
• Enter data in the spreadsheet and click the Upload button. This action loads the data to the data-loader
staging table and begins the process of transferring the data to the Oracle Fusion application tables.
• Click Refresh in the spreadsheet to view the progress of the load and view any failed rows. Error
messages are written to the original spreadsheet.
• Update data in any error rows and click Upload again.

This new process delivers a greatly simplified user interface while still supporting analysis of data loads through the
existing Data Exchange user interface, if required.

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SPREADSHEET COLUMN BANDING

Two-color banding is now used to identify columns that are functionally related. For example, in the Create
Worker spreadsheet, all address columns have the same background color. Similarly, all columns for a particular
flexfield have the same background color.

DYNAMIC DESCRIPTIVE FLEXFIELD SUPPORT IN SPREADSHEETS

In this release, spreadsheets have been enhanced to support context-sensitive descriptive flexfield data, including
providing context-sensitive column names. For example, if you are uploading data using the Create Worker
spreadsheet, click Configure Flexfield in the spreadsheet to select the context for each of the flexfields supported.
The spreadsheet automatically renames the flexfield columns based on the contexts you select.

DISPLAY DEPARTMENT EXTENDED FLEXFIELDS (EFFS) IN PORTRAIT

Customers can enable Department EFF contexts to be displayed on the Employment Card in the Portrait.

This setup uses the Pages functionality in the Edit Extensible Flexfield (Organization Information EFF) user
interface to define which contexts to include in the Employment Card.

USING NEW TERMINOLOGY TO MAKE EXTRACT TERMS USER FRIENDLY

With this release, new business-user friendly terminology is being introduced for some of the extract components.
For example, block is now data group, data element is now attribute, and block link is now data group connection.
These improvements enable you to more easily understand the extract components you need to use.

MANAGING EXTRACTS USING LOGICAL STEPS IN NEW SIMPLIFIED INTERFACE

Use the new simplified user interface to manage extracts using the following steps:

• Define: Create the extract name and its parameters.

• Design: Design the extract structure using data groups (blocks), records, attributes (data elements), data
group connections (block links), and filter criteria. Easily manage and validate data group and attribute
connections.
• Deliver: Define the delivery options.
• Validate: Export the XML schema definition file to use when you define BI Publisher template and
report, and compile the fast formula asynchronously.

17
The simplified user interface logically groups the various stages of the extract definition to help you move through
the definition in a guided manner.

The previous desktop user interface still exists and you can create or maintain an extract using either user interface.
Whether you create an extract using the desktop user interface or the simplified user interface, you can manage
that extract in either interface. You have the ability to switch between the simplified and the desktop user interface
without the need to migrate data or perform any additional steps. Using the simplified user interface too, you can
manually create data group (block), record, attributes (data elements).

You can use the simplified user interface for simple to medium complexity extracts, and use the desktop user
interface for any type of complexity.

LINKING LOOKUPS TO PARAMETERS MORE EASILY WHILE CREATING EXTRACTS

You can now link lookups to parameters when you create an extract. You no longer have to access separate pages
and steps to link lookups to parameters.

Earlier you had to make this linkage in the Refine HCM Extracts page while now this step can be performed in the
extracts page itself.

QUICKLY FIND DATABASE ITEMS (DBIS) IN A HIERARCHY

You can find key DBIs quickly using the Oracle Fusion HCM Data Objects tree. It displays the key DBIs based
on the selected extract type and organizes them into a hierarchy for easy viewing and searching. DBIs are grouped
into folders such as Worker, Person, Contacts, and Assignment. This makes it easier for you to identify or select
the required DBI.

Access and search for DBIs that are not available in the Oracle Fusion HCM Data Objects hierarchy using the
Extracts Attributes section.

CREATING EXTRACTS USING DRAG AND DROP SYSTEM

The new, simplified Extracts user interface allows for a bottom-up approach, rather than a top-down approach.
You can drag and drop DBIs from the Oracle Fusion HCM Data Objects tree to the extract definition to
automatically create the necessary data group, record and data group connection.

The application automatically connects DBIs that commonly exist in both data groups. You can review these
connections that are created automatically and make changes, if required.

If you require additional DBIs that are not listed in the hierarchy, double-click on the record and search in the
Extract Attributes section. After identifying the required DBIs, you can proceed to design the remaining structure
of the extract.

18
COMPILING FAST FORMULA ASYNCHRONOUSLY

You can now generate and compile fast formulas while performing other tasks at the same time. Previously you
could not perform other actions while the formula was compiling.

GROUPING RELEVANT FIELDS TOGETHER

You can view the fields that are relevant to your needs by navigating to the relevant category. You can use the
basic category for all mandatory or frequently used fields and use the advanced category for all non-mandatory or
non-frequently used fields.

MANAGING EXTRACTS USING NEW LANDING PAGE

You can use the new landing page to view search results in a more visual format, rather than the traditional table
representation. You can access more information with additional details and links, and preview the extract
hierarchy without navigating away from the page.

GENERATING DBIS FOR CUSTOMER DEFINED FLEXFIELDS

Using a new predefined process, Generate Database Items, you can now generate DBIs for customer defined
flexfields that produces both single and multi-row flexfield-based DBIs.

USING NEW MODES FOR CHANGES-ONLY EXTRACT RUNS

You can use the Changes Only option to generate the following changed values in an extract:

• changed values only (ATTRIB mode)

• changed values and its previous values (ATTRIB_OLD mode)
• changed values and previous values and any parent data group details (BLOCK_OLD mode)

SCHEDULING EXTRACTS RECURSIVELY

With this release, you can now set up recursive scheduling and eliminate the need to manually run tasks on a
regular basis. You can schedule an extract to run on a predefined duration such as daily, weekly, monthly or based
on a fast formula definition. The fast formula should return in a unit of one day, therefore if your requirement is
for an extract to run every 12 hours, then the result from fast formula is 0.5 units.

19
READ ONLY IMPROVEMENTS FOR MANAGE PERSON, MANAGE EMPLOYMENT,
AND CHECKLISTS

If you are using the Human Resource Analyst role, you can now view the following pages as read only:

• Manage Person page. For the Human Resource Analyst role, there were several regions that should have
been read only but were not, or did not display data. For this release, all the regions on the page are view
only and the History button is available for those objects that have effective-dated history. If there is data
to be displayed, it will be displayed as expected.
• Manage Employment and Manage Work Relationship pages. The Human Resource Analyst can now
access these pages in read-only mode. The Worker Work Terms and Assignment View and the Worker
Work Relationship View duties are, by default, assigned to the Human Resource Analyst role.
• Checklists. You can now restrict users to view checklists only and not create or update checklists. This
allows you to view the status of checklists or its tasks without having to worry about the changes that they
may do. The Worker Checklist View duty is assigned, by default, to the Human Resource Analyst role.

ABILITY TO ADD WORKER, LINE MANAGER AS PERFORMERS

Performers can be assigned to tasks either through Areas of Responsibility or individually. This list is now
increased to accommodate the worker and the worker’s line manager (the manager maintained in the worker’s
primary assignment). Worker and line managers can be added as performers to checklist tasks in both the Manage
Checklist Templates and Manage Allocated Checklists pages.

When assigning the checklist tasks, the application automatically determines the worker and line manager details
and assigns the task to them. Tasks are automatically assigned to workers or line managers without having to
manually identify the workers and managers involved.

UNIQUELY IDENTIFY AN ALLOCATED CHECKLIST

With this release, a new Checklist Instance identifies each instance of the checklist uniquely, when the same
checklist name already exists for the category. This assists in identifying checklists uniquely, making updates and
deletes through checklist services, and providing traceability during reporting.

Previously, there were scenarios where a checklist was assigned to a worker multiple times (either manually or
automatically), making it difficult to uniquely identify the assigned checklist.

20
UPDATE PERFORMER WHEN THE TASK IS YET TO BE SUBMITTED

While adding new tasks to an allocated checklist, you can now modify the task performer until you submit the task.
Once the task is submitted, then the performer can be modified using the Reassign action.

UNIFIED NOTIFICATION TO PERFORMER AND OWNER

In previous releases, there were separate notifications being sent to the performer and owner that a task was
assigned to a performer. With this release, there is now one notification sent to the performer, and the owner is
copied on it. This ensures that both the owner and performer view the same notification details, and notes or
comments made on the notification can be viewed by each other.

HANDLE EXCEPTION SCENARIOS WITH INVALID PERFORMERS

Whenever a performer cannot be identified (because the performer could not be derived or performer is invalid,
such as a terminated person, for example), the owner will be defaulted as the performer and a suitable message will
be sent to the owner explaining why the owner was made the performer. It is then up to the owner to assign the
task to a suitable performer.

GLOBAL PAYROLL

Oracle Fusion Global Payroll enables you to successfully complete all tasks within your payroll cycle. These
include entering and reviewing deductions and earnings for workers, using online analysis tools to view the real-
time status of your payroll processes, using the payroll checklist to manage the tasks within your payroll flow,
running payroll reports to further verify your payroll results, and calculating payroll costs.

MOBILE PAYSLIP
You can now view your payroll payment details on a mobile device. This feature provides you with secure access
to summary payroll payment information such as the payment amount and date.
You can also launch and view your full payslip details in a PDF document.

MANAGE PAYMENT METHODS – SUMMARY PAGE

You can now easily manage your payroll payment details to indicate how you want pay distributed. For example, if
you have multiple payment methods such as bank accounts, you can easily swap the order to prioritize payments

21
to a specific account. You can also define the amount or percentage of payroll payments for each of your payment
methods.
Any remaining payroll payments not allocated to a specific bank account will now be automatically allocated to the
personal payment method which you have indicated has the lowest processing order.
You can now delete any payment records that are no longer needed, such as bank accounts that you have closed.

CALCULATE GROSS-UP EARNINGS

When you create an earnings type, such as a bonus, you can now indicate that it pays a specified net amount. Use
this feature if you need to pay people a guaranteed take-home pay, such as a bonus of $1000.

AUTOMATE SUBMISSION OF PAYROLL REPORTS AND PROCESSES

You can now automate the submission of payroll flows, including reports and processes, to be scheduled to run on
a date, recurring frequency, and time span that suits your business practices.
You can easily schedule a flow to run once or on a recurring basis using predefined frequencies such as daily,
weekly, or monthly.

CREATE THIRD PARTIES

You can use a new page to create third parties when you want to process payments to external organizations and
people who aren’t on the payroll such as a third-party pension provider.
You can also use this page to create third-party organizations that are not payees, such as disability organizations.

THIRD-PARTY PAYMENT REGISTER

You can use the Third-Party Payment Register to view the total amounts paid to external organizations and people
who aren’t on the payroll, such as a third-party pension provider. This report displays the third-party payment
details such as payment amount, bank name, account number, and account type.

GENERATE DATABASE ITEMS FOR FLEXFIELDS

You configure HCM flexfields to capture additional information in the application to meet your business
requirements, such as your payroll costing account details or an employee’s shirt size. By enabling you to create
database items for your registered HCM flexfields, you can now use these database items in your formulas and
HCM extract reports.

22
PAYROLL PRODUCT USAGE
You can use the Manage Payroll Product Usage task to select the correct payroll product for each of your
legislations to ensure that payroll-related features, such as element creation, work correctly in your implementation.
This feature replaces the Payroll License action parameter, which was maintained on the Manage Payroll Process
Configuration page.

REAL-TIME REPORTING ON ELEMENT ENTRIES AND WORKER PAYROLL

Oracle Fusion Transactional Business Intelligence provides a new Element Entries subject area. You can use it to
report on employee element entries, such as compensation, benefit, or taxation details for earnings and deductions.
You can also use the new Worker Payroll folder to include the name of the employee’s payroll, such as Weekly
Payroll, on your business intelligence reports.

TRANSFORM FILES INTO BATCH LOADER FORMAT

You can use the Load Batch from File flow to load data from a file using the payroll batch loader. You can create a
formula to define the rules on how to read the source file, and how to transform and convert the data before
mapping it to the Fusion batch objects. You can use this feature when you want to export data, such as time card
entries, from a third-party application and load it into payroll tables. This is especially useful if you want to keep a
formatted file from an existing third-party solution and transform it into the format needed for Oracle Fusion
Global Payroll.
For more details, refer to the technical essay Loading Data using Payroll Batch Loader (doc ID 1590004.1) on My
Oracle Support.

BATCH LOADER SUPPORT FOR ELEMENTS, FORMULAS, USER-DEFINED TABLES,

PAYROLLS, AND COST ALLOCATIONS

The payroll batch loader spreadsheets are a fast way to upload batches of data. You load data into staging tables
using the generic spreadsheet loader then transfer the batch into live HCM tables.

The batch loader now supports the creation, update, and deletion of elements, formulas, and payroll definitions,
and the creation and update of user-defined tables. It also supports the creation and deletion of cost allocation
details for all levels of the costing hierarchy.

You can migrate elements and formulas between environments using the Create Batch for an Object process. For
example, you can download elements and formulas from one environment, such as your test environment, into a
batch using the Create Batch for an Object process. Then you can create a batch in your target environment and

23
copy and paste the lines from your downloaded batch to the new batch. For more details, refer to the technical
essay Loading Data using Payroll Batch Loader (doc ID 1590004.1) on My Oracle Support.

GLOBAL PAYROLL INTERFACE

Oracle Fusion Global Payroll Interface enables HCM customers to capture personal payroll information, such as
earnings and deductions, and pass these details to a third-party payroll provider.

GLOBAL PAYROLL INTERFACE REPORT

A new Global Payroll Interface report extracts the information required by any global payroll provider, such as the
name, address, salary and deductions details of your employees. When you create an extract definition, you can
copy the Global Payroll Interface report, save it under a new name, and modify it as needed before you submit
your changes. Once you submit changes, the application generates a new report using your modified definition.

Payroll coordinators run the Calculate Gross Earnings process to calculate periodic values. This process is a
required step for validating the calculated gross earnings results and updated payroll balances before you run your
Global Payroll Interface report and send that information to a third-party payroll provider.

THIRD-PARTY PAYROLL OUTBOUND INTERFACE – NON-RECURRING ELEMENTS

You can use this new feature to extract non-recurring element data to send to a third-party provider for payroll
processing. A BI Publisher template supporting the ADP Payforce third-party product is provided.

GOAL MANAGEMENT

Using Oracle Fusion Goal Management, you can transform business objectives into goals across various
organization levels, providing a clear line of sight from managers to employees. Business leaders can communicate
high-level initiatives, which managers can translate into goals for their employees.

APPROVAL ENHANCEMENTS

The following new features are available to support approvals and notifications on goals transactions.

Mass Submission and Approvals for Goals

24
Workers can now submit multiple goals for approval in a single submission. Upon submission, the manager
receives a single notification for all submitted goals and can approve or reject them as a group.

After a worker submits one or more goals, both the worker and manager can view pending goals awaiting
approval. Goals that have been rejected are also available for correction and resubmission.

Approval Rule Enhancements

As part of a broader initiative to expand the capabilities for business rules for approvals, you can route goals
approvals to HR Specialists based on each specialist’s area of responsibility.

In addition, the set of attributes available on goals approval transactions has been expanded, allowing more
flexibility in how approvals are routed within your organization.

Delete Notifications

You can configure a new notification that informs managers and workers when an HR Specialist deletes a worker's
goal.

MATRIX MANAGEMENT ENABLED FOR GOALS

Matrix managers, those who have dotted-line responsibility for one or more workers, can view and edit goals for
their matrix workforce through a new filter option available on the My Worker’s Goals page.

EDITING OF COMPLETED GOALS

Workers and their managers can now edit completed goals. Once reopened, the worker or manager can edit the
details of the goal or reset the status to an In Progress or Not Started state. This functionality is enabled with a
new configuration option, so you can restrict users from reopening goals if desired.

EXTENSIBILITY UPTAKE FOR THE ADD GOAL DIALOG

The Add Goal dialog has been enhanced to support extensibility. You can enable additional fields for display
within this dialog; they are no longer confined to the limited number that appeared in prior releases.

If desired, you can disable the Add Goals dialog box through a new profile option. When you add a new goal, you
will be taken directly to the full details page to complete the action.

NEW DATABASE ITEMS (DBIS)

Goal attributes are available for fast formula calculations, including:

25
 • Status
• Completion Percentage
• Weights
• Measurements
• Start Date
• Target Completion Date
• Actual Completion Date
• Type
• Category
• Flexfields
• Other goal details

SPREADSHEET LOADER ENHANCEMENTS

HR Specialists use spreadsheet loaders to create and update organization goals and publish them to manager’s
organizations on the manager’s behalf. Spreadsheet loaders can also be used to create or update worker goals other
than organizational goals.

Additional attributes available when uploading organization goals include:

• Organization Owner ID
• Organization Owner Name
• Organization Owner Number
• Flexfields

Additional attributes available when assigning organizational goals to a worker include:

• Person Number
• Assignment Number

Additional values available when updating or creating worker goals include:

• Person Name
• Person Number
• Assignment Number
• Flexfields

In addition to the new attributes, several choice lists have been made available in the spreadsheet to facilitate valid
input of controlled values, including Status, Priority, and other lists of values.

26
MASS ASSIGN GOALS ENHANCEMENTS

HR Specialists can now use the mass assign goals feature to perform the following actions:

• Create and save mass assignment definitions.

• View and edit attributes of previously saved mass assignment definitions, including associated eligibility
profiles, selected workers, and goals.
• Save a mass assignment definition in draft state for later editing and assignment.
• Assign a previously saved mass assignment definition to workers through eligibility or other assignment
methods.

GOAL PLAN MANAGEMENT ENHANCEMENTS

HR Specialists can now use the manage goal plans feature to perform the following actions:

• View and edit attributes of previously created goal plans, including associated goals, organizations,
eligibility profiles, and selected workers.
• Save a goal plan in draft state for later editing and assignment.
• Assign a previously saved goal plan to workers through eligibility or other assignment methods.
• Copy goals from one plan to another.
• View results of goal assignment processes.

MANAGE SCHEDULED PROCESSES FOR GOAL ASSIGNMENT

HR Specialists can establish recurring schedules for goal assignment using either the goal plan or the goal mass
assignment features. Recurring schedules support goal assignment for new hires or other cases where workers
may become newly eligible for goals over time.

HR Specialists can set up goal plans or mass assignment definitions once and schedule them to run periodically.
They can also be notified upon completion of the process so that they can view the process results.

HRMS (AUSTRALIA)

Oracle Fusion HRMS (Australia) supports country-specific features and functions for Australia. It enables users to
follow Australia’s business practices and comply with its statutory requirements.

27
AUTOMATIC CALCULATION CARD CREATION FOR NEW HIRE

When a new employee is created, a Statutory Deductions card for Taxes, Superannuation, and Payroll Tax
information will automatically be created.

Tax File Number Declaration information will be defaulted and can be overridden if required.

PAYMENT METHOD

This feature enables the user to define payment methods, specific to the Australia localization. The user can select
the appropriate payment type while defining the Organization Payment Method. The following payment types are
specific to the Australia localization.

• Cheque
• Direct Debit

HRMS (CHINA)

Oracle Fusion HRMS (China) supports country-specific features and functions for China. It enables users to
follow the China’s business practices and comply with its statutory requirements.

PAYROLL DATA INTERFACE REPORT FOR STATE-OWNED ENTERPRISES

This is a payroll report that generates data to facilitate the government auditing process for state-owned
enterprises, according to Chinese recommended national standard document 24589.

The national standard mandates that each legal entity of type State-Owned Enterprise should submit five separate
XML output files. These are:

• SharedInformationInstance.xml. Reports information that is shared across various modules.

• GLInstance.xml. Reports General Ledger information.
• AR&APInstance.xml. Reports Account Receivables and Accounts Payables information.
• FixedAssetsInstance.xml. Reports Fixed Assets information.
• PayrollInstance.xml. Reports Payroll information.

The first four files are generated by Oracle Fusion Financial Management. The fifth file, PayrollInstance.xml, is
generated by Oracle Fusion HRMS (China).

28
BULK UPLOAD PERSONAL DEDUCTION INFORMATION

This feature enables the creation and update of personal deduction information using a spreadsheet loader. By
using the loader, you can set up employee statutory deduction information in bulk mode for the sizable workforce
in China. The application uses the payroll flow task, batch loader functionality, and the web service interface to
achieve this requirement. The spreadsheet loader is a friendly tool which can choose a payroll flow task to invoke
the function that is exposed as a service interface.

The following task and task actions were delivered in this release.

Task Name Task Action Name

Chinese Personal Calculation Card Information Create Foreigner Code
Chinese Personal Calculation Card Create Individual Income Tax Component and
Details
Chinese Personal Calculation Card Information Create Social Security Component and Details with
Possible Taxable Contributions.
To be used for creating the information for:
• Public Housing Fund
• Basic Pension Insurance
• Basic Medical Insurance
• Unemployment Insurance
Chinese Personal Calculation Card Information Create Social Security Component and Details
without Taxable Contributions.
To be used for creating the information for:
• Supplementary Medical Insurance
• Maternity Insurance
• Work-Related Injury Insurance
Chinese Personal Calculation Card Information Update Individual Income Tax Details and
Associations
Chinese Personal Calculation Card Information Update Social Security Details with Possible
Taxable Contributions
To be used for updating the information for:
• Public Housing Fund
• Basic Pension Insurance
• Basic Medical Insurance
• Unemployment Insurance
Chinese Personal Calculation Information Update Social Security Details without Taxable
Contributions
To be used for updating the information for:
• Supplementary Medical Insurance
• Maternity Insurance
• Work-Related Injury Insurance

29
AUTOMATIC CALCULATION CARD ASSOCIATION WITH TAX REPORTING UNIT
AND TERM FOR NEW HIRE

This new feature will enable you to specify a Tax Reporting Unit (TRU) for a new employee during the hiring
process and create association information for the employee’s statutory card.

HRMS (FRANCE)

Oracle Fusion HRMS (France) supports country-specific features and functions for France. It enables users to
follow France’s business practices and comply with its statutory requirements.

LEGAL REPORTING: DISABILITY REPORT

The French Disability Report or the DOETH is a mandatory declaration of disabled workers in the establishment.
Oracle Fusion Human Resources Management System (HRMS) for France provides four reports that enable you
to fill the DOETH:

• Disabled employees with relevant information

• Disabled trainees
• Employees with ECAP jobs
• Total headcount

LEGAL REPORTING: MANPOWER MOVEMENT REPORT

The Manpower Movement Report (MMO) is a statutory HR report with details of newly hired employees,
employee transfers, and terminated employees.

The report contains establishment information, headcount information, and employee details with information on
employment terms. The employee details depend on whether the employee is newly hired, transferred, rehired or
terminated.

HRMS (GERMANY)

Oracle Fusion HRMS (Germany) supports country specific feature and functions for Germany. It enables users to
follow Germany’s business practices and comply with its statutory requirements.

30
LEGAL REPORTING: DISABILITY REPORT

The German Disability Report is a legal requirement and helps the customer to:

• determine the employer’s workforce

• collect the information for disabled persons
• manage exceptions
• calculate the required person groups
• produce files which are the base for the import into REHADAT-Elan and an audit file for the internal
review

HRMS (HONG KONG)

Oracle Fusion HRMS (Hong Kong) supports country-specific features and functions for Hong Kong. It enables
users to follow Hong Kong's business practices and comply with its statutory requirements.

AUTOMATIC CALCULATION CARD CREATION FOR NEW HIRE

For new employees, a Statutory Deductions and Reporting card will automatically be created.

You can enter the necessary information for Reporting Information for Inland Revenue Department (IRD),
Provident Fund, and Benefit using the calculation card and its components.

PAYMENT METHOD

This feature enables the user to define payment methods, specific to Hong Kong localization. The user can select
the following payment types while defining the Organization Payment Method:

• Cash
• Cheque
• Autopay

HRMS (INDIA)

Oracle Fusion HRMS (India) supports country-specific features and functions for India. It enables users to follow
India’s business practices and comply with its statutory requirements.

31
AUTOMATIC CALCULATION CARD CREATION FOR NEW HIRE

The new hire process ensures creation of automatic card for each employee to enable items related to statutory
regulations like Income Tax, Social Insurance, and other declarations. You can define the necessary information
for respective deduction components. Association of an employee to the Tax Reporting Unit (TRU) does not
entail any default statutory deduction component. You should manually associate the statutory deductions
wherever applicable.

PAYMENT METHOD

You can now define payment methods specific to the India localization. You can select one of the following
payment types while defining the Organization Payment Method.

• Cash
• Cheque
• Direct Deposit

HRMS (KUWAIT)

Oracle Fusion HRMS (Kuwait) supports country-specific features and functions for Kuwait. It enables users to
follow Kuwait’s business practices and comply with its statutory requirements.

AUTOMATIC CALCULATION CARD CREATION FOR TERMINATION

For terminated employees, the Gratuity calculation card is created automatically. If necessary, you can override the
gratuity amount using the calculation card and its components.

PAYROLL REPORTING: PAYSLIP

A sample PDF format of the employee’s payslip is delivered that includes Kuwait-specific gross to net
information. It can be customized to meet your business needs.

32
STATUTORY REPORTING: REPORT 55 – DETAILED SALARY STATEMENT

You can now generate the report that an employer needs to submit to the Social Insurance Office each year. The
report is a detailed statement of the employees who are insured and their salaries in the private and oil sectors, for
a specific year.

STATUTORY REPORTING: REPORT 168 – MONTHLY MOVEMENTS

You can now generate the report that an employer needs to submit to the Social Insurance Office each month.
The report lists employees who joined the service, left the service, or had salary revisions during the month.

HRMS (NETHERLANDS)

Oracle Fusion HRMS (Netherlands) supports country-specific features and functions for the Netherlands. It
enables users to follow the Netherlands’ business practices and comply with its statutory requirements.

AUTOMATIC CALCULATION CARD CREATION FOR NEW HIRE

For new employees, the Tax, Social Insurance, Discounts and Subsidies, Sector Fund, and Wage Report
information is defaulted automatically. If necessary, you can override this information using the calculation card
and its components.

HRMS (SAUDI ARABIA)

Oracle Fusion HRMS (Saudi Arabia) supports country-specific features and functions for Saudi Arabia. It enables
users to follow Saudi Arabia’s business practices and comply with its statutory requirements.

AUTOMATIC CALCULATION CARD CREATION FOR TERMINATION

For terminated employees, the Gratuity calculation card is created automatically. If necessary, you can override the
gratuity amount using the calculation card and its components.

33
STATUTORY REPORTING: GOSI FORM 4

You can now generate the report that an employer needs to submit to the Social Insurance Office at the end of
each month. The report details information about monthly contributions that are to be paid to the Social
Insurance Office.

STATUTORY REPORTING: GOSI FORM 5

You can now generate the consolidated report that an employer needs to submit to the Social Insurance Office at
the end of each month. The report details information for each employee who is a new hire or has been
terminated.

HRMS (SINGAPORE)

Oracle Fusion HRMS (Singapore) supports country-specific features and functions for Singapore. It enables users
to follow the Singapore business practices and comply with its statutory requirements.

AUTOMATIC CALCULATION CARD CREATION FOR NEW HIRE

For new employees, a Statutory Deductions and Reporting card will automatically be created.

You can enter the necessary information for Central Provident Fund, Inland Revenue Authority Singapore (IRAS)
reporting information, Taxes, Involuntary Deductions and Charitable Donations using the calculation card and its
components.

HRMS (SWITZERLAND)

Oracle Fusion HRMS (Switzerland) supports country-specific features and functions for Switzerland. It enables
users to follow Swiss business practices and comply with its statutory requirements.

ORGANIZATION DATA CAPTURE

This feature supports Swiss specific organization information, such as:

Legal employer information details including:

34
 • Legal Employer registrations on the correct level
• Legislative Category to define the registrations for all purposes

Legal authorities including:

• Swiss specific categories

PERSON & EMPLOYMENT

This feature supports Swiss person and employment information such as:

• Person names (Swiss name style)

• Swiss Address structure
• Swiss National Identification (NNSS)
• Passport (Swiss passport types)
• Cross border worker information
• Swiss specific contact types, such as concubine
• Contract (Swiss contract types)

HRMS UNITED ARAB EMIRATES (UAE)

Oracle Fusion HRMS United Arab Emirates (UAE) supports country-specific features and functions for UAE. It
enables users to follow UAE’s business practices and comply with its statutory requirements.

STATUTORY REPORTING: FORM 6 - INSURED DETAILS - PRIVATE SECTOR

You can now generate the report that an employer needs to submit to the Social Insurance Office at the end of
each month. The report details information about the insured employees for private sector employers. The
information includes employee number, social insurance number, the insured's full name, nationality, job,
contribution wage, and other comments.

STATUTORY REPORTING: FORM 7 - MONTHLY MOVEMENTS

You can now generate the report that an employer needs to submit to the Social Insurance Office at the end of
each month. The report provides information about employees’ movements, including new hires, terminations,
changes to salary, and other changes.

35
HRMS (UNITED KINGDOM)

Oracle Fusion HRMS (United Kingdom) supports country-specific features and functions for the United
Kingdom. It enables users to follow the United Kingdom’s business practices and comply with its statutory
requirements.

AUTOMATIC CALCULATION CARD CREATION FOR NEW HIRE

For new employees, a Statutory Deductions card for PAYE (Pay As You Earn) and National Insurance (NI) will
automatically be created.

Mandatory values held within the calculation card will be defaulted, for example the Tax Code, Tax Basic and NI
Category and Pension Basis.

If necessary, you can override NI Category and Pension Basis using the calculation card and its components.

LEGISLATIVE/BUDGET CHANGES

To maintain legislative compliance for 2013/14, legislative updates have been made to PAYE, National Insurance
and other statutory thresholds for the UK.

HRMS (UNITED STATES)

Oracle Fusion HRMS (United States) supports country-specific features and functions for United States. It enables
users to follow United States’ business practices and comply with its statutory requirements.

THIRD-PARTY QUARTERLY TAX FILING

You can use this feature to extract data for filing of payroll tax liabilities on a quarterly basis. This data can be sent
to a third-party provider. A BI Publisher template supporting the ADP Transporter third-party product is
provided.

ARCHIVE END-OF-YEAR PAYROLL RESULTS

Oracle Fusion HRMS (United States) has uptaken this feature from Oracle Fusion Global Payroll to include US
specific balances and data.

36
GENERATE CHECK PAYMENTS

Oracle Fusion HRMS (United States) has modified this feature from Oracle Fusion Global Payroll to include a
check stub to be generated with the check output.

ELECTRONIC FUNDS TRANSFER VERIFICATION REPORT

Oracle Fusion HRMS (United States) has modified this feature from Oracle Fusion Global Payroll to include a
verification report to be generated as part of the electronic funds transfer process.

PA ACT 32 TAX CALCULATIONS

You can use this new feature for earned income tax calculations for Pennsylvania local governments and school
districts.

HR LEGISLATIVE REPORTS FIELD DATA CAPTURE

You can use this new feature for field data entry to support EEO-1 reporting, VETS-100 and VETS-100A
reporting, and New Hire reporting.

US WAGE BASIS RULES

Oracle Fusion HRMS (United States) has provided the wage basis rules at the federal and regional levels for use in
the taxation of earnings. Rules for primary classifications of supplemental earnings, imputed earnings, and pretax
deductions along with the corresponding secondary classifications are provided.

W-4 DATA ENTRY FOR FEDERAL AND STATES THAT FOLLOW FEDERAL

You can use this new feature in Portrait Gallery to allow employees to update their W-4 data directly into the
Federal PDF form and the State PDF forms (those that follow Federal).

37
NETWORK AT WORK

Oracle Fusion Network at Work provides integration between Oracle Fusion HCM and Oracle Social Network
(OSN) to allow workers to collaborate with others in the organization. Network at Work also provides the
capability for workers to give each other informal kudos, which can be used in feedback and performance
evaluations.

INTEGRATION WITH ORACLE SOCIAL NETWORK TO FOLLOW CO-WORKERS

Oracle Fusion Network at Work includes several integration points that allow workers to initiate a Follow action in
OSN. When you follow someone, you can see activity about that person in your Overview page in OSN. You
can choose to follow someone from the Gallery Search Results, by taking action on the worker’s public portrait, or
by initiating the Follow action from the Person Contextual Actions popup window.
Once you are following someone, you can similarly choose to Unfollow via the same mechanisms.
This feature needs to be configured for Network at Work and also requires OSN to be in use in your organization.

PUBLISH WORKER PROFILE UPDATES TO ORACLE SOCIAL NETWORK PERSON

WALL
When workers update selected data in Network at Work it will be posted to the OSN Person Wall. This allows
others who are following the worker in OSN to see the relevant updates. There are four components that trigger
updates to the person wall. Three of these are found on the Activities and Interests card of Portrait: About Me,
Areas of Interest, and Bookmarks. The fourth component is Areas of Expertise, which is found on the Experience
and Qualifications card of Portrait.
This feature needs to be configured for Network at Work and also requires OSN to be in use in your organization.

ENHANCED NETWORK AT WORK SETUP OPTIONS

Within the Workforce Deployment offering, a new functional area has been defined for Network at Work. This
functional area contains two feature choices.

The first is kudos, which is a previously existing feature. What’s new with this release is the way you enable the
feature. You can now configure kudos independently from social networking options. If you want to continue
using the kudos feature in release 8, make sure that you have enabled the Network at Work functional area in the
Setup and Maintenance work area. If you have previously disabled the kudos feature and want to continue
without it, make sure you disable the new feature option.

The second feature choice for Network at Work is OSN integration. This integration is disabled by default. When
enabled, you have some additional options to select. Only two of these are in use for this release, the other two
are reserved for the future.

38
 • First, you can select the option Display follow action for workers. This allows workers to follow other
workers in OSN by initiating the action from within Fusion HCM.
• Second, you can select the option Publish worker profile updates to wall. When enabled, selected updates
that the worker makes on his own portrait will be published to his own wall in OSN.

In addition to enabling these features in the Setup and Maintenance work area, the integration also requires OSN
to be in use in your organization.

These options are reserved for future use. Enabling or disabling these options will have no impact in this release:

• Publish worker updates to wall

• Synchronize worker photos

REMOVAL OF DEPRECATED SOCIAL FEATURES

Since Network at Work is now integrated with OSN, there are several social-related features that have been
deprecated.

• Connections. Connection-related features are replaced with the Follow concept in OSN. These features
are removed:
o The Connection card is removed from Portrait
o Add as Connection action is removed from Oracle Fusion HCM
• Message Board and Personal Status. Equivalent functionality is achieved with the personal wall in OSN.
Workers can write messages and post updates on the person wall. Therefore, these features are removed:
o Message Board is removed from Activities and Interests card
o Personal Status is removed from Portrait header
• Activity Stream. OSN does not use the activity stream. Instead the OSN Overview page provides a list of
recent activities across OSN. The following activity stream features are removed from Oracle Fusion
HCM:
o Network Activities card is removed from Portrait
o Activity Stream section is removed from Activities and Interest Portrait card
o Some updates previously posted to activity stream are now posted to the person wall. These
updates are About Me, Areas of Interest, Areas of Expertise, and Bookmarks. Anything posted
to the person wall will be reflected in the OSN Overview page for those workers following the
person.
• Integration between Goals and Spaces
o The integration between Goals and Spaces is removed. Spaces created in previous releases will
still exist; they will just no longer be linked to a worker’s goal. The spaces can be reached via
direct navigation found in the WebCenter Services page in the Welcome dashboard. The
delivered integration between Oracle Fusion Goal Management Goal functionality and Oracle
Social Network Conversations is considered the substitute for this feature.

39
PERFORMANCE MANAGEMENT

Oracle Fusion Performance Management supports features and functions for measuring and reporting worker
performance.

TASK MANAGEMENT IMPROVEMENTS

You can leverage additional configuration options to better manage the process of evaluating workers and
completing performance documents.

Concurrent Evaluation Tasks for Managers and Workers

Often managers want to start work on an evaluation before the worker self-evaluation is complete. You can
configure new configuration options in the performance template to enable both workers and managers to access
and work on their evaluation tasks concurrently.

Although the evaluation tasks can be started at the same time, you must indicate which evaluation task must be
completed first as part of the process configuration.

Return to Worker Action

After a worker completes an evaluation, the worker’s manager may want the worker to make clarifications or
modifications to the document..

The worker then receives notification, and can return to the document to edit and resubmit it.

New Configuration to Define Required Ratings and Comments by Role

When setting up a performance document template, the template administrator can make ratings and comments
within the document required, based on role. The values available for configuration include:

• Competencies and goals item ratings and comments

• Competencies and goals section ratings
• Overall ratings and comments
• Worker final feedback comments
• Manager final feedback comments

Each item can be configured as

• Required
• Optional no warning
• Optional with warning

Use Calculated Section Ratings as Official Ratings

A new performance template configuration option allows the system to be set up so that section and overall
ratings are only calculated and used as the official ratings and no manual ratings can be provided for those ratings.

40
BULK PROCESSING OF ADMINISTRATIVE TASKS

HR administrators can now run the following tasks on a set of documents at once:

• Monitor and create missing performance documents

o The HR Specialist can search for specific performance document names and identify which
workers’ performance documents do not exist for them and create them.
• Transfer performance documents
• Cancel performance documents
• Reopen performance documents
• Delete performance documents

APPROVAL ENHANCEMENTS

Enhancements were made for defining an approval rule and the approval process for performance documents.

Link to Performance Document from Approvals Notification

Approvers can open the referenced performance document from a link within the approval notification. While
reviewing the document, the approver can approve or reject the document using buttons in the notification. These
buttons are disabled if the document is already approved.

Approval Rule Enhancements

As part of a broader initiative to expand the capabilities for business rules for approvals, you can route
performance approvals to HR Specialists based on the specialist’s Areas of Responsibility in the BPM Worklist.

Uptake of Global HR Approvals UI

The approval rules for use in Performance Management can now be defined using the Global HR Approvals UI in
addition to the BPM Worklist. This new interface has an improved visual representation of the defined approval
flow and allows easy inclusion of an HR Specialist in the approval rule when using Areas of Responsibility.

NEW LOOK AND FEEL FOR MY ORGANIZATION ANALYTICS PAGE

The My Organization page has been enhanced with a more user-friendly format and new features. Managers can
select filter criteria at the page level, which is applied to all displayed analytics, eliminating the need to filter each
analytic individually. Managers can view analytics for multiple selected performance documents at a time.
Previously, analytics displayed results for one performance document only.

41
WRITING ASSISTANT TOOL

The new Writing Assistant tool assists managers in writing useful comments in a worker’s performance document.
The Writing Assistant takes content that is associated with competencies and their associated proficiency levels
and provides it to the manager to help describe the observed behaviors and desired behaviors.

PARTICIPANT ACCESS TO SUBMITTED RATINGS

A new check box was added to the Manage Performance Roles task so you can select participant roles that can
view the submitted ratings of workers, other participants, and managers while the participant role evaluates the
worker.

NEW DATA BASE ITEMS (DBIS)

All performance attributes are available as DBIs to use in fast formula calculations.

ORACLE TRANSACTIONAL BUSINESS INTELLIGENCE (OTBI) ENHANCEMENTS

The Workforce Performance – Performance Ratings Real Time subject area includes new attributes for participant,
questionnaire, and rating comments, permitting analysis on ratings and questionnaire feedback by all evaluation
participants.

All Performance Management OTBI Subject areas include a new eligibility indicator to indicate if the worker is still
eligible for the created performance document.

The Workforce Performance – Performance Management Task Status Real Time subject area and the Workforce
Performance – Performance Management Rating Distribution Real Time OTBI subject area include a new worker
dimension.

NEW AUDIT FEATURES

The following performance management data is available for audit, captured for all roles participating in the
performance process:

• Overall Rating
• Overall Comments
• Section Ratings
• Item Ratings

42
PROFILE MANAGEMENT

Oracle Fusion Profile Management provides a common foundation for the Oracle Fusion talent suite of products
as well other Oracle Fusion applications to retrieve, insert, and update talent profile information. Oracle Fusion
Profile Management also supports Human Resource (HR) specialists, line managers and workers in performing
critical HR talent functions including managing people and job profiles, career planning functions, and managing
and tracking talent data.

NEW USER INTERFACE FOR EMPLOYEE SELF SERVICE SKILLS AND

QUALIFICATIONS

A new simplified user interface to view skills and qualifications data has been added. Employees and managers
can use the new interface to view their skills and qualifications such as area of expertise, degrees, and languages.
The new user interface also includes a view-only competency radar graph that plots how well an employee’s
competency ratings match the required proficiency ratings of a job or position profile. In addition, users can
navigate to the comparison and best-fit tools from the new user interface.

AUDIT ENABLEMENT

Oracle Fusion Profile Management now enables auditing for a new Internal Auditor job role. This role will access
the audit reporting user interfaces, plus all the auditable objects. Customers can also add auditing capability to their
own custom roles by adding the appropriate duty roles. For more information about the Audit duty role, see the
Oracle Fusion Applications Common Security Reference Manual.

Within Oracle Fusion Functional Setup Manager, auditing can now be enabled for the following Profile
Management object references:

• Content Items
• Rating Levels
• Profile Types
• Profile Keywords (like Areas of Interest and Areas of Expertise)
• Profile Items

While these objects can be enabled for auditing, you must use caution and work with your security and
performance teams when implementing these options.

43
THE MANAGE TALENT PROFILE TASK ADDED TO THE PERSON MANAGEMENT
WORK AREA

Human Resource (HR) specialists can now manage an employee’s talent profile from the Person Management
work area. They can access the Manage Talent Profile task from the Person Management work area under
Personal and Employment.

TALENT PROFILE SUMMARY ENHANCEMENTS

The Print Profile action available in Oracle Fusion Profile Management and Oracle Fusion Talent Review pages is
now enhanced to include the following options:

• Highest education level

• Memberships
• Licenses and certifications

HIGHEST EDUCATION LEVEL CONTENT TYPE

Oracle Fusion Profile Management now includes Highest Education Level as a seeded free-form content type that
HR Specialists can use to capture the employee’s highest education level information. This content type includes
the HRT_HIGHEST_EDUCATION_LEVEL lookup with predefined values. This content type is available in
Profile Details, Experience and Qualifications Card, and Talent Profile Summary.

ORACLE TALEO RECRUITING CLOUD SERVICE INTEGRATION WITH ORACLE

FUSION PROFILE MANAGEMENT

You can now migrate talent data of a candidate profile from the Oracle Taleo Recruiting Cloud Service to the
Oracle Fusion employee profile for new hires. Now previous employment, education, and licenses and
certifications data provided by candidates in Oracle Taleo Recruiting Cloud Service will be displayed in their
Oracle Fusion employee talent profile after they become employees.

PROFILE MANAGEMENT SETUP TASKS - ALTERNATE NAVIGATION

HR Specialists now have access to the Profile Management setup tasks from the Oracle Fusion Profiles work area.
The Profiles work area now includes the following setup tasks:

• Manage Model Profiles

• Manage Education Establishments
• Manage Profile Rating Models

44
 • Manage Content Types
• Manage Content Subscribers
• Manage Content Items
• Manage Instance Qualifiers
• Manage Profile Types

WRITING ASSISTANT

HR Specialists can now upload Writing Assistant data and development tips and feedback, using the Manage
Profile Content Items task in Oracle Fusion Profile Management. The Writing Assistant feature helps managers
write useful comments about worker competencies in the performance document. This feature provides
suggestions for comments that are associated with competencies and their correlated proficiency levels.

TALENT REVIEW AND SUCCESSION MANAGEMENT

Oracle Fusion Talent Review and Succession Management supports your succession planning process by enabling
your organization to develop and maintain succession plans that indicate who will eventually replace personnel
currently in key positions. You can also track and manage workers in talent pools. Using the Oracle Fusion
Succession Management business process, you can determine who is ready to transition to positions before the
positions are vacant to ensure a smooth transition, and provide visibility to the appropriate individuals to manage
the process.

VIEW SUCCESSION-RELATED DATA IN THE SIMPLIFIED UI

You can use the simplified UI to view your workers’ succession plan and talent pool membership, and to review
the candidates for the succession plans associated with your workers’ jobs.

MANAGE SUCCESSION PLANS AND TALENT POOLS FROM ORGANIZATION

CHART

While viewing the organization chart, if you notice that a job needs a succession plan, simply create the plan right
there on the spot. Or you can quickly and efficiently create a talent pool right from the organization chart.

45
STREAMLINED SUCCESSION PLAN CREATION

You can decide which of five succession plan types best fits your situation. The application then shows you the
appropriate fields required to create the plan.

CONTROL SUCCESSION PLAN ACCESS

You now have enhanced capabilities to control succession plan access for public and private plans.

For public succession plans:

• These plans are visible to everyone who has access to succession planning tasks.
• Candidates on your public plans are visible only to the managers above them in their reporting hierarchy.

For private succession plans:

• Only people that you specify can see these plans.

• You also control their level of access on each private plan.
o Administrators manage the plan’s general information, ownership, and candidates.
o Candidate managers can add candidates and assess those candidates’ level of readiness on the
plan.
o Viewers have read-only access to the plan and its candidates.
• Each user’s security profile determines which candidates they can see on private plans.

REPORT ON SUCCESSION PLANS

You can use the Job Plans, Incumbent Plans, and Candidate subject areas to analyze and understand how effective
and thorough your succession planning has been.

COLLABORATE ON TALENT POOLS

The integration with Oracle Social Network allows pool owners to collaborate on what they intend for the pool
members and how they would like to help them develop. It also allows pool members to share thoughts and
experiences, and to support one another as they strive to achieve their development goals.

AUDIT YOUR SUCCESSION PLANNING DATA

Using this feature, you can track who made each change to a succession plan and when they made the change.

46
EDIT EXPERIENCE AND QUALIFICATIONS CONTENT FROM TALENT DETAILS
DIALOG

You can configure a custom content type in Oracle Fusion Profile Management and specify Oracle Fusion Talent
Review as a subscriber. The content type will appear in the Talent Details dialog on the Experience and
Qualifications tab. Click the Edit icon to enter data.

OPTIMIZED NAMES DISPLAY ON THE TALENT REVIEW DASHBOARD

We have vastly improved how we display workers’ names on the box chart matrix. The names are now listed in
columns, and are alphabetized according to the list name that you specify in Oracle Fusion Global HR. You can
see even more names on the dashboard by zooming into a single box.

ENHANCEMENTS TO THE REVIEW ACTION PLAN PAGE

Several enhancements to this page make it easier for you to create tasks and track their status:

• Export to the tasks to Excel track completion of and report on tasks in a spreadsheet.
• New table columns, Assignees and Owners, provide better visibility of the task's actors.
• Filter your tasks in the table using Query by Example.
• A more logical column display order makes reading the table's contents easier.

SEARCH BY GRADE OR POSITION WHEN SELECTING REVIEW POPULATION

Select review populations faster and more easily when you search by Grade or Position.

CREATE SUCCESSION PLANS FASTER AND EASIER

Once you select the plan type, the system now prompts you for the appropriate attributes.

CAPTURE ADDITIONAL INFORMATION ABOUT YOUR WORKERS DURING TALENT

REVIEWS

You can define custom content in Fusion Profile Management to be edited during your talent reviews. You can
then capture information about your workers that is specific to your organization’s needs in the Experience and
Qualifications tab of the Talent Details dialog on the Talent Review dashboard. You can also report on that
custom information in the Oracle Transaction Business Intelligence subject areas for Fusion Talent Review.

47
TIME AND LABOR

Oracle Fusion Time and Labor is a comprehensive, easy to use, rules-based time recording and management
system designed to give you maximum visibility and control over your most valuable asset, your people.

Time and Labor fully integrates with Oracle Fusion Global Human Resources, Oracle Fusion Absence
Management, Oracle Fusion Global Payroll, and Oracle Fusion Project Costing and supports a wide range of time
recording needs including calendar-based time entry and a fully configurable time card. The real-time rules engine
and rule templates provide an extensible and easy method to validate time entries and apply pay rules, with the
results displayed on the time card. Close integration with Absence Management means scheduled absences are
shown on the calendar and time card, and absences can be reported through the calendar and time card.
Integration of Time and Labor with Global Payroll and Project Costing provides support for time entry
adjustments, as well as accurate and consistent time-related data for payment, project management, costing, and
billing.

CALENDAR BASED TIME ENTRY

A worker can quickly report time from a simple time entry dialog accessed from a calendar. Time entries can be
reported for either a single day or a range of days. The display of fields and time entry values to select is
completely configurable.

CONFIGURABLE TIME CARD ENTRY

Workers and administrators can enter time in time cards. Weekly and biweekly time cards are available for entry.
Layout Sets enable you to configure the display and usage of all time entry fields in the time card. An administrator
can create, modify, or view time cards as needed either for adjusting time or for troubleshooting workers’
questions.

DELIVERED VALIDATIONS

Consuming applications that use time entries, such as Oracle Fusion Global Payroll, Oracle Fusion Project
Costing, and Oracle Fusion Absence Management deliver validations to ensure all time entries can be accepted
without errors.

48
REAL TIME CONFIGURABLE RULES

Delivered rule templates enable you to configure various time rules for different populations of workers. These
include time entry rules that can trigger error or warning messages if defined conditions are not met when
reporting time. Additionally, time calculation rules can act on reported time entries and generate updates in the
calculated time. These time entry and time calculation rules are applied on the time card immediately, to enable the
worker to correct any invalid entries before submitting the time card for approval.

CONFIGURABLE TIME CARD APPROVAL RULES

You can configure delivered approval tasks with various conditions and multiple routing options, such as
automatic approval, line manager approval, or project manager approval. You can update these flexible approval
rules within the delivered Payroll and Project Time Card Approval tasks.

TIME TRANSFER

Consuming applications control the transfer of time. For example, Oracle Fusion Global Payroll is a consuming
application that uses time entries to pay workers. The consuming applications can retrieve time using delivered
retrieval filters as needed. Delivered troubleshooting pages help an administrator to correct time cards that did not
successfully transfer to the consuming application.

MANAGING PROJECT TIME ENTRIES WITH ORACLE FUSION PROJECT COSTING

The integration with Oracle Fusion Project Costing enables time entry against Project fields in a time card or
calendar. Both primary and multiple assignment time entry are supported. Once Project values are setup in Oracle
Fusion Project Costing, these values are immediately available for time entry. Time cards that contain project time
entries are routed to the appropriate project managers for approval.

Oracle Fusion Project Costing uses various retrieval filters to retrieve time entries containing project values. New,
changed, and deleted project time entries are transferred to Oracle Fusion Project Costing. During transfer, the
process sends a tieback status back to Time and Labor to audit the transfer of these time entries. Oracle Fusion
Project Costing can then use time entries summarized against Projects for costing, billing, and project
management.

PAYMENT OF TIME ENTRIES WITH ORACLE FUSION GLOBAL PAYROLL

The integration with Oracle Fusion Global Payroll enables time entry against payroll time types and dependent
input values that are set up in Oracle Fusion Global Payroll. Workers can enter time in a time card or in a calendar.

49
Eligibility rules limit payroll time type values displayed to a worker, based on the assignment and legislative data
group. Both primary and multiple assignment time entry are supported.

Time cards that contain payroll time entries can be automatically approved or routed to the worker’s line manager
for approval.

Oracle Fusion Global Payroll retrieves time using the delivered Load Time Card Batches process, filtered by
legislative data group. The process transfers new, updated, or deleted time entries to Oracle Fusion Global Payroll
for proper adjustments and payment.

SHARED TIME ENTRY WITH ORACLE FUSION ABSENCE MANAGEMENT

The close integration with Oracle Fusion Absence Management enables automatic population of absence entries in
a time card, no matter where the absence is entered. The worker’s Time calendar is a shared user interface
between Oracle Fusion Time and Labor and Oracle Fusion Absence Management, for entering and viewing time.

Oracle Fusion Workforce Management is an umbrella that encompasses shared functionality for Oracle Fusion
Time and Labor and Oracle Fusion Absence Management, such as the Time work area and calendar for the
display and entry of time. Workers can easily schedule absences in advance, review their accrual balances, or enter
current work and absence time entries all in this shared work area.

The Payroll Time Card Approval task routes absence entries in a time card for automatic approval or line manager
approval.

Oracle Fusion Absence Management always calculates the absence entry for payment and transfers it to Oracle
Fusion Global Payroll as soon as the absence is approved in the time card.

TRANSACTIONAL BUSINESS INTELLIGENCE

Oracle Fusion Transactional Business Intelligence (OTBI) 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 HCM OTBI provides HR, business executives, and line managers the critical workforce information to
analyze workforce costs, staffing, compensation, performance, talent, succession plans, and worker benefits.

PAYROLL – ELEMENT ENTRIES REAL TIME SUBJECT AREA

The Payroll – Element Entries Real Time subject area supports reporting on worker element entries related to
compensation, benefits, and tax details for earnings and deductions. An element may represent a compensation or
benefit type, such as salary, wages, stock purchase plans, pension contributions, and medical insurance.

50
WORKFORCE MANAGEMENT – DOCUMENTS OF RECORD SUBJECT AREA

The Workforce Management – Documents of Record subject area supports reporting on worker personal
documents, document issuance, and status details.

WORKFORCE SUCCESSION MANAGEMENT – INCUMBENT PLANS REAL TIME

The Workforce Succession Management – Incumbent Plans Real Time subject area supports reporting on
incumbents named in Incumbent succession plans, regardless if the incumbent is still employed. Incumbent
dimensions such as worker, job, department, potential, risk of loss, as well as succession plan details and plan
owners are provided in this subject area.

WORKFORCE SUCCESSION MANAGEMENT – JOB PLANS REAL TIME

The Workforce Succession Management – Job Plans Real Time subject area supports reporting on incumbents in
jobs specified in job succession plans. Incumbent dimensions such as worker, job, department, as well as
succession plan details and plan owners are provided in this subject area.

WORKFORCE SUCCESSION MANAGEMENT – PLAN CANDIDATES REAL TIME

The Workforce Succession Management – Plan Candidates Real Time subject area supports reporting on
candidates in all succession plans of any type. Candidate details such as person, job, department, candidate
readiness, potential, risk of loss, as well as succession plan details and plan owners are provided in this subject area.

WORKFORCE MANAGEMENT – ABSENCE REAL TIME

The Workforce Management – Absence Real Time subject area supports reporting for Oracle Fusion Absence
Management. This subject area replaces the existing Absence subject area that is linked to the Absence
functionality in Oracle Fusion Global Human Resources. This subject area supports the reporting on worker
absences, absence notification, and approval.

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NEW POSITION HIERARCHY

The Position hierarchy dimension has been added in the HCM subject areas. This dimension supports reporting
based on the position hierarchy. The subject areas having the Position dimension have been enhanced to add the
Position Hierarchy.

PERFORMANCE 360 FEEDBACK AND RATING COMMENTS

The Performance Rating Real time subject area was enhanced to add the following dimensions:

• Performance Document Participant

• Document and Rating Details
• Questionnaire Question

This enhancement allows analysis on the ratings, rating comments, and questionnaire feedback provided by the
worker, manager and additional participants. Participants who did not provide feedback can be included in the
analysis.

WORKER PAYROLL DIMENSION

The Worker Payroll dimension allows reporting such as worker payroll, payroll frequency, start and end dates. The
Worker Payroll dimension is available in the following subject areas:

• Worker Assignment Real Time

• Worker Assignment Event Real Time
• Work Relationship Real Time
• Employment Contract Real Time

ALL PROFILE CONTENT IN TALENT REVIEW

The All Profile Content dimension was added to the Talent Review Meeting Real Time subject area. It contains
profile data for any content in the reviewee’s person profile, including custom content. A report designer would
use the person profile type definition to interpret the dimension attributes and build analysis on profile data for the
reviewee.

SYNCHRONIZE COMMON HR DIMENSIONS

The following common HR dimensions are now available across all the HCM subject areas (except the Person
Real Time) to add more flexibility in constructing queries that span more than one subject area.

52
 • Time
• Worker
• Business Unit
• Assignment Manager
• Job
• Department
• Grade
• Position
• Worker Location
• Worker Legislation
• Legal Employer

There are a few exceptions. These include:

• Worker dimension is added to the Person Real Time subject area

• Legal Employer dimension was not added to the following subject areas:
o Workforce Goals – Goal Alignments Real Time
o Workforce Goals – Goal Tasks Real Time
o Workforce Goals – Target Outcomes Real Time
o Workforce Performance - Performance Task Status Real Time
o Workforce Succession Management – Incumbent Plans Real Time
o Workforce Succession Management –Job Plans Real Time
o Workforce Succession Management – Plan Candidates Real Time
o Workforce Talent Review – Talent Review meeting Real Time

PERSON REAL TIME – WORKER DIMENSION

The Workforce Management – Person Real Time subject area has been enhanced to include the Worker
dimension. This enhancement allows the Person Real Time subject area to join with the other HCM subject areas.

EXPANDED WORKER DIMENSION - ADDITIONAL ASSIGNMENT ATTRIBUTES

The Worker dimension has been enhanced to add additional Assignment attributes as below. This expanded
worker dimension is available across all HCM subject areas.

• Assignment Name
• Assignment Number
• Retirement Age
• Retirement Date
• Assignment Status Type
• Assignment Type

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 • Assignment Start Date
• Assignment End Date
• System Person Type
• Employee Category
• Employment Category
• Primary Assignment Flag
• Manager ID

LAST UPDATED DATE TO GOAL STATUS

The Last Updated Date attribute has been added to the Goal Status Overview subject area. This attribute helps to
report on the date on which the goal status was changed, or the actual and target completion dates were modified
etc.

ELIGIBILITY ATTRIBUTE IN WORKFORCE PERFORMANCE

A new Eligibility attribute was added to the Workforce Performance subject areas:

• Performance Document Status Real Time

• Performance Rating Distribution Real Time
• Performance Rating Real Time
• Performance Task Status Real Time

The Eligibility attribute allows the users to report or filter the results by the eligibility status of the performance
document for the employee.

EXTENSIBLE FLEXFIELDS (EFFS)

The EFFs can be extended to OTBI by running the BI Extender ESS Job in your Oracle Fusion application. The
following EFFs related to job, location, position, and person are available to be extended to OTBI:

• PER_ASSIGNMENT_EIT_EFF
• PER_JOBS_EIT_EFF
• PER_JOBS_LEG_EFF
• PER_LOCATION_INFORMATION_EFF
• PER_LOCATION_LEG_EFF
• PER_ORGANIZATION_INFORMATION_EFF
• PER_PERSON_EIT_EFF
• PER_POSITIONS_EIT_EFF

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 • PER_POSITIONS_LEG_EFF
• PAY_ELEMENT_INFORMATION_EFF

OBIEE - SORT PRESENTATION FOLDERS

A new option is available in the Answers Editor to sort the Presentation Folders in the subject areas. Valid options
for user preference are ascending, descending, and the default out of the box order. Saved order can also be
defined in a new option in My Account -> Preferences as the default subject area sort order.

OBIEE – TREE MAP VIEW

A new Tree Map view type is available in Answers. The tree map displays hierarchical (tree-structured) data as a set
of nested rectangles. It correlates data patterns with color and size. This will help you easily spot patterns in
limited space. Hovering around the boxes representing the grouping will display the respective measure values.

OBIEE - DELAYED DASHBOARD EXECUTION

A new option to defer the display of the dashboard is provided. The Prompt before opening check box is
provided at the page levels of the dashboard. If this option is selected for the dashboard page, a message is
displayed on the page prompting you to continue with running and display of reports or not. You can either
continue to run the report or cancel the running of the reports.

OBIEE – RADIO BUTTON DASHBOARD PROMPT

Dashboard prompt type Radio Buttons orientation can now be configured. A new Dashboard prompt type, Radio
Buttons Layout, is available to specify radio button orientation, Vertical or Horizontal.

WORKFORCE MANAGEMENT

Oracle Fusion Workforce Management is a terminology umbrella that encompasses the architecture, core
components and applications that enable you to manage your workforce in a fully integrated way. In this initial
release, those applications include Oracle Fusion Time and Labor and Oracle Fusion Absence Management. The
common objects support the seamless integration of the products and related time data and processes, such as the
Time work area, the simplified calendar interface, time repository, time periods, and much more.

The benefits of using Oracle Fusion Workforce Management are:

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 • A single integrated calendar to manage worked and absence time. Time or absence data entered through
other interfaces is made available throughout workforce management applications.
• The ability to manage and distribute worked and absence time, irrespective of how the time is entered.
• The ability to deploy it on-premise or in the cloud.

CONFIGURE THE APPLICATION TO MEET YOUR SPECIFIC BUSINESS NEEDS

Oracle Fusion Workforce Management provides business-driven configuration to enable you to meet the specific
business needs of your enterprise. For example, Oracle Fusion Absence Management includes absence types
associated with user interface patterns that influences the behavior of absence transactions. It is a highly
configurable solution for setting up even the most complex plans.

Oracle Fusion Time and Labor delivers ready-to-go time cards for projects and payroll time entry. You can change
the layout to display the fields you require, the sequence in which you want them to display, and also hide fields,
using the editable layout sets for time cards.

Oracle Fusion Time and Labor also provides configurable rules engine templates that provide a more user-friendly
face on top of formulas to enable you to configure time entry and time calculation rules. For example, you can set
up rules so that any time over eight hours in a day is paid as overtime.

Another way you can configure the applications is by using the Groups functionality, which enables administrators
to set up groups of people for a variety of different reasons, such as a way of assigning profiles to workers for
flexible time entry. Groups can be updated, refreshed or frozen as required.

ENTER TIME QUICKLY USING THE CALENDAR

The simplified calendar interface enables you to enter time or schedule absences quickly and easily. For example,
you can use the Drag to Report feature to enter frequently entered time. You do this by dragging one of the time
types to the calendar to open the Report Time dialog. Alternatively, you can click in the calendar cell for the date
you want to enter time to open the Report Time dialog. The start and end date are defaulted to that selected date.

There are other features that also enable you to enter your time and absences quickly and easily, such as the
Schedule Absence button, which provides tremendous flexibility in how you enter an absence.

PERFORM BUSINESS PROCESSES AND TRANSACTIONS SEAMLESSLY

You can perform your business processes and transactions seamlessly. For example, an absence entered by a
human resources professional is visible immediately on a worker's time card, and can then be transferred to the

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consuming applications. The time repository stores worked and absence time for ease of validation and transfer to
consuming applications, such as Oracle Fusion Global Payroll.

Once time is transferred to the consumer applications, the data is used to initiate or continue the consumer’s
business processes. For example, when the data is transferred to Oracle Fusion Global Payroll, it takes time entries
and converts them to element entries while Oracle Fusion Project Costing transforms these same time entries into
expenditure items.

The bottom line is that you can schedule an absence that populates a time card automatically, record your time
worked, and once it is approved, transfer it to Oracle Fusion Global Payroll for payment.

Note: Oracle Fusion Absence Management is the sole owner of absence entries and transfers them to Oracle
Fusion Global Payroll.

USE COMMON USER INTERFACES THAT ARE QUICK AND EASY TO LEARN

All the Oracle Fusion Workforce Management interfaces are built on top of the time repository, and are available
across the applications. It doesn’t matter if you are scheduling an absence or entering time, the boundaries
between the Oracle Fusion Workforce Management applications are transparent, making the presentation and
entry of data, including worked time and absence entries, consistent and therefore quick and easy to learn.

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 will ensure that changes are accurately reflected and validated in the transactional
system

WORKFORCE MODELING WORK AREA

A new Workforce Modeling work area will allow managers or HR Specialists to view models that they have
authored or for which they are the top manager. The author of the model can prevent the top manager from
seeing models relating to them, recognizing that modeling is not always open to the affected manager.
Basic information is displayed against each model, including the number of changes and the change in headcount
and salary costs due to the modeling, allowing you to easily compare several different models.
Access is provided to this work area to both Line Managers and HR Specialists via the navigator, or via the action
menu in the Manager Resources dashboard, Person Gallery and Person Search.

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MANAGING MODELS
You can create new models, and edit or delete existing ones. You can also withdraw models that are already in the
approvals process.
Models are effective-dated and that date applies to all the transactions generated when the model is approved. The
model will be initially built using information that is correct as of that effective date. For example, any future-dated
transactions will appear in the model as if they occur after the current date and before the model effective date.

MODELING THE HIERARCHY

The main modeling page displays the line manager hierarchy for the specified top manager. You can easily drag
and drop worker assignments around the hierarchy to model changes. You can choose whether to include a
manager’s organization with the move or just move the manager themselves. Basic information (for example, job,
grade, and salary) can be captured about each change made. The model changes can be saved for later or
submitted for approval.
A synchronization process runs when a saved model is opened. This identifies any conflicting changes that
occurred in the live transactional system since the model was last updated. Some of those changes (like
terminations and hires) will be automatically applied to the model, whereas the user can choose whether the model
is updated with other live changes or whether they are ignored in the model.
Information displayed within modeling is secured, so certain information, like salary, will not be displayed if you
do not have Fusion security access to that information. Modeling will not prevent you from entering a new salary
it will just hide a person’s current salary. Of course, you can always ask that person to share their information via
the Share Information transaction, and then you will have full access to their information.
The modeling page provides the ability to search for people from anywhere in your enterprise. You can view a
person’s hierarchy from within the search results to check that you have the correct person and then you can drag
and drop that person into the top manager’s hierarchy to include him or her in the modeled changes.
The ability to group people by country, location, department or a variety of other attributes is provided, allowing
you to view modeled changes in different ways. This kind of feature is useful when looking at location changes,
for example.
You may also filter the hierarchy to identify individuals meeting certain criteria, for example, all people with
modeled changes who are located in India.
A tabular view provides a method for entering changes quickly and easily. For example, you can enter a location
move by filtering the workers and then entering their new location. Many other columns can be personalized into
the table format and filtering in a table will only display those rows that you are interested in.
The holding area is located across the bottom of the modeling page. Copy worker assignments into this area until a
decision is made on where to place them. Expanding the node in the holding area displays additional information.

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MODELING VACANCY OPENINGS
Vacancies sourced from Oracle Taleo Recruiting Cloud Service and those created in Oracle Fusion will be
displayed in the model. It is also possible to create new vacancies within the model. It is not possible to edit or
delete vacancies imported from Oracle Taleo Recruiting Cloud Service.
Vacancies can be easily filled by dragging and dropping workers over a vacancy. The worker can either report to
the vacancy or be used to fill it. Note that vacancies cannot be managers when the model is submitted for
approval and modeling will automatically resolve such anomalies.

IMPACT ANALYSIS
The scoreboard displays analytics while you are modeling to keep you fully informed of the impact of their
changes. The analytics display:

• The number of changes you have made

• The number of alerts or issues that need your attention
• The modeled headcount and the change since modeling started
• The modeled salary cost and the change since modeling started
• The predicted effectiveness due to modeling and the change since modeling started

Predicted effectiveness is a system prediction and is based on the predicted voluntary termination and the
predicted performance metrics that are already available in Workforce Predictions. It is a combination of these
two so that larger numbers mean the worker is less likely to leave and more likely to perform, and therefore, more
effective.
You can drill on all of these analytics to reveal more detailed information on the impact of the proposed changes.

MODEL APPROVAL
Modeling uses the standard Oracle Fusion HCM approvals. Two approval rules are seeded, one for when all the
modeled changes fall within the top manager’s hierarchy, the other where some changes are from outside that
hierarchy (for example, when an individual is transferred from a team outside of the top manager’s hierarchy).
Where all changes are in the top manager’s hierarchy, then the model is sent to two levels of manager above the
top manager for approval. Where some changes are outside the top manager hierarchy, then, in addition to the
two managers above the top manager, approval is also sought from the first manager where all the hierarchies that
contain changes meet and then one more manager above that manager.
Both seeded rules also send the model to the author’s HR representative as the first approver. This HR
representative has edit access to the model and can check the model and fill in any missing information.
The modeled changes will be implemented in the live system when the final approver approves the model. At this
point, assignment records are updated and vacancies are created or updated using the model effective date.

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