HR Implement - HRMS & Paroll PDF

11i Oracle HRMS Implement
Oracle HR and Payroll (US)

Student Guide Vol. 1
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April 2002
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Copyright © Oracle Corporation, 2002. All rights reserved.
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Author
Mark Rowe, Alison Crabbe, Juliette Fleming, Ruth Charles, Richard Sharp, Mike Laverty, John
Cafolla
Technical Contributors and Reviewers

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John Cafolla, Margaret Wong, Louise Raffo, Ratna Kuplish, Kevin Kelley
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oracletutor
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Table of Contents
Work Structures ..............................................................................................................................................1-1

Work Structures.............................................................................................................................................1-2
Objectives ......................................................................................................................................................1-3
Modules .........................................................................................................................................................1-4
Overview of Enterprise Work Structures......................................................................................................2-1
Overview of Enterprise Work Structures.......................................................................................................2-2
Topics ............................................................................................................................................................2-4
Module Overview ..........................................................................................................................................2-5
Overview of Enterprise Work Structures.......................................................................................................2-6
Oracle HRMS An Information Model ...........................................................................................................2-7
Oracle HRMS Information Model.................................................................................................................2-8
Typical Types of Enterprise...........................................................................................................................2-9
Project Based Enterprise Characteristics .......................................................................................................2-10
Project Based Enterprise System Needs ........................................................................................................2-11
Project Based Enterprise Oracle Solution......................................................................................................2-12
Rule Based Enterprise Characteristics...........................................................................................................2-13
Rule Based Enterprise System Needs............................................................................................................2-14
Rule Based Enterprise Oracle Solution ........................................................................................................2-15
Hybrid Enterprise Characteristics..................................................................................................................2-16
Hybrid Enterprise Oracle Solution ...............................................................................................................2-17
Understanding Work Structure Components ...............................................................................................3-1
Understanding Work Structure Components 1 ..............................................................................................3-2
Work Structures Overview ............................................................................................................................3-3
Work Structures Representing the Employer ................................................................................................3-4
Business Groups in Oracle HRMS ................................................................................................................3-5
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The Startup Business Group ..........................................................................................................................3-6
Business Groups ............................................................................................................................................3-7
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One or Many Business Groups Reasons........................................................................................................3-9
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One or Many Business Groups Oracle HRMS ..............................................................................................3-10
One or Many Business Groups Options ........................................................................................................3-12
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Understanding Work Structure Components 2 ............................................................................................4-1
Locations .......................................................................................................................................................4-3
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Organizations.................................................................................................................................................4-4
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Organization Hierarchies ...............................................................................................................................4-5
Jobs and Positions..........................................................................................................................................4-7
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Using Jobs or Positions..................................................................................................................................4-8
Additional Information for Jobs and Positions ..............................................................................................4-10
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Jobs................................................................................................................................................................4-11
Job Key Flexfield ..........................................................................................................................................4-12
Positions ........................................................................................................................................................4-13
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Positions and Organizations ..........................................................................................................................4-14
Position Hierarchies.......................................................................................................................................4-15
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Position Key Flexfield ...................................................................................................................................4-16
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Security Based on Work Structures ...............................................................................................................4-17
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Understanding Work Structure Components 3 ............................................................................................5-1
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Grades............................................................................................................................................................5-3
Grade Key Flexfield ......................................................................................................................................5-4
Work Structures Grades and Pay ...................................................................................................................5-5
11i Oracle HRMS Implement Oracle HR and Payroll (US) Table of Contents
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Work Structures Grade Rates .......................................................................................................................5-6
Grade Steps and Progression Points ..............................................................................................................5-7
Pay Scales......................................................................................................................................................5-8
Payroll Groups for HR Users.........................................................................................................................5-9
People Groups ...............................................................................................................................................5-10
People Group Key Flexfield ..........................................................................................................................5-11
Defining Common Data...................................................................................................................................6-1
Defining Common Data.................................................................................................................................6-2
Topics ............................................................................................................................................................6-4
Module Overview ..........................................................................................................................................6-5
Defining Common Data.................................................................................................................................6-6
Flexfields Overview ......................................................................................................................................6-7
Key Flexfields in Oracle HRMS Special Considerations .............................................................................6-8
Standard Features ..........................................................................................................................................6-9
A Key Flexfield .............................................................................................................................................6-10
Cost Allocation and Flexfield Qualifiers Special Considerations.................................................................6-11
Soft-Coded Legislation Key Flexfield Special Considerations ....................................................................6-12
Bank Details Key Flexfield Special Considerations......................................................................................6-13
Steps for Defining a Key Flexfield Special Considerations ..........................................................................6-15
Practice: Configure the People Group Key Flexfield ...................................................................................6-16
Practice: Configure the Personal Analysis Flexfield ....................................................................................6-17
Defining Descriptive Flexfields .......................................................................................................................7-1
Defining Descriptive Flexfields.....................................................................................................................7-2
Descriptive Flexfields in Oracle HRMS Special Considerations .................................................................7-3
A Descriptive Flexfield .................................................................................................................................7-5
Descriptive Flexfields in Several Windows Special Considerations ............................................................7-7
Descriptive Flexfields and Business Groups .................................................................................................7-8
Descriptive Flexfields With Predefined Data ................................................................................................7-9
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Protected Descriptive Flexfields....................................................................................................................7-10
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Steps for Defining a Descriptive Flexfield Special Considerations..............................................................7-13
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Context Sensitive Descriptive Flexfields.......................................................................................................7-11
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Practice: Key and Descriptive Flexfields Overview .....................................................................................7-14
Extra Information Types in Oracle HRMS...................................................................................................8-1
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Extra Information Types in Oracle HRMS....................................................................................................8-2
Overview .......................................................................................................................................................8-3
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Extra Information Type Descriptive Flexfields .............................................................................................8-7
Using Extra Information or Special Information for People.........................................................................8-9
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Security..........................................................................................................................................................8-10
Steps for Registering Extra Information Types .............................................................................................8-11
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Practice: Extra Information Types.................................................................................................................8-12
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Defining Lookups and Values.........................................................................................................................9-1
Defining Lookups and Values .......................................................................................................................9-2
Overview .......................................................................................................................................................9-3
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User Access Levels........................................................................................................................................9-4
Practice: Define Lookup Types and Values...................................................................................................9-5
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Managing Currencies and Exchange Rates....................................................................................................9-6
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Overview .......................................................................................................................................................9-7
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Typical Requirements....................................................................................................................................9-8
Enabling Currencies in Oracle HRMS...........................................................................................................9-9
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Exchange Rates in Oracle HRMS..................................................................................................................9-11
Exchange Rate Variations..............................................................................................................................9-12
Steps to Enable Currencies ............................................................................................................................9-13
Currency Precision ........................................................................................................................................9-14
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Exchange Rates .............................................................................................................................................9-15
Practice: Define an Exchange Rate................................................................................................................9-16
Work Structures - Case Study........................................................................................................................9-17
Creating a Business Group .............................................................................................................................10-1
Setting up Business Groups, Locations, and Organizations ..........................................................................10-2
Topics ............................................................................................................................................................10-3
Module Overview ..........................................................................................................................................10-4
Creating a Business Group ............................................................................................................................10-5
Representing Your Enterprise........................................................................................................................10-6
The Business Group.......................................................................................................................................10-7
Sharing Information.......................................................................................................................................10-8
HR:Cross Business Group .............................................................................................................................10-9
Initial Tasks ...................................................................................................................................................10-10
Information Associated with a Business Group.............................................................................................10-12
Standard Information.....................................................................................................................................10-13
Standard Information (U.S. only) ..................................................................................................................10-14
Employee and Applicant Numbers ................................................................................................................10-15
Practice: Create a Business Group.................................................................................................................10-17
Practice: Grant User Access to a New Business Group.................................................................................10-18
Creating a Location .........................................................................................................................................11-1
Creating Locations.........................................................................................................................................11-2
Overview .......................................................................................................................................................11-3
Address Validation for US and Canada.........................................................................................................11-4
Closing Down a Location ..............................................................................................................................11-5
Practice: Create a Location............................................................................................................................11-6
Creating Organizations ..................................................................................................................................11-7
Overview .......................................................................................................................................................11-8
Organization Classifications Special Considerations ...................................................................................11-10

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Organization Overview..................................................................................................................................11-9
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Practice: Create an Organization ...................................................................................................................11-12
End Dates on Organizations ..........................................................................................................................11-13
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Deleting Organizations ..................................................................................................................................11-14
Creating Organization Hierarchies ................................................................................................................11-15
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Practice: Create an Organization Hierarchy ..................................................................................................11-16
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Practice: Assign an Employee to an Organization.........................................................................................11-17
Application Data Exchange ............................................................................................................................12-1
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Application Data Exchange ...........................................................................................................................12-2
Application Data Exchange (ADE) ...............................................................................................................12-3
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Three Modes of Working with ADE .............................................................................................................12-4
ADE in Applications Mode ...........................................................................................................................12-7
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Using ADE ....................................................................................................................................................12-10
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ADE Security.................................................................................................................................................12-11
ADE Styles and Views ..................................................................................................................................12-12
Practice: Using ADE .....................................................................................................................................12-14
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Representing Financial Reporting Structures...............................................................................................13-1
Representing Financial Reporting Structures ................................................................................................13-2
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Module Overview ..........................................................................................................................................13-3
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Parallel Reporting Structures HR and GL .....................................................................................................13-4
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Parallel Reporting Structures Similar but Not the Same................................................................................13-6
Integration It's Okay to Be Different! ............................................................................................................13-7
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Integration Understanding the Other Side .....................................................................................................13-8
Cost Allocation Key Flexfield .......................................................................................................................13-9
Multi-Orgs and Business Groups Similar but Not the Same ........................................................................13-10
Multi-Company and Multi-National Mapping Options .................................................................................13-12
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Mapping Options ...........................................................................................................................................13-13
Costing Considerations..................................................................................................................................13-14
Practice: Entering Cost Information ..............................................................................................................13-15
Representing Legal and Government Reporting Structures (US) ..............................................................14-1
Representing Legal and Government Reporting Structures (U.S.)................................................................14-2
Topics ............................................................................................................................................................14-3
Module Overview ..........................................................................................................................................14-4
Representing Legal and Government Reporting Structures (U.S.)................................................................14-6
Identifying GRE's ..........................................................................................................................................14-7
One Company - One Employer - One GRE...................................................................................................14-8
Many Employers - Many GREs ....................................................................................................................14-9
Multi-Establishment Hierarchies ...................................................................................................................14-10
Headquarters Hierarchy for Multi-Establishment Companies.......................................................................14-12
Headquarters for Multi-Establishment Companies........................................................................................14-14
Defining Organization Information for Government Mandated Reporting ..............................................15-1
Defining Organization Information for Government Mandated Reporting ...................................................15-2
Mandated Government Reports .....................................................................................................................15-3
Reporting Categories and Statuses ................................................................................................................15-4
Classifying Organizations as GREs...............................................................................................................15-5
Classifying Organizations as Reporting Establishments ...............................................................................15-6
Overriding Establishment Hierarchies...........................................................................................................15-7
Classifying an Organization as the Corporate Headquarters .........................................................................15-8
Setting Up Non-AAP Establishment Hierarchies ..........................................................................................15-9
AAP Reporting ..............................................................................................................................................15-10
AAP Establishment Hierarchies ....................................................................................................................15-11
EEO-1 Reporting Checklist ...........................................................................................................................15-12
AAP Reporting Checklist ..............................................................................................................................15-13
VETS-100 Reporting Checklist.....................................................................................................................15-14
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ADA Reporting .............................................................................................................................................15-15
ADA Requests for Accommodation .............................................................................................................15-16
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OSHA Recording Information.......................................................................................................................15-17
Practice Classifying HR Organizations .........................................................................................................15-18
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Representing Grades and their Relationship to Pay.....................................................................................16-1
Representing Grades and their Relationship to Pay.......................................................................................16-2
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Topics ............................................................................................................................................................16-3
Module Overview ..........................................................................................................................................16-4
Grades............................................................................................................................................................16-5
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Grade Key Flexfield ......................................................................................................................................16-6
Grade Key Flexfield Structure Simple or Complex.......................................................................................16-7
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Grade Key Flexfield Checklist ......................................................................................................................16-8
Practice: Define a Grade Structure ...............................................................................................................16-9
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Practice: Define Grades .................................................................................................................................16-10
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Defining Grade Rates and Pay Scales............................................................................................................16-11
Grades and Pay Direct or Indirect .................................................................................................................16-12
Grade Rates ...................................................................................................................................................16-13
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Practice: Define a Grade Rate Table.............................................................................................................16-14
Pay Scales......................................................................................................................................................16-15
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Pay Scale Characteristics...............................................................................................................................16-16
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Pay Scales......................................................................................................................................................16-17
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Pay Scale Checklist .......................................................................................................................................16-18
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Practice: Define a Pay Scale ..........................................................................................................................16-19
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Representing Jobs and Positions ....................................................................................................................17-1
Representing Jobs and Positions....................................................................................................................17-2
Topics ............................................................................................................................................................17-3
Module Overview ..........................................................................................................................................17-4
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Representing Jobs and Positions....................................................................................................................17-5
Jobs and Positions..........................................................................................................................................17-6
Using Jobs or Positions..................................................................................................................................17-7
Jobs................................................................................................................................................................17-9
Job Groups.....................................................................................................................................................17-10
Job Groups and Supplementary Roles ...........................................................................................................17-11
Job Key Flexfield ..........................................................................................................................................17-12
Job Key Flexfield Checklist...........................................................................................................................17-13
Job Key Flexfield Structure Simple or Complex...........................................................................................17-14
Practice: Define Job Structure and Jobs .......................................................................................................17-15
Practice:Create a Job Group ..........................................................................................................................17-16
Representing Positions ....................................................................................................................................18-1
Representing Positions ..................................................................................................................................18-2
Positions ........................................................................................................................................................18-3
Position Key Flexfield ...................................................................................................................................18-5
Key Flexfield Structure .................................................................................................................................18-7
Practice: Define Position Structure and Positions ........................................................................................18-9
Position Hiring Status Special Considerations ..............................................................................................18-10
Position Hierarchies ........................................................................................................................................19-1
Position Hierarchies.......................................................................................................................................19-2
Position Hierarchy - Example........................................................................................................................19-4
Defining and Changing Position Hierarchies ................................................................................................19-5
Hierarchy Diagrammers ................................................................................................................................19-6
Practice: Using the Graphical Diagrammers.................................................................................................19-7
Work Choices ................................................................................................................................................19-9
Practice: Entering Work Choice Information ..............................................................................................19-10
Changing Job and Position Definitions .........................................................................................................19-11
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Changing Definitions.....................................................................................................................................19-12
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Changing Details ...........................................................................................................................................19-13
Practice: Job and Position windows Demo...................................................................................................19-14
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Mass Move Updates.........................................................................................................................................20-1
Mass Move Updates ......................................................................................................................................20-2
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Overview .......................................................................................................................................................20-3
Reorganization...............................................................................................................................................20-4
Moving Assignments.....................................................................................................................................20-5
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Considerations Before a Mass Move .............................................................................................................20-6
Practice: Mass Moves....................................................................................................................................20-8
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Setting up Workers Compensation ................................................................................................................21-1
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Setting Up Workers Compensation (U.S.).....................................................................................................21-2
Module Overview ..........................................................................................................................................21-3
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WC Insurers...................................................................................................................................................21-4
WC Codes and Rates .....................................................................................................................................21-5
Workers' Compensation Liability ..................................................................................................................21-6
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Additional Elements/Modifications Required ...............................................................................................21-7
Practice: Workers Compensation Codes and Rates ......................................................................................21-8
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Work Structures ..............................................................................................................................................22-1
Work Structures.............................................................................................................................................22-2
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Modules .........................................................................................................................................................22-3
Summary........................................................................................................................................................22-4
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Defining Common Data Instructor Demonstrations and Practice Solutions .............................................23-1
Defining Common Data Instructor Demonstrations and Practice Solutions..................................................23-2
Instructor Demonstration...............................................................................................................................23-3
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Instructor Demonstration and Practice Solution ............................................................................................23-4
Practice ..........................................................................................................................................................23-13
Practice Solution............................................................................................................................................23-14
Practice Questions .........................................................................................................................................23-15
Practice Solutions ..........................................................................................................................................23-16
Work Structures Case Study..........................................................................................................................23-22
Business Scenario Questions (US) ................................................................................................................23-26
Business Scenario (US) Solution...................................................................................................................23-27
Business Scenario Questions (UK)................................................................................................................23-28
Business Scenario (UK) Solution ..................................................................................................................23-29
Setting up Business Groups, Locations, and Organizations Instructor Demonstrations and Practice Solutions
...........................................................................................................................................................................24-1
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Instructor Demonstration (US) ......................................................................................................................24-3
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Instructor Demonstration (UK)......................................................................................................................24-20
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Representing Financial Reporting Structures Instructor Demonstrations and Practice Solutions .........25-1
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Representing Financial Reporting Structures Instructor Demonstrations and Practice Solutions .................25-2
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Representing Legal and Government Reporting Structures Instructor Demonstrations and Practice Solutions
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.......................................................................................................................................................................26-2
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Costing ..............................................................................................................................................................27-1
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Costing...........................................................................................................................................................27-2
Modules .........................................................................................................................................................27-3
Objectives ......................................................................................................................................................27-4
Setting Up the Cost Allocation Key Flexfield ................................................................................................28-1
Setting Up the Cost Allocation Key Flexfield ...............................................................................................28-2
Parallel Reporting Structures HR and GL .....................................................................................................28-3
Parallel Reporting Structures Similar but Not the Same................................................................................28-4
Costing in HRMS ..........................................................................................................................................28-5
The Oracle HRMS Costing Solution .............................................................................................................28-7
Cost Allocation Setup Headings and Levels..................................................................................................28-8
Cost Allocation Key Flexfield .......................................................................................................................28-9
Multi-Company and Multi-National Mapping Options .................................................................................28-10
Setting Up the Cost Allocation Key Flexfield ...............................................................................................28-11
Practice: Defining the Cost Allocation Key Flexfield ..................................................................................28-13
Allocating Cost Details ....................................................................................................................................29-1
Allocating Cost Details..................................................................................................................................29-2
Mapping Cost Segments to GL Segments .....................................................................................................29-3
Cost Allocation Entry Levels.........................................................................................................................29-5
Suspense Codes and Balancing Values .........................................................................................................29-6
Costable Types on Element Links .................................................................................................................29-7
Payroll Level Costs Special Factors ..............................................................................................................29-8
Element Link Level Special Factors..............................................................................................................29-9
Element Link Level Special Factors for Benefits .........................................................................................29-10
Assignment Level Special Factors................................................................................................................29-11
Element Entry Level Special Factors............................................................................................................29-12
Payroll Processing Processing Overview ......................................................................................................29-13
Costing Processes in Oracle Payroll ..............................................................................................................29-14
Demonstration: Entering Cost Details ...........................................................................................................29-15
Costing Tax Information (UK) .......................................................................................................................30-1
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Costing Tax Information (UK) ......................................................................................................................30-2
Tax Considerations Costing All Taxes by Tax Type.....................................................................................30-3
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Costing Tax Information (US)........................................................................................................................31-1
Costing Tax Information (US).......................................................................................................................31-2
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Tax Considerations Costing All Taxes by Tax Type.....................................................................................31-3
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Costing State and Local Taxes by Jurisdiction ..............................................................................................31-4
Costing ..............................................................................................................................................................32-1
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Costing...........................................................................................................................................................32-2
Summary........................................................................................................................................................32-3
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Costing - Instructor Demonstrations and Practice Solutions ......................................................................33-1
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Instructor Demonstration and Practice ..........................................................................................................33-2
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Modeling the Employment Relationship .......................................................................................................34-1
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Objectives ......................................................................................................................................................34-3
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Modules .........................................................................................................................................................34-4
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Introducing Employment Relationships........................................................................................................35-1
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Introducing Employment Relationships ........................................................................................................35-2
Topics ............................................................................................................................................................35-3
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Introducing Employment Relationships ........................................................................................................35-4
Overview .......................................................................................................................................................35-5
Integrated Business Processes for HR Management......................................................................................35-6
Hiring and Deploying People ........................................................................................................................35-7
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Entering and Changing Personal Information................................................................................................35-8
Identifying Employees...................................................................................................................................35-10
Person Types .................................................................................................................................................35-11
Addresses for Employees ..............................................................................................................................35-12
Personal Development and Deployment Options ..........................................................................................35-13
Displaying Personal Information...................................................................................................................35-15
Employment Relationship and Work Related Information...........................................................................36-4
Employment Relationships and Assignments...............................................................................................36-5
Assignments in Oracle HRMS.......................................................................................................................36-6
Employees and Assignments .........................................................................................................................36-7
Single Assignments in Oracle HRMS ...........................................................................................................36-8
Periods of Service and Multiple Assignments ...............................................................................................36-10
Assignment Statuses ......................................................................................................................................36-13
Tracking Changes to an Assignment .............................................................................................................36-14
Ending Assignments ......................................................................................................................................36-15
Terminating Employees.................................................................................................................................36-16
Representing the Workforce...........................................................................................................................37-1
Representing the Workforce ..........................................................................................................................37-2
Topics ............................................................................................................................................................37-3
Module Overview ..........................................................................................................................................37-4
Representing the Workforce ..........................................................................................................................37-5
Person Types Overview.................................................................................................................................37-6
System and User Person Types......................................................................................................................37-7
Predefined System and User Person Types ...................................................................................................37-10
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Person Types for Benefits..............................................................................................................................37-11
Benefits User Person Types...........................................................................................................................37-12
Defining Collective Agreements, Bargaining Units and Contracts .............................................................38-1

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Practice: Define Person Types.......................................................................................................................37-13
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Defining Collective Agreements, Bargaining Units and Contracts ...............................................................38-2
Overview .......................................................................................................................................................38-3
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Bargaining Units............................................................................................................................................38-4
Bargaining unit ..............................................................................................................................................38-5
Practice: Defining Bargaining Units..............................................................................................................38-6
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Collective Agreements ..................................................................................................................................38-7
Defining Collective Agreements ...................................................................................................................38-9
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Collective Agreement Grades........................................................................................................................38-10
Practice: Define Bargaining Unit and Employer ...........................................................................................38-11
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Practice: Define Collective Agreements........................................................................................................38-12
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Contracts........................................................................................................................................................38-13
Contract Statuses ...........................................................................................................................................38-15
Generating and Printing Contracts.................................................................................................................38-16
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Practice: Enter Contract Details.....................................................................................................................38-17
Defining Employee Assignment Statuses .......................................................................................................39-1
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Defining Employee Assignment Statuses......................................................................................................39-2
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Overview .......................................................................................................................................................39-3
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Assignment Statuses ......................................................................................................................................39-5
Primary Assignment Statuses ........................................................................................................................39-7
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Secondary Assignment Statuses ....................................................................................................................39-10
Practice: Define Assignment Statuses ...........................................................................................................39-12
Defining the People Group Flexfield..............................................................................................................40-1
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Defining the People Group Key Flexfield .....................................................................................................40-2
Employment Groups......................................................................................................................................40-3
People Group Key Flexfield ..........................................................................................................................40-5
System Definitions ........................................................................................................................................40-6
Making People Group Segments Required....................................................................................................40-9
Practice: People Group Key Flexfield ...........................................................................................................40-11
Managing Employee Information ..................................................................................................................41-1
Managing Employment Information .............................................................................................................41-2
Topics ............................................................................................................................................................41-3
Overview .......................................................................................................................................................41-4
Managing Employee Information..................................................................................................................41-5
Entering Personal Information for a New Person ..........................................................................................41-6
Practice: Hire a New Employee.....................................................................................................................41-10
Supplementary Roles.....................................................................................................................................41-11
People Management Templates .....................................................................................................................41-12
Headcount Report Set....................................................................................................................................41-14
Managing the Employee Assignment.............................................................................................................42-1
Managing the Employee Assignment ............................................................................................................42-2
Changing Assignment Information................................................................................................................42-3
Practice: Promote an Employee.....................................................................................................................42-5
Multiple Assignments for an Employee ........................................................................................................42-6
Practice: Enter a Second Assignment ............................................................................................................42-7
Changing a Secondary Assignment into the Primary Assignment ................................................................42-8
Practice: Changing the Primary Assignment .................................................................................................42-10
Mass Update of Assignments ........................................................................................................................42-11
Demo: Mass Assignment Update ..................................................................................................................42-12
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Occupational Health........................................................................................................................................43-1
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Occupational Health ......................................................................................................................................43-2
Medical Assessments, Disabilities and Work Incidents ................................................................................43-3
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Medical Assessments.....................................................................................................................................43-4
Work Incidents ..............................................................................................................................................43-5
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Disabilities.....................................................................................................................................................43-6
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Practice: Enter Disability Information...........................................................................................................43-7
Terminating and Re-hiring an Employee ......................................................................................................44-1
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Terminating and Rehiring an Employee ........................................................................................................44-2
Topics ............................................................................................................................................................44-3
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Terminating and Rehiring an Employee ........................................................................................................44-4
Terminating Employment..............................................................................................................................44-5
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Overview .......................................................................................................................................................44-7
Termination Dates .........................................................................................................................................44-8
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Practice: Terminating Employment ...............................................................................................................44-9
Terminating a Single Assignment .................................................................................................................44-10
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Practice: Terminating One Assignment.........................................................................................................44-11
Cancel Termination Or Rehire.......................................................................................................................44-12
Cancel Termination .......................................................................................................................................44-13
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Rehire ............................................................................................................................................................44-14
Practice: Cancelling a Termination................................................................................................................44-15
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Practice: Rehire an Employee........................................................................................................................44-16
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Summary........................................................................................................................................................45-3
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Representing the Workforce Instructor Demonstrations and Practice Solutions .....................................46-1
ix
Managing Employment Information Instructor Demonstrations and Practice Solutions ........................47-1
Terminating and Rehiring an Employee Instructor Demonstrations and Practice Solutions ..................48-1
Introduction to Compensation and Benefits..................................................................................................49-1
Introduction to Compensation and Benefits ..................................................................................................49-2
Objectives ......................................................................................................................................................49-3
Total Compensation Framework ...................................................................................................................49-4
Oracle HRMS The Basic Information Model................................................................................................49-5
Total Compensation.......................................................................................................................................49-6
Total Compensation Framework Attract - Retain - Motivate ........................................................................49-7
Total Compensation Framework in Oracle HRMS .......................................................................................49-8
Total Compensation Framework ...................................................................................................................49-9
Specific Business Functions Not Just the Framework ...................................................................................49-11
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Basic, Standard, or Advanced Benefits 3 Levels of Functionality ................................................................49-12
Administer, Calculate, Pay Payroll Processing.............................................................................................49-13
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Oracle Payroll Process Overview ..................................................................................................................49-14
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Payroll Gross to Net ......................................................................................................................................49-15
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Oracle Payroll Prepayments and Payments ...................................................................................................49-17
Oracle Payroll What About Adjustments?.....................................................................................................49-18
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Time Management.........................................................................................................................................49-20
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Overview of Benefits Management ................................................................................................................50-1
Overview of Benefits Management ...............................................................................................................50-2
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Benefits Management Overview ...................................................................................................................50-3
Plan Design....................................................................................................................................................50-4
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Plan Types Supported....................................................................................................................................50-5
Participation Management .............................................................................................................................50-6
Enrollment Management ...............................................................................................................................50-7
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Contribution Management .............................................................................................................................50-8
Distribution Management ..............................................................................................................................50-9
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Eligibility Profiles Reusable Definitions .......................................................................................................50-10
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Life Event Management Advanced Benefits ................................................................................................50-11
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Standard Processes in Oracle HR ..................................................................................................................50-12
Standard Processes in Oracle HR (US)..........................................................................................................50-13
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Advanced Benefits Processes ........................................................................................................................50-14
Life Event Management ................................................................................................................................50-15
Life Event Management Processes ................................................................................................................50-16
Eligibility Management Processes.................................................................................................................50-17
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Enrollment Cycle Automation Processes ......................................................................................................50-18
Elements in Oracle HRMS..............................................................................................................................51-1
Elements in Oracle HRMS ............................................................................................................................51-2
Earnings, Deductions & Benefits ..................................................................................................................51-3
Elements in Oracle HRMS The Building Blocks ..........................................................................................51-4
How it works - 1 Define Elements ...............................................................................................................51-6
Defining Elements Key Attributes.................................................................................................................51-7
Recurring and Nonrecurring Types of Element.............................................................................................51-8
How it works - 2 Define Links ......................................................................................................................51-9
Element Links................................................................................................................................................51-10
Element Links Basic Eligibility Rules For Elements ....................................................................................51-11
How it works - 3 Enter Values ......................................................................................................................51-12
How it works - 4 Benefits Administration.....................................................................................................51-13
Element Entries and Processing.....................................................................................................................51-14
How it works - 5 Payroll Processing ............................................................................................................51-15
Predefined Elements ......................................................................................................................................51-17
Total Compensation Elements for Payroll (US)............................................................................................52-1
Total Compensation Elements Setup for Payroll (US) .................................................................................52-2
Objectives ......................................................................................................................................................52-3
Introduction ...................................................................................................................................................52-4
Earnings, Deductions, & Benefits .................................................................................................................52-5
Elements, Formulas, and Balances ................................................................................................................52-6
Designing Elements.......................................................................................................................................52-7
Understanding Element Classifications .........................................................................................................53-1
Understanding Element Classifications .........................................................................................................53-2
Element Classifications Overview.................................................................................................................53-3
Primary Classifications and Costing Options ................................................................................................53-6
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Primary Classifications..................................................................................................................................53-4
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Secondary Classifications..............................................................................................................................53-7
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Predefined Secondary Classifications............................................................................................................53-8
Balance Feeds and Element Classifications...................................................................................................53-9
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Defining Elements............................................................................................................................................54-1
Defining Elements .........................................................................................................................................54-2
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Elements in Oracle HRMS Common Building Blocks.................................................................................54-3
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Defining Elements .........................................................................................................................................54-4
Three Steps to Set Up an Element .................................................................................................................54-5
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Element Definitions.......................................................................................................................................54-6
Processing Priority.........................................................................................................................................54-7
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Recurring and Nonrecurring Element Types .................................................................................................54-8
Comparing Recurring and Nonrecurring Types ............................................................................................54-9
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Other Processing Options ..............................................................................................................................54-10
Termination Processing Rules .......................................................................................................................54-11
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Input and Output Currencies..........................................................................................................................54-12
Elements and Input Values ............................................................................................................................54-13
Input Value Example .....................................................................................................................................54-14
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Processing Input Values ................................................................................................................................54-15
Pay Value.......................................................................................................................................................54-16
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Using the Pay Value ......................................................................................................................................54-17
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Practice: Defining Elements ..........................................................................................................................54-18
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Initiating Earnings and Deductions ...............................................................................................................55-1
Initiating Earnings and Deductions................................................................................................................55-2
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Predefined Earning Types..............................................................................................................................55-3
Hours Worked and Non-Worked Hours ........................................................................................................55-4
Initiating Earnings and Deductions................................................................................................................55-5
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Generated Components..................................................................................................................................55-6
Initiating an Earnings Type ...........................................................................................................................55-12
Earnings by Hourly Rate ...............................................................................................................................55-13
Practice Initiating an Earnings Type..............................................................................................................55-14
Initiating a Deduction ....................................................................................................................................55-15
Start Rules .....................................................................................................................................................55-16
Stop Rules......................................................................................................................................................55-17
Amount Rules................................................................................................................................................55-18
Practice Initiating a Deduction ......................................................................................................................55-19
Configuring Generated Components .............................................................................................................55-20
Controlling the Frequency of Processing an Element ..................................................................................56-1
Controlling the Frequency of Processing an Element....................................................................................56-2
Overview .......................................................................................................................................................56-3
Frequency Rules ............................................................................................................................................56-4
Practice Defining Frequency Rules ...............................................................................................................56-5
Skip Rule Formulas .......................................................................................................................................56-6
Practice Writing a Skip Rule Formula...........................................................................................................56-7
Controlling Eligibility and Costing for Elements .........................................................................................57-1
Element Links................................................................................................................................................57-3
Element Links Basic Eligibility Rules For Elements ....................................................................................57-4
Multiple Eligibility Rules ..............................................................................................................................57-5
Changes to Assignment Impact on Entries ....................................................................................................57-6
Element Links and Costing Rules..................................................................................................................57-7
Eligibility Profiles in Standard and Advanced Benefits ................................................................................57-8
Benefit Element Links ...................................................................................................................................57-9
Practice Creating an Element Link ................................................................................................................57-10
Planning Methods of Entry.............................................................................................................................58-1
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Planning Methods of Entry............................................................................................................................58-2
Element Entry Method Types........................................................................................................................58-3
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Automatic Entry of Elements ........................................................................................................................58-4
Batch Element Entry BEE ............................................................................................................................58-5
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BEE Examples...............................................................................................................................................58-7
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Manual Entry of Elements .............................................................................................................................58-8
Salary Administration Window .....................................................................................................................58-9
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Absence Detail Window................................................................................................................................58-10
Practice Making an Element Entry ................................................................................................................58-11
Security in Element Entries Windows ...........................................................................................................58-12
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Controlling Element Entry Values.................................................................................................................59-1
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Controlling Element Entry Values.................................................................................................................59-2
Overview .......................................................................................................................................................59-3
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Defaults .........................................................................................................................................................59-4
Default Entries on Links................................................................................................................................59-5
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Hot Default ....................................................................................................................................................59-6
Practice Defining Limits on Entry Values .....................................................................................................59-7
Formula Validation........................................................................................................................................59-8
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Example Validation Formula.........................................................................................................................59-9
Formula Validation........................................................................................................................................59-10
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Practice Defining Formula Rules on Entry Values........................................................................................59-11
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Writing Formulas ............................................................................................................................................60-1
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Writing Formulas...........................................................................................................................................60-2
Types of Formulas .........................................................................................................................................60-3
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Writing Formulas...........................................................................................................................................60-4
Input Values from Elements Inputs are … ...................................................................................................60-5
Easy Access to Data in Formulas ..................................................................................................................60-6
xii
Easy to Return Formula Results ....................................................................................................................60-7
Formula Statements .......................................................................................................................................60-8
Element Input Values ....................................................................................................................................60-9
Inputs Statement ............................................................................................................................................60-10
Multiple Input Values....................................................................................................................................60-12
Setting Default Values...................................................................................................................................60-13
Checking Default Values...............................................................................................................................60-14
Types of Input................................................................................................................................................60-15
Database Items...............................................................................................................................................60-16
Global Values ................................................................................................................................................60-17
Aliases ...........................................................................................................................................................60-18
IF Statement...................................................................................................................................................60-19
The Return Statement ....................................................................................................................................60-20
Returned Results............................................................................................................................................60-21
Functions .......................................................................................................................................................60-22
Functions Example ........................................................................................................................................60-23
Practice Writing a Formula............................................................................................................................60-24
Defining Formula Results and Processing Rules ..........................................................................................61-1
Overview .......................................................................................................................................................61-3
Formula Processing Rules .............................................................................................................................61-4
Formula Result Types....................................................................................................................................61-6
Practice: Creating Formula Rules ..................................................................................................................61-8
Understanding Payroll Balances ....................................................................................................................62-1
Understanding Payroll Balances....................................................................................................................62-2
Overview .......................................................................................................................................................62-3
Balances.........................................................................................................................................................62-4
Balance Feeds................................................................................................................................................62-5
Predefined Balance Dimensions ....................................................................................................................62-7

Example of a Defined Balance ......................................................................................................................62-8 n l y
Balance Dimensions ......................................................................................................................................62-6
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Accessing a Balance in a Formula.................................................................................................................62-9
Defining Balances Feeds ...............................................................................................................................62-10
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Defining Feeds Using Element Classifications..............................................................................................62-11
Creating Individual Balance Feeds ................................................................................................................62-12
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Defining Balance Feeds.................................................................................................................................62-13
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Practice: Defining a Balance .........................................................................................................................62-14
Design Methodology ........................................................................................................................................63-1
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Design Methodology .....................................................................................................................................63-2
Designing Elements and Formulas ................................................................................................................63-3
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Overview .......................................................................................................................................................63-4
Representing An Element and Formula A Simple Example.........................................................................63-5
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Represent Elements and Formula Results See The Whole Picture...............................................................63-6
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Represent Formula Calculations Flowcharts .................................................................................................63-7
Where Do I Start? Begin at the End ..............................................................................................................63-8
Inputs, Outputs and Calculations...................................................................................................................63-9
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Example Design for Payroll Overtime...........................................................................................................63-10
Example Design for Payroll Define Requirements and Make Decisions ......................................................63-11
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Example Design DT - Double Overtime .......................................................................................................63-12
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Example Design for Payroll STO - Straight Overtime ..................................................................................63-13
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Straight Overtime- Details.............................................................................................................................63-14
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Example Design Premium OT - Premium Overtime .....................................................................................63-15
Premium Overtime - Details..........................................................................................................................63-16
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Setup Steps When you know what you want to do........................................................................................63-17
Module Summary ..........................................................................................................................................63-18
Total Compensation Elements for Payroll (US) - Instructor Demoinstrations and Practice Solutions ...64-1
xiii
Practice: Defining Elements ..........................................................................................................................64-2
Solution: Defining Elements..........................................................................................................................64-3
Practice: Initiating an Earnings Type.............................................................................................................64-4
Solution: Initiating an Earnings Type............................................................................................................64-5
Practice: Initiating a Deduction .....................................................................................................................64-9
Solution: Initiating a Deduction.....................................................................................................................64-10
Practice: Defining Frequency Rules ..............................................................................................................64-14
Solution: Defining Frequency Rules..............................................................................................................64-15
Practice: Writing a Skip Rule Formula..........................................................................................................64-16
Solution: Writing a Skip Rule Formula .........................................................................................................64-17
Practice: Creating an Element Link ...............................................................................................................64-19
Solution: Creating an Element Link ..............................................................................................................64-20
Practice: Making an Element Entry ...............................................................................................................64-22
Solution: Making an Element Entry ..............................................................................................................64-23
Practice: Defining Limits on Entry Values....................................................................................................64-25
Solution: Defining Limits on Entry Values ...................................................................................................64-26
Practice: Defining Formula Rules on Entry Values.......................................................................................64-28
Solution: Defining Formula Rules on Entry Values ......................................................................................64-29
Practice: Writing a Formula...........................................................................................................................64-32
Solution: Writing a Formula..........................................................................................................................64-33
Practice: Creating Formula Rules ..................................................................................................................64-34
Solution: Creating Formula Rules .................................................................................................................64-35
Practice: Defining a Balance .........................................................................................................................64-36
Solution: Defining a Balance.........................................................................................................................64-37
Salary Administration.....................................................................................................................................65-1
Salary Administration....................................................................................................................................65-2
Topics ............................................................................................................................................................65-3
Implementing Salary Administration.............................................................................................................65-5
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Introduction ...................................................................................................................................................65-4
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Salary Administration....................................................................................................................................65-7
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Practice: Introducing the Salary Administration window..............................................................................65-9
Defining Salary Administration.....................................................................................................................65-10
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Salary Elements .............................................................................................................................................65-11
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Defining Salary Elements ..............................................................................................................................65-12
Validating Salary Entries...............................................................................................................................65-13
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Linking Salary Elements ...............................................................................................................................65-14
Practice: Creating and Linking Salary Elements ...........................................................................................65-16
Salary Basis ...................................................................................................................................................65-17
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Practice: Defining the Salary Basis ...............................................................................................................65-18
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Administering Salary Changes.......................................................................................................................66-1
Administering Salary Changes ......................................................................................................................66-2
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Salary Components........................................................................................................................................66-4
Using Salary Components .............................................................................................................................66-5
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10 Predefined Salary Component Lookups ...................................................................................................66-6
Practice: Defining Salary Components..........................................................................................................66-7
Salary Approval Authority ............................................................................................................................66-8
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Practice: Add the Salary Approval Function to the HRMS Navigator Menu................................................66-9
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Using Salary Administration ..........................................................................................................................67-1
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Using Salary Administration .........................................................................................................................67-2
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Assign Salary Basis .......................................................................................................................................67-4
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Entering and Proposing Salaries....................................................................................................................67-5
Correcting Salaries ........................................................................................................................................67-6
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Practice: Assigning, Entering and Approving a Salary Basis ........................................................................67-7
Practice: Proposing Salary Changes ..............................................................................................................67-8
Salary History Window and Salary Review Report ......................................................................................67-9
xiv
Practice: Reviewing Current Salaries and Salary History .............................................................................67-10
Using the Salary Management Folder ...........................................................................................................67-11
Application Data Exchange ...........................................................................................................................67-12
Performing Salary Surveys.............................................................................................................................68-1
Performing Salary Surveys ............................................................................................................................68-2
Setting Up Salary Surveys .............................................................................................................................68-4
Salary Surveys ...............................................................................................................................................68-5
Salary Survey Identifier.................................................................................................................................68-6
Practice: Entering Data into Lookup Types...................................................................................................68-8
Entering Salary Surveys ................................................................................................................................68-9
Practice: Entering Salary Surveys .................................................................................................................68-12
Mapping Salary Survey Lines .......................................................................................................................68-13
Practice: Mapping Salary Surveys to Jobs.....................................................................................................68-14
Summary........................................................................................................................................................68-15
Implementing Salary Administration - Practice Details and Solutions ......................................................69-1
Practice: Introducing the Salary Administration Window.............................................................................69-2
Solution: Introducing the Salary Administration Window ............................................................................69-3
Solution: Creating and Linking Salary Elements...........................................................................................69-5
Practice: Defining the Salary Basis ...............................................................................................................69-7
Solution: Defining the Salary Basis...............................................................................................................69-8
Administering Salary Changes - Practice Details and Solutions .................................................................70-1
Practice: Defining Salary Components..........................................................................................................70-2
Solution: Defining Salary Components .........................................................................................................70-3
Practice: Add the Salary Approval Function to the HRMS Navigator Menu................................................70-4
Solution: Add the Salary Approval Function to the HRMS Navigator Menu ...............................................70-5
Using Salary Administration - Practice Details and Solutions ....................................................................71-1
Practice: Assigning, Entering and Approving a Salary Basis ........................................................................71-2
Solution: Assigning, Entering and Approving a Salary Basis .......................................................................71-3
Practice: Proposing Salary Changes ..............................................................................................................71-5 n l y
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Solution: Proposing Salary Changes..............................................................................................................71-6
Practice: Reviewing Current Salaries and Salary History .............................................................................71-8
U s
Solution: Reviewing Current Salaries and Salary History.............................................................................71-9
Performing Salary Surveys - Practice Details and Solutions .......................................................................72-1
A I
Practice: Entering Data into Lookup Types...................................................................................................72-2
Solution: Entering Data into Lookup Types ..................................................................................................72-3
Practice: Entering Salary Surveys .................................................................................................................72-5
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Solution: Entering Salary Surveys.................................................................................................................72-6
Practice: Mapping Salary Surveys to Jobs.....................................................................................................72-7
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Solution: Mapping Salary Surveys to Jobs ....................................................................................................72-8
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Absence Management and Paid Time Off (PTO) Accruals .........................................................................73-1
Absence Management and PTO Accruals .....................................................................................................73-2
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Modules .........................................................................................................................................................73-3
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Objectives ......................................................................................................................................................73-5
Setting up Absence Management ...................................................................................................................74-1
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Absence Management....................................................................................................................................74-2
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Introduction ...................................................................................................................................................74-3
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Topics ............................................................................................................................................................74-4
Setting Up Absence Management .................................................................................................................74-5
Absence Management Components...............................................................................................................74-6
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Setting Up Absence Management .................................................................................................................74-8
Absence Element Definition..........................................................................................................................74-9
Absence Types and Balances.........................................................................................................................74-10
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Practice: Adding Lookup Values...................................................................................................................74-11
Practice: Defining and Linking Absence Elements .......................................................................................74-12
Practice: Defining an Absence Type .............................................................................................................74-13
Paying for Absences ......................................................................................................................................74-14
Managing Absences .........................................................................................................................................75-1
Managing Absences.......................................................................................................................................75-2
Absence Detail Window................................................................................................................................75-4
Batch Element Entry......................................................................................................................................75-5
Element Entry................................................................................................................................................75-6
Validation for Absence Entries......................................................................................................................75-7
Validating Absence Duration ........................................................................................................................75-8
Absence Duration Formulas ..........................................................................................................................75-9
Absence Duration Formulas for Business Groups.........................................................................................75-10
Practice: Recording Absences .......................................................................................................................75-11
View Absence History Window ....................................................................................................................75-12
List Employees by Absence Type Window...................................................................................................75-13
Absences Report............................................................................................................................................75-14
Practice: Viewing Absence Information........................................................................................................75-15
Practice: Reporting Absence Information......................................................................................................75-16
Summary........................................................................................................................................................75-17
PTO Accrual Plans ..........................................................................................................................................76-1
PTO Accrual Plans ........................................................................................................................................76-2
Introduction ...................................................................................................................................................76-3
Topics ............................................................................................................................................................76-4
Understanding the Accrual Plan Structure.....................................................................................................76-5
Accrual Plan Structure...................................................................................................................................76-6
PTO Accrual Plan Rules................................................................................................................................76-7
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Accrual Calculations......................................................................................................................................76-9
Net Accrual Calculation ................................................................................................................................76-11
When Accruals are Calculated.......................................................................................................................76-12
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Formulas Used for Accrual Plans ..................................................................................................................76-13
Elements Used for Accrual Plans ..................................................................................................................76-16
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Element Links for Accrual Plans ...................................................................................................................76-17
Accrual Balance Maintained By Payroll Run................................................................................................76-18
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Setting Up PTO Accrual Plans .......................................................................................................................77-1
Setting Up PTO Accrual Plans ......................................................................................................................77-2
Accrual Start Date for New Hires..................................................................................................................77-4
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Period of Ineligibility.....................................................................................................................................77-5
BEE and the Ineligibility Period....................................................................................................................77-6
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Length of Service Bands................................................................................................................................77-7
PTO Accrual Plan Setup Steps ......................................................................................................................77-8
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Defining PTO Accrual Plans .........................................................................................................................77-14
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Practice: Defining PTO Accrual Plans ..........................................................................................................77-15
Administering Accrual Plans..........................................................................................................................78-1
Administering Accrual Plans.........................................................................................................................78-2
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Enrolling Employees in Accrual Plans ..........................................................................................................78-4
Continuous Service Date ...............................................................................................................................78-5
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Practice: Enrolling in an Accrual Plan...........................................................................................................78-6
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Recording Accrued Time Taken....................................................................................................................78-7
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Practice: Entering Absences ..........................................................................................................................78-9
Viewing Accrual Information........................................................................................................................78-10
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Practice: Viewing Accrual Information.........................................................................................................78-11
Carry Over Process........................................................................................................................................78-12
When To Run The Process ............................................................................................................................78-15
Practice: Running the PTO Carry Over Process ...........................................................................................78-16
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Adapting the Predefined Accrual Formulas..................................................................................................79-1
Adapting the Predefined Accrual Formulas...................................................................................................79-2
Accrual Formulas ..........................................................................................................................................79-3
Formula Types: Accrual Formula..................................................................................................................79-4
Formula Types: Accrual Sub Formula...........................................................................................................79-5
Formula Types: Carry Over Formula ............................................................................................................79-6
Formula Types: Ineligibility Formula............................................................................................................79-7
Predefined Formulas: PTO_PAYROLL_BALANCE_CALCULATION .....................................................79-8
Predefined Formulas: PTO_PAYROLL_CARRYOVER .............................................................................79-9
Predefined Formulas: PTO_SIMPLE_BALANCE_MULTIPLIER..............................................................79-10
Predefined Formulas: PTO_SIMPLE_CARRYOVER..................................................................................79-11
Predefined Formulas: PTO_ROLLING_ACCRUAL....................................................................................79-12
Predefined Formulas: PTO_HD_ANNIVERSARY_BALANCE .................................................................79-13
Predefined Formulas: PTO_HD_ANNIVERSARY_CARRYOVER............................................................79-14
Changing and Adding Formula Rules ...........................................................................................................79-15
Example of Changing Rules ..........................................................................................................................79-18
Practice: Creating Accrual Formulas.............................................................................................................79-19
Changing the Net Calculation Rules ..............................................................................................................80-1
Changing Net Calculation Rules ...................................................................................................................80-2
Default Net Calculation Rules .......................................................................................................................80-3
How to Modify Net Calculation Rules ..........................................................................................................80-4
Creating Additional Elements........................................................................................................................80-5
Practice: Creating and Linking Additional Accrual Elements.......................................................................80-6
Practice: Adding an Additional Accrual Element to the Net Calculation Rules...........................................80-7
Summary........................................................................................................................................................80-8
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Module Summary ..........................................................................................................................................81-3
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Summary........................................................................................................................................................81-4
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Absence Management - Practice Details and Solutions................................................................................82-1
Practice: Adding Lookup Values...................................................................................................................82-2
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Solution: Adding Lookup Values ..................................................................................................................82-3
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Practice: Defining and Linking Absence Elements .......................................................................................82-5
Solution: Defining and Linking Absence Elements.......................................................................................82-6
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Practice: Defining an Absence Type .............................................................................................................82-7
Solution: Defining an Absence Type.............................................................................................................82-8
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Managing Absences - Practice Details and Solutions ...................................................................................83-1
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Solution: Recording Absences.......................................................................................................................83-3
Practice: Viewing Absence Information........................................................................................................83-4
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Solution: Viewing Absence Information .......................................................................................................83-5
Practice: Reporting Absence Information......................................................................................................83-6
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Setting Up PTO Accrual Plans - Practice Details and Solutions .................................................................84-1
Practice: Defining PTO Accrual Plans ..........................................................................................................84-2
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Solution: Defining PTO Accrual Plans..........................................................................................................84-3
Administering Accrual Plans - Practice Details and Solutions....................................................................85-1
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Practice: Enrolling in an Accrual Plan...........................................................................................................85-2
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Solution: Enrolling in an Accrual Plan ..........................................................................................................85-3
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Solution: Recording Absences.......................................................................................................................85-5
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Practice: Viewing Accrual Information.........................................................................................................85-6
Solution: Viewing Accrual Information ........................................................................................................85-7
Practice: Running the PTO Carry Over Process ............................................................................................85-8
Solution: Running the PTO Carry Over Process ...........................................................................................85-9
xvii
Adapting the Predefined Accrual Formulas - Practice Details and Solutions............................................86-1
Practice: Creating Accrual Formulas.............................................................................................................86-2
Solution: Creating Accrual Formulas ............................................................................................................86-3
Changing Net Calculation Rules - Practice Details and Solutions ..............................................................87-1
Practice: Creating and Linking Additional Absence Elements......................................................................87-2
Practice: Adding an Additional Absence Element to the Net Calculation Rules...........................................87-4
Solutions: Adding an Additional Absence Element to the Net Calculation Rules ........................................87-5
Payroll Setup (US) ...........................................................................................................................................88-1
Payroll Setup (US).........................................................................................................................................88-2
Modules .........................................................................................................................................................88-3
Objectives ......................................................................................................................................................88-4
Modeling Payrolls ............................................................................................................................................89-1
Modeling Payrolls..........................................................................................................................................89-2
Topics ............................................................................................................................................................89-3
Payroll Overview...........................................................................................................................................89-4
Setting Up Payment Methods ........................................................................................................................89-6
Valid Payment Methods ................................................................................................................................89-7
Defining Payment Methods ...........................................................................................................................89-10
Currencies......................................................................................................................................................89-11
Practice: Defining Payment Methods ............................................................................................................89-12
Setting Up Payrolls ..........................................................................................................................................90-1
Setting Up Payrolls........................................................................................................................................90-2
Payroll Overview...........................................................................................................................................90-3
Processing Pay Calendars ..............................................................................................................................90-4
Processing Pay The Pay Period Cycle ...........................................................................................................90-5
Processing Pay QuickPay or Batch Process .................................................................................................90-6
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Setting Up a Payroll.......................................................................................................................................90-7
Practice: Defining a Payroll...........................................................................................................................90-10
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Setting Up Employer Tax Information..........................................................................................................91-1
Setting up Employer Tax Information ...........................................................................................................91-2
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Topics ............................................................................................................................................................91-3
Understanding Employer Tax Information in Oracle Payroll........................................................................91-4
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Employer Tax Introduction............................................................................................................................91-5
Oracle Payroll and Vertex .............................................................................................................................91-6
Entering Tax Information ..............................................................................................................................91-7
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Tax Information for GREs Federal, State and Local .....................................................................................91-8
Practice: Entering Tax Rules for a GRE........................................................................................................91-9
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GRE Transmitter Setup Introduction.............................................................................................................91-10
Multiple Worksite Reporting Overview ........................................................................................................91-11
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Defining Structures for Multiple Worksite Reporting ...................................................................................91-12
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Setting up Taxability Rules for Earnings and Deductions ...........................................................................92-1
Setting up Taxability Rules for Earnings and Deductions ...........................................................................92-2
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Taxability Rules for Regular Earnings ..........................................................................................................92-3
Taxability Rules for Other Earnings..............................................................................................................92-4
Entering Taxability Rules ..............................................................................................................................92-5
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Taxability Rules for Pre-Tax Deductions ......................................................................................................92-6
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Local Taxability Rules...................................................................................................................................92-7
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Practice: Define a New Tax Category ...........................................................................................................92-8
Entering and Calculating FUTA Credits.......................................................................................................93-1
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Entering and Calculating FUTA Credits .......................................................................................................93-2
Introduction ...................................................................................................................................................93-3
Calculating FUTA Credits.............................................................................................................................93-4
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Entering FUTA Rates ....................................................................................................................................93-5
Practice: Entering FUTA Tax Rates ..............................................................................................................93-6
Understanding Vertex and Vertex Updates ..................................................................................................94-1
Understanding Vertex and Vertex Updates ...................................................................................................94-2
Vertex Introduction........................................................................................................................................94-3
Vertex License...............................................................................................................................................94-4
Oracle Payroll Tax Rules and Calculations ...................................................................................................94-5
Vertex Element ..............................................................................................................................................94-6
Setting Up Employee Tax Information..........................................................................................................95-1
Setting up Employee Tax Information...........................................................................................................95-2
Topics ............................................................................................................................................................95-3
Entering Employee Tax Rules .......................................................................................................................95-4
Employee Tax Introduction ...........................................................................................................................95-5
Practice: Entering Tax Rules for an Employee..............................................................................................95-9
Practice: Entering an Override for Employee Tax.........................................................................................95-10
Viewing Employee Tax Balances....................................................................................................................96-1
Viewing Employee Tax Balances..................................................................................................................96-2
Introduction ...................................................................................................................................................96-3
Viewing Employee Tax Balances..................................................................................................................96-4
Practice: Viewing Employee Tax Balances...................................................................................................96-5
Employee Tax Balance Summary Window...................................................................................................96-6
Practice: Viewing Employee Tax Balance Summary ....................................................................................96-10
Setting Up Wage Attachments........................................................................................................................97-1
Setting Up Wage Attachments.......................................................................................................................97-2
Topics ............................................................................................................................................................97-3
Creating Wage Attachment Elements............................................................................................................97-4
Wage Attachments Introduction ....................................................................................................................97-5
User Defined Wage Attachments ..................................................................................................................97-7
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Maintaining Wage Attachments for Employees ...........................................................................................98-1
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Maintaining Wage Attachments for Employees ............................................................................................98-2
Entering Wage Attachments For an Employee..............................................................................................98-3
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Payee: Organization.......................................................................................................................................98-4
Payee: Person.................................................................................................................................................98-5
Practice: Setting Up a Payee Organization ....................................................................................................98-6
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Wage Attachments for an Employee .............................................................................................................98-7
Practice: Entering Third Party Payment Methods .........................................................................................98-8
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Entering Wage Attachments for an Employee...............................................................................................98-9
Practice: Entering Wage Attachments for an Employee................................................................................98-10
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Producing Checks for Wage Attachments.....................................................................................................99-1
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Producing Checks for Wage Attachments .....................................................................................................99-2
Practice: Producing a Third Party Check.......................................................................................................99-6
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Payroll Setup (US) ...........................................................................................................................................100-1
Payroll Setup (US).........................................................................................................................................100-2
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Summary........................................................................................................................................................100-4
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Modeling Payroll - Instructor Demonstrations and Practice Solutions ......................................................101-1
Practice: Defining Payment Methods ............................................................................................................101-2
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Practice Solution: Defining Payment Methods..............................................................................................101-3
Practice: Defining a Payroll...........................................................................................................................101-6
Practice Solution: Defining a Payroll ............................................................................................................101-7
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Setting Up Employer Tax Information - Instructor Demonstrations and Practice Solutions ..................102-1
Practice: Entering Tax Rules for a GRE........................................................................................................102-2
Practice Solution: Entering Tax Rules for a GRE .........................................................................................102-3
Practice: Define a New Tax Category ...........................................................................................................102-6
Practice Solution: Define a New Tax Category.............................................................................................102-7
Practice: Entering FUTA Tax Rates ..............................................................................................................102-9
Practice Solution: Entering FUTA Tax Rates................................................................................................102-10
Setting Up Employee Tax Information - Instructor Demonstration and Practice Solutions ....................103-1
Practice: Entering Tax Rules for an Employee – Federal Tax Rules.............................................................103-2
Practice Solution: Entering Tax Rules for an Employee – Federal Tax Rules ..............................................103-3
Practice: Entering Tax Rules for an Employee – State Tax Rules.................................................................103-4
Practice Solution: Entering Tax Rules for an Employee – State Tax Rules ..................................................103-5
Practice: Entering Tax Rules for an Employee – Local Tax Rules................................................................103-6
Practice Solution: Entering Tax Rules for an Employee – Local Tax Rules .................................................103-7
Practice: Entering an Override for Employee Tax - Federal and State Tax...................................................103-8
Practice Solution: Entering an Override for Employee Tax – Federal and State Tax....................................103-9
Practice: Entering an Override for Employee Tax – Local Tax.....................................................................103-10
Practice Solution: Entering an Override for Employee Tax – Local Tax ......................................................103-11
Practice: Viewing Employee Tax Balances...................................................................................................103-12
Practice Solution: Viewing Employee Tax Balances ....................................................................................103-13
Practice: Viewing Employee Tax Balance Summary ....................................................................................103-14
Practice Solution: Viewing Employee Tax Balance Summary......................................................................103-15
Setting Up Wage Attachments - Instructor Demonstrations and Practice Solutions ................................104-1
Practice: Creating Wage Attachments ...........................................................................................................104-2
Practice Solution: Creating Wage Attachments.............................................................................................104-3
Practice: Setting Up a Payee Organization ....................................................................................................104-4
Practice Solution: Setting Up a Payee Organization......................................................................................104-5
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Practice: Entering Wage Attachments for an Employee................................................................................104-8
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Practice Solution: Entering Wage Attachments for an Employee .................................................................104-9
Practice: Producing a Third Party Check.......................................................................................................104-10
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Practice Solution: Producing a Third Party Check ........................................................................................104-11
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Preface
Profile
Before You Begin This Course
Before you begin this course, you should have the following qualifications:
• Thorough knowledge of navigating within Oracle R11i application and HRMS business
requirements within your organization.
• Working experience with the following:

− Workstructures
− Costings of payrolls
− Modeling Employment Relationship
− Compensation and Benefits including elements for Payroll
− Salary administration and managing absences and paid time off (PTO) accruals
− Payroll setup requirements
Prerequisites
• Total View in Oracle HRMS 14552GC10 (ILT) or eclass
• Understanding your own organizations business functions and procedures.

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How This Course Is Organized
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and written practice sessions reinforce the concepts and skills introduced.
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This is an instructor-led course featuring lecture and hands-on exercises. Online demonstrations
Related Publications
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Oracle Publications O
Title
l & Part Number
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Using Oracle HRMS – The fundamentals (US)
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Managing People Using Oracle HRMS
rn A73315-01
A73314-01
e In
Managing Compensation and Benefits using Oracle HRMS A77144-01
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Implementing Oracle HRMS (US) A75314-01
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Managing Total Compensation Using Oracle HRMS A82930-01
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Additional Publications
• System release bulletins
• Installation and user’s guides
• read.me files
• Oracle Magazine
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Typographic Conventions
Typographic Conventions in Text
Convention Element Example
Bold italic Glossary term (if The algorithm inserts the new key.
there is a glossary)
Caps and Buttons, Click the Executable button.

lowercase check boxes, Select the Can’t Delete Card check box.
triggers, Assign a When-Validate-Item trigger to the ORD block.
windows Open the Master Schedule window.
Courier new, Code output, Code output: debug.set (‘I”, 300);

case sensitive directory names, Directory: bin (DOS), $FMHOME (UNIX)
(default is filenames, Filename: Locate the init.ora file.
lowercase) passwords, Password: User tiger as your password.
pathnames, Pathname: Open c:\my_docs\projects
URLs, URL: Go to http://www.oracle.com
user input,
User input: Enter 300
usernames
Username: Log on as scott
Initial cap Graphics labels Customer address (but Oracle Payables)

(unless the term is a
proper noun)
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Italic Emphasized words
and phrases,
Do not save changes to the database.
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For further information, see Oracle7 Server SQL Language
titles of books and
courses,
Reference Manual.
U
Enter user_id@us.oracle.com, where user_id is the
s
Quotation
variables
Interface elements
name of the user.
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Select “Include a reusable module component” and click Finish.
marks with long names
that have only O
This subject is covered in Unit II, Lesson 3, “Working with
initial caps;
lesson and chapter
Objects.”
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titles in cross-
n a
Uppercase
references
SQL column
names, commands,
te r Use the SELECT command to view information stored in the
LAST_NAME
I n
functions, schemas, column of the EMP table.
Arrow
Brackets
cl e
table names
Menu paths
Key names
Select File > Save.
Press [Enter].
Commas
r a Key sequences Press and release keys one at a time:
O
Plus signs Key combinations
[Alternate], [F], [D]
Press and hold these keys simultaneously: [Ctrl]+[Alt]+[Del]
xxiii
Typographic Conventions in Code
Convention Element Example
Caps and Oracle Forms When-Validate-Item
lowercase triggers
Lowercase Column names, SELECT last_name
table names FROM s_emp;
Passwords DROP USER scott

IDENTIFIED BY tiger;
PL/SQL objects OG_ACTIVATE_LAYER
(OG_GET_LAYER (‘prod_pie_layer’))
Lowercase Syntax variables CREATE ROLE role

italic
Uppercase SQL commands and SELECT userid
functions FROM emp;
Typographic Conventions in Navigation Paths

Typographic Conventions in Navigation Paths
This course uses simplified navigation paths, such as the following example, to direct you
through Oracle Applications.
(N) People > Enter and Maintain > (M) Query-Find > (B) Assignment
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This simplified path translates to the following:
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1. (N) From the Navigator window, select People then Enter and Maintain.
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2. (M) From the menu, select Query then Find “your employee”.
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3. (B) Click the Assignment button.
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Notations:
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(N) = Navigator
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(M) = Menu
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(T) = Tab
I n
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(B) = Button e
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(I) = Icon
O(H) = Hyperlink
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Typographical Conventions in Help System Paths
This course uses a “navigation path” convention to represent actions you perform to find
pertinent information in the Oracle Applications Help System.
The following help navigation path, for example—
Oracle HRMS > Total Compensation Elements Setup > Elements > How To > Define an
Element
— represents the following sequence of actions:
1. In the navigation frame of the help system window, expand your local Oracle HRMS entry.
2. Under the Oracle HRMS entry, expand Total Compensation Elements Setup.
3. Under Total Compensation Elements Setup, expand Elements.
4. Under Elements, expand How To.
5. Under How To, select Define an Element.
This will display step-by-step instructions on how to complete the Element window.
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Work Structures
Chapter 1
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Work Structures
Chapter 1 - Page 1
Work Structures
Work Structures
HRMS Release 11i
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Work Structures
Chapter 1 - Page 2
Objectives
Objectives
After completing this eClass you should be able to do the

following:
• Recognise different types of enterprise business models
and explain how to represent these in Oracle HRMS
• Describe the work structure components and
understand their use in Oracle HRMS
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Work Structures
Chapter 1 - Page 3
Modules
Modules
Work Structures contains the following modules:
• Module 1 - Overview of Enterprise Work Structures
• Module 2 - Defining Common Data
• Module 3 - Setting up Business Groups, Locations and
Organizations
• Module 4 - Representing Financial Report Structures
• Module 5 - Representing Legal & Government Reporting
Structures (US)
• Module 6 - Representing Grades and their Relationship to
Pay
• Module 7 - Representing Jobs and Positions
• Module 8 - Setting up Workers’ Compensation (US)
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Work Structures
Chapter 1 - Page 4
Overview of Enterprise Work
Structures
Chapter 2
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Overview of Enterprise Work Structures

Chapter 2 - Page 1
None*
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Chapter 2 - Page 2
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Chapter 2 - Page 3
Topics
Topics
In this module the following topics will be covered:

• Overview of Enterprise Work Structures
• Understanding Work Structure Components 1
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Chapter 2 - Page 4
Module Overview
Module Overview
• Every enterprise has its own individual ‘culture’,

which is reflected in the organization of work and the
management of people within the enterprise.
• Culture is also reflected in the reward systems, the
business processes and the control systems that
operate within the enterprise.
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Chapter 2 - Page 5
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Chapter 2 - Page 6
Oracle HRMS An Information Model
Oracle HRMS
An Information Model
• With Oracle HRMS you create an information model

to represent your own enterprise
– Work
– Pay
– People
• People are deployed and compensated using the
model you setup
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Chapter 2 - Page 7
Oracle HRMS Information Model
Oracle HRMS Information Model

Employee and
Applicant People Employee Pay
Assignment History and
Benefit History
Work
Details Entries
Employment
Work Pay
Links Compensation,
Entitlements, Rules, and
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Chapter 2 - Page 8
Typical Types of Enterprise
Typical Types of Enterprise
• To simplify this section we are going to consider

three typical types of enterprise and their
characteristics
1. Project Based
2. Rule Based
3. Hybrid
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Chapter 2 - Page 9
Project Based Enterprise Characteristics
Project Based Enterprise

Characteristics
• Typical in consulting, construction, small

manufacturing or software companies
– Loosely structured operating groups
– Rapidly changing structures in response to
changing business opportunities
– People are hired and deployed for their skills
– Reward systems are usually personal
– Individuals are usually more important than
roles
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Chapter 2 - Page 10
Project Based Enterprise System Needs

System Needs
• Flexibility to represent and change organizational

structures and work groups
• Flexibility in defining and assigning roles to people
• Ability to show multiple activities
• Ability to define and manage competence-centric
business processes
• Flexibility in the compensation management
framework to handle individual compensation
plans
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Chapter 2 - Page 11
Project Based Enterprise Oracle Solution

Oracle Solution
Consider using a combination of Organizations and

Jobs for the flexibility you need.
• Use Organizations for detailed reporting groups
• Use Jobs to define roles independent of any specific
organization. Person changes organization but keeps
the same job.
• Use Elements to record time spent on specific projects
Organization
Assignment
Job
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Chapter 2 - Page 12
Rule Based Enterprise Characteristics
Rule Based Enterprise

Characteristics
• Typical in Government agencies, Education, Health

Care, Public Sector, and non-profit agencies
– Highly structured operating groups
– Posts exist independently of people
– Positions are controlled, with detailed approvals
for budgeting and reporting
– Employees hired and assigned to specific
positions
– Rewards usually associated with the position
– Roles usually more important than individuals
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Chapter 2 - Page 13
Rule Based Enterprise System Needs

System Needs
• Ability to define and control positions independently

of people
• Ability to manage some information about positions
across organizations
• Ability to assign multiple people to one position or
one person to many positions
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Chapter 2 - Page 14
Rule Based Enterprise Oracle Solution

Oracle Solution
Consider using Positions to represent the detailed

work structures you need
• Positions enable more detailed management
information and reporting than jobs alone
• Use Orgs to show departmental level information
• Use Jobs to represent common types shared across
all organizations
Organization
Assignment Position
Job
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Chapter 2 - Page 15
Hybrid Enterprise Characteristics
Hybrid Enterprise
Characteristics
• Typical in large manufacturing, or larger

commercial enterprises
• Share characteristics of both project and rule
based types of enterprise models
– Typically management and administrative roles
are fixed
– Other roles managed more flexibly
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Chapter 2 - Page 16
Hybrid Enterprise Oracle Solution
Hybrid Enterprise
Oracle Solution
• Positions for managers • Jobs for other employees

Org Job Org Job
Production Director .1 Production UnionA.Engineer.1
Position
Production Director
Assignment Assignment
Person Person
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Chapter 2 - Page 18
Understanding Work
Structure Components
Chapter 3
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Understanding Work Structure Components

Chapter 3 - Page 1
Understanding Work Structure Components 1
Understanding Work Structure

Components
1
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Chapter 3 - Page 2
Work Structures Overview
Work Structures
Overview
• Work Structures provide the framework in which
you place people
• They include:
– Enterprise and employer structures such as business
groups, organizations and legal entities
– Work roles for employees such as Jobs and Positions
– Grade structures with related pay rates
– Payroll Groups with processing calendars
– User defined groups such as unions or pension
groups
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Chapter 3 - Page 3
Work Structures Representing the Employer
Work Structures
Representing the Employer
Oracle HRMS lets you model:
• A single company with all of

its offices in one country
• An international company
with offices overseas but
with a single reporting
structure
• A multi-national company
with subsidiary companies,
each with its own reporting
and management structures
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Chapter 3 - Page 4
Business Groups in Oracle HRMS
Business Groups in Oracle HRMS
• A Business Group defines

a complete set of HR data
for operations and
processing
• Linked with one
legislative processing
area for HR, payroll, and
benefits regulations
• May correspond to a
single company, or in
large enterprises, to a
holding company or
corporation
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Chapter 3 - Page 5
The Startup Business Group
The Startup Business Group
• Oracle HRMS comes with one predefined Business

Group
– This is for users of Oracle Applications who do not
intend to use HR
• You should setup a new Business Group with your
own choice of default information
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Chapter 3 - Page 6
Business Groups
Business Groups
• By default, all employees receive an assignment to

the business group you choose when you sign-on
• When you enter assignment details to internal
organizations such as divisions or departments, you
replace the default assignment
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Chapter 3 - Page 7
Business Groups
Business Groups
• By default, all employees receive an assignment to

the business group you choose when you sign-on
• When you enter assignment details to internal
organizations such as divisions or departments, you
replace the default assignment
The employee continues to exist within the

business group
Personal, work and pay details are

regulated by the legislation of the
business group
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One or Many Business Groups Reasons
One or Many Business Groups

Reasons
• You want a copy of your live system with example

records for training or testing purposes
• You are a holding company with a number of
subsidiary companies
– Each subsidiary has its own structures, employees,
and compensation and benefit policies
• You acquire or merge with another company
– You want to manage separate structures and
processes during a transition phase
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One or Many Business Groups Oracle HRMS

Oracle HRMS
• Oracle HRMS provides legislative support for HR

and payroll associated with a business group
• If you operate in many countries you might want to
define a different business group for each country
– Different job and grade definitions
– Different compensation policies
– Different languages for all information
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One or Many Business Groups Oracle HRMS

Oracle HRMS
• Oracle HRMS provides legislative support for HR

and payroll associated with a business group
• If you operate in many countries you might want to
define a different business group for each country
– Different job and grade definitions
– Different compensation policies
– Different languages for all information
Set up one or many business groups

according to the operating needs of
your own enterprise
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Chapter 3 - Page 11
One or Many Business Groups Options

Options
• If you operate in many countries but have only a small

number of employees in each country
– Include all employees in one business group
– Use flexfields to capture additional local data
– Process local payrolls through third-party systems
US Business Group
Legislative Data Business Data
Legislative Rules Business Rules
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Chapter 3 - Page 12
One or Many Business Groups Options

Options
• Operations in countries with large numbers of employees

• Setup a business group for each major operating country
• Setup an ‘other’ group for all other employees.
• Process some payrolls with Oracle and others through
third-party systems
Legislative
Data
Legislative
US Business Group UK Business Group Business
Rules
Data
Business
Business
Data
Business
Rules
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Chapter 3 - Page 14
Understanding Work
Structure Components 2
Chapter 4
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Components
2
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Chapter 4 - Page 2
Locations
Locations
33 Eastcheap
London
• Define locations for each United
1400 First Street Kingdom
physical site where your
New York
employees work USA
– Local or international
– Specific to one business
group or shared across all
• In some legislations work
locations determine
taxability rules
• Define locations for 150 Victoria
external organizations Street
Melbourne
– Tax authorities, insurance
and benefits carriers
Australia
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Organizations
Organizations
• An organization is any work group smaller than a

business group
– Companies
– Departments or Divisions
– Operating Units
• Define as many separate organizations as you need
within each Business Group
• Organizations can be internal or external
– E.g. recruiting agencies and insurance carriers
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Chapter 4 - Page 4
Organization Hierarchies
• Use hierarchies to group organizations and to show

management reporting lines
– In a hierarchy each organization has one parent
– Unlimited number of hierarchies
• Use hierarchies when running reports to include a group
of organizations
• Use hierarchies to define security
• Use the Organization Hierarchy window to enable
position control
• Use hierarchies to set position control
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Chapter 4 - Page 5
Global Industries Corporation
Global Executive Board

CEO: Barry Fino
Global Corp Europe Global Corp LA

MD: President:
Andrea Chenier Luisa Gonzales
Global Corp
US
President:
Mike Tenko
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Chapter 4 - Page 6
Jobs and Positions
Jobs and Positions
Payroll Manager
• Use Jobs or Positions to
represent the different
roles that a person can
perform in your enterprise
• Oracle HRMS provides two
options to suit the needs
of different enterprises Payroll Clerk
Consultant
Senior Engineer
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Chapter 4 - Page 7
Using Jobs or Positions
• Do you manage People or Payroll Manager

Positions?
– Fixed or Flexible Roles
– May be more than one
employee in the same role
Payroll Clerk
Consultant
Senior Engineer
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Chapter 4 - Page 8
• Do you manage People or Payroll Manager

Positions?
employee in the same role
• If role continues to exist
after the employee leaves
then think about Positions Payroll Clerk
• If role ceases or is re-
Consultant
evaluated when the
employee leaves then
think about Jobs
Senior Engineer
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Chapter 4 - Page 9
Additional Information for Jobs and Positions
Additional Information for Jobs and

Positions
• Predefined types of information include:

– Valid grades
– Job Evaluation details
– Work Choices
– Competence or Skill Requirements
• An unlimited number of user-defined types
– Extra Information Types
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Chapter 4 - Page 10
Jobs
Jobs
• Jobs are generic roles within a Business Group

• They are independent of any single organization
– Exist for all organizations
– For example. The jobs Manager and Consultant
could occur in many organizations
• Oracle HRMS lets you define your own job structure
and then enter details for each job in your enterprise
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Chapter 4 - Page 11
Job Key Flexfield
Job Key Flexfield
• Define your own job Job Key Flexfield

structure as a key
flexfield Title Manager
• Up to 30 segments
Level 1
– Validation on each
segment
• Define individual jobs
as a combination of
segment values Job Manager.1
• You decide if each
segment is required or
optional
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Chapter 4 - Page 12
Positions
Positions
• Position is a specific role, or function, that exists in

one, and only one, organization
• Positions show more management reporting detail
than organizations alone
• Position definition includes Job and Organization
– Use job to show common job types and

information across organizations
– Use fewer organizations to show groups of
positions and employees. E.g. Department level.
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Chapter 4 - Page 13
Positions and Organizations
Positions and Organizations
• Use Positions to show Org : HR Department

specific posts within an
Organization
Post
• Typical in Public Sector,
Government, Education and
Health
• Typical in large enterprises
to show management
positions
• Use Position Control
functionality to manage
positions
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Chapter 4 - Page 14
Position Hierarchies
• Use Hierarchies to show management reporting

lines between positions
– More detail than Organization Hierarchies
– In a hierarchy each position has one parent
• Unlimited number of hierarchies
– Dates and versions
– Copy and manage multiple versions
• Use hierarchies to control user access to records
– Security Profiles
– Reports
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Chapter 4 - Page 15
Position Key Flexfield
• Define your own position Position Key Flexfield

structure using a key
flexfield
Title HR Director
• Validation on each
segment
• Define each position as a
combination of segment Position HR Director
values
• Simplest option is one
segment with no validation Org HR Department
for ‘Title’
Job Manager.3
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Chapter 4 - Page 16
Security Based on Work Structures
Security Based on Work Structures
• With Oracle HRMS you define the rules for who has
access to personal information through a Security
Profile
• You define security profiles based on organization
and/or position hierarchies.
– You can also use payroll group in the definition
• The combination of Security Profile and
Responsibility control the records that an
application user can see
– Organizations, Positions and People
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Chapter 4 - Page 18
Understanding Work
Structure Components 3
Chapter 5
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Chapter 5 - Page 1

Components
3
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Chapter 5 - Page 2
Grades
Grades
• Grades show relative
levels of management
or seniority in an Director
enterprise
• May be grouped as
– Management,
Administrative, Technical,
etc. Engineer.Snr
• Often related to levels Clerk.Jnr
of pay
• Often related to Job
or Position
• Often related to
Union Group
Assembler.1
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Chapter 5 - Page 3
Grade Key Flexfield
Grade Key Flexfield
• Define your own grade

Grade Key Flexfield
flexfield
Union TG
– Validation on each Job Group Engineer
segment
Level 3
– Required or Optional
• Define each grade as a
combination of segment
values Grade TGWU.Engineer.3
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Chapter 5 - Page 4
Work Structures Grades and Pay
Work Structures
Grades and Pay
Oracle HRMS supports direct and indirect relationships

between grades and pay
• Direct
– Use Grade Rates
– Maximum, Minimum, and Mid-point values
• Indirect
– Use Pay Scales
– Progression Points and Values
– Grade Steps and increments
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Chapter 5 - Page 5
Work Structures Grade Rates
Work Structures
Grade Rates
• Each Grade has a value or a range of values
Grade Value Minimum Midpoint Maximum

A.1 25000 20000 30000 40000
A.2 27000 23000 33000 43000
• Often used in performance related pay processes

– Salary Administration
– Units may be money, hours, numbers
– Comparative calculations
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Chapter 5 - Page 6
Grade Steps and Progression Points
Grade Steps and Progression Points

Pay Scale
Grade A - Steps 1,2,3
Points Pay
Grade B - Steps 1,2,3,4
1 1 10000
Grade C - Steps 1,2 1 A 2 2 10550
2 3 3 10975
B 4 11450
3 5 11700
1 4 6 12250
C 7 12655
2 8 13000
13400
9
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Chapter 5 - Page 7
Pay Scales
Pay Scales
• Define Pay Scales to show indirect relationships

– Unlimited number of scales
– Unlimited number of points and values
– Sequence for progression
• Define a value for every point
– Money, Hours, Number
• Define Grade Steps in sequence
– Select a point for each step
– Define a “ceiling” point to stop automatic increments
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Chapter 5 - Page 8
Payroll Groups for HR Users
Payroll Groups for HR Users
• HR only users can define payroll groups:

– For compensation eligibility rules
– For interfacing to third-party payrolls
– For security
• Payrolls define the frequency of payment for groups
of employees
– Define a payroll calendar within the tax year provided
by legislation
– Use pay period options provided by legislation
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Chapter 5 - Page 9
People Groups
People Groups
• Locations, Organizations, Jobs, Positions, Grades

and Payrolls are predefined structures for grouping
people
• Need flexibility to define other types of group in
Oracle HRMS
– For reporting and analysis
– To define eligibility for compensation
– To extend key assignment details
• Typical examples include Union, Pension, Bonus
Eligibility, Car Eligibility, etc.
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Chapter 5 - Page 10
People Group Key Flexfield

• Define your own
segments using a key
Union None
flexfield structure
• Up to 30 segments Pension Yes
Car User Essential
segment
– Required or Optional Comp Group Sales
• Enter values for each
segment on the
Assignment window
– You don’t define a key
combination
Group None.Yes.Essential.Sales
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Chapter 5 - Page 11
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Chapter 5 - Page 12
Defining Common Data
Chapter 6
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Chapter 6 - Page 1
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Chapter 6 - Page 3
Topics
Topics

• Defining Common Data
• Defining Descriptive Flexfields
• Extra Information Types in Oracle HRMS
• Defining Lookups and Values
• Managing Currencies and Exchange Rates
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Chapter 6 - Page 4
Module Overview
Module Overview
• This module concentrates on the common types of
data that exists in the Oracle HRMS products and
how to set them up
– Key and Descriptive Flexfields
– Lookups and Values
– Currencies and Exchange Rates
• These are not associated with a specific functional
area
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Chapter 6 - Page 6
Flexfields Overview
Flexfields Overview
• Key and Descriptive Flexfields are common to

Oracle Applications
• Let you define the structure of unique identifiers for
your own key information
• Let you extend the types of information you can
hold in HRMS without changing code
– Available as soon as you make the definitions
– Automatically upgraded
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Chapter 6 - Page 7
Key Flexfields in Oracle HRMS Special Considerations
Key Flexfields in Oracle HRMS

Special Considerations
• HRMS uses key flexfield structures to let you

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

capture additional information:
– People Group, Cost Allocation and Competencies
– Personal Analysis, (Special Information Types)
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Chapter 6 - Page 8
Standard Features
Standard Features
• One key structure for each

Business Group Grade Key Flexfield
– Unlimited structures for
Personal Analysis Union TGWU
• Up to 30 segments in each
Job Group Engineer
structure
– Validation on each Level 3
segment using a Value Set
• The combination of
segment values creates a
unique key Grade TGWU.Engineer.3
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Chapter 6 - Page 9
A Key Flexfield
A Key Flexfield
Description
Flexfield Name Grade Key Flexfield
Union TG Transport and General

Segments
Job Group Engineer Engineer
Level 3
Prompt
Value
Grade TGWU.Engineer.3
Key Flexfield
Combination
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Chapter 6 - Page 10
Cost Allocation and Flexfield Qualifiers Special Considerations
Cost Allocation and Flexfield Qualifiers

• Cost Allocation uses flexfield qualifiers to control

the level at which users can enter values for each
segment:
– Payroll, Link, Organization, Assignment, Entry and
Balancing
• Combinations are created even when
the segments are not displayed
– Combination Rules are not used
• Each segment must have
at least one qualifier
• Each qualifier must have
at least one segment n l y
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Chapter 6 - Page 11
Soft-Coded Legislation Key Flexfield Special Considerations
Soft-Coded Legislation Key Flexfield

• Legislation-specific information for HRMS

– Predefined by HRMS product development
– Flexfield structure linked to the legislation of your
business group
• Uses qualifiers to control entry of values
– Business Group: Organization window
– Payroll: Payroll window
– Employee Assignment: Assignment window
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Chapter 6 - Page 12
Bank Details Key Flexfield Special Considerations
Bank Details Key Flexfield

• Legislation specific structures for local bank

account information
business group
– Appears in Organizational Payment Method and
Personal Payment Method windows
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Chapter 6 - Page 13
Bank Details Key Flexfield Special Considerations
Bank Details Key Flexfield

• Legislation specific structures for local bank

account information
business group
– Appears in Organizational Payment Method and
Personal Payment Method windows
Warning!
Do not modify the definitions of predefined flexfields.
Changes may invalidate your support agreement
with Oracle and make it difficult to upgrade your system.
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Chapter 6 - Page 14
Steps for Defining a Key Flexfield Special Considerations
Steps for Defining a Key Flexfield

1. Register validation tables, (if required)

2. Define value sets with validation rules
3. Define flexfield structure and segments
– Associate value sets with segments
– Enable qualifiers for costing segments
4. Define values for any independent and dependent
value sets
5. Define aliases or cross validation rules
6. Generate database items for individual segments,
(if required in FastFormula or QuickPaint)
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Chapter 6 - Page 15
Practice: Configure the People Group Key Flexfield
Practice: Configure the People

Group Key Flexfield
• Follow the demonstration, or use the notes

provided, to configure the People Group key
flexfield
• Navigate to the Key Flexfield Segments window
using the System Administrator responsibility
(N) Application > Flexfield > Key > Segments
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A I
For details on how to configure the people group key flexfield structure, please refer to the
O
Oracle HRMS> Extend Oracle HRMS> Flexfields> User Definable Key Flexfields
Help path :
l &
For details on how to complete the Key Flexfield Segment Window please refer to the on line
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r
Flexfields Segments Window > Defining Segments
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Chapter 6 - Page 16
Practice: Configure the Personal Analysis Flexfield
Practice: Configure the Personal

Analysis Flexfield

provided, to configure the Personal Analysis key
flexfield
using the System Administrator responsibility
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Chapter 6 - Page 18
Defining Descriptive
Flexfields
Chapter 7
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Defining Descriptive Flexfields

Chapter 7 - Page 1
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Chapter 7 - Page 2
Descriptive Flexfields in Oracle HRMS Special Considerations
Descriptive Flexfields in Oracle HRMS

• Oracle HRMS provides predefined windows and

fields to collect data
• Use descriptive flexfields to define your own
additional information
• Up to 30 additional fields available in every window
– User Descriptive Flexfields
• Plus unlimited Extra Information Types for
– Locations, Jobs and Positions
– People and Assignments
– 30 segments for each Type you define
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Chapter 7 - Page 3
Standard Features
Standard Features
Person Window
• One descriptive
structure for each Closed
record [ ]
• Unlimited Types for Open
Extra Information
• Up to 30 segments in Additional Person Details
each structure
– Validation on each Car Driver Yes
segment using a
Passport British
Value Set
2nd Passport Irish
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Chapter 7 - Page 4
A Descriptive Flexfield
Description
Flexfield Name Additional Person Details
Car Driver Yes Valid License

Value
Segments Passport British
Key
2ndFlexfield
Passport Irish
Prompt Combination
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Chapter 7 - Page 5
Description
Flexfield Name Additional Person Details
Car Driver Yes Valid License

Segments British
British
Passport
2nd Passport Irish

Prompt
Values
Person Table Attribute 1…30
Name Title Gender E No Structure
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Chapter 7 - Page 6
Descriptive Flexfields in Several Windows Special
Considerations
Descriptive Flexfields in Several Windows

• Some descriptive flexfields are available in more

than one window. For example:
Additional Person Details
– Person and Applicant QuickEntry and Contact
Additional Evaluation Details
– Evaluation window for Jobs and for Positions
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Chapter 7 - Page 7
Descriptive Flexfields and Business Groups
Descriptive Flexfields and Business

Groups
• Descriptive flexfield definitions apply to all business

groups in the same instance
– Use context sensitive segments if you want different
segments by business group
– Use Extra Information Types if you want different sets
of information by Business Group
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Chapter 7 - Page 8
Descriptive Flexfields With Predefined Data
Descriptive Flexfields With Predefined

Data
Title Table Name Window Title
Personal Address Information PER_ADDRESSES Address
Location Address HR_LOCATIONS Location
• Address Styles and some validation rules are

predefined for many countries
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Chapter 7 - Page 9
Protected Descriptive Flexfields
Protected Descriptive Flexfields
• Protected Descriptive Flexfields are used by

Product Development to deliver standard
functionality or data for HRMS
– You cannot change these definitions
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Chapter 7 - Page 10
Context Sensitive Descriptive Flexfields

Person Window
• Make segments Employee

sensitive to the value in
another field [ ]
• Use a predefined
Reference Field, or
prompt users to enter a Additional Person Details
value
– E.g. Passport details Car Driver Yes
for Employees only
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Chapter 7 - Page 11

Person Window
• Make segments sensitive
to the value in another Employee
field
• Use a predefined [ ]
Reference Field, or prompt
users to enter a value
– E.g. Passport details for
Employees only Additional Person Details
• Define flexfield structures
for specific reference field Car Driver Yes
values
– Global and context Passport British
sensitive segments
– Maximum number of
2nd Passport Irish
n l y
segments is still 30
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Chapter 7 - Page 12
Steps for Defining a Descriptive Flexfield Special Considerations
Steps for Defining a Descriptive Flexfield

1. Register validation tables, (if required)

2. Define value sets with validation rules
3. Register reference fields, (if required)
4. Define flexfield structure/context and segments
– Associate value sets with segments
– Enable qualifiers for costing segments
4. Define values for any value sets
5. Generate database items for new fields, (if required
in FastFormula or QuickPaint)
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Chapter 7 - Page 13
Practice: Key and Descriptive Flexfields Overview
Practice: Key and Descriptive

Flexfields Overview
• This practice reinforces your knowledge of flexfields

and their features
• Try to answer the questions in your workbook
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Chapter 7 - Page 14
Extra Information Types in
Oracle HRMS
Chapter 8
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Extra Information Types in Oracle HRMS

Chapter 8 - Page 1
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Chapter 8 - Page 2
Overview
Overview
• Extra Information Types are a feature of Oracle

HRMS that let you add new types of information not
just new fields
– Unlimited number of Types of information
– Up to 30 segments per type
– Implemented using descriptive flexfields so you can
add these without code changes
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Chapter 8 - Page 3
Overview
Overview
• Extra Information Types are a feature of Oracle

HRMS that let you add new types of information not
just new fields
– Unlimited number of Types of information
– Up to 30 segments per type
– Implemented using descriptive flexfields so you can
add these without code changes
• Similar to Special Information Types for Person
– Access window from a taskflow button
– More security features
– Available for other entities
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Chapter 8 - Page 4
Overview
Overview
• You can define Extra Information Types for the

following entities:
– Locations
– Organizations
– Jobs
– Positions
– People
– Assignments
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Chapter 8 - Page 5
Standard Features
Standard Features
Person
• Unlimited Types for Button

Extra Information Extra
– One structure per type
Extra Person Information
• Up to 30 segments in
each structure [ ]
[ ]
– Validation on each [ ]
segment
• Multiple entries for each Personal Documents
type of information
Type Driving License
Country UK
Expiry 03/06/01
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Chapter 8 - Page 6
Extra Information Type Descriptive Flexfields
Extra Information Type Descriptive

Flexfields
Description
Personal Documents
Information Type Name
Type Driving License Valid License
Value
Segments Country UK United Kingdom
Expiry 03/06/01
Prompt
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Chapter 8 - Page 7
Extra Information Type Descriptive Flexfields
Extra Information Type Descriptive

Flexfields Description
Personal Documents
Information Type Name
Type Driving License Valid License

Segments Country UK United Kingdom
Expiry 03/06/01
Prompt
Person Extra Info Table Values

Information 1…30 Attribute 1…30
User defined Additional user defined

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Chapter 8 - Page 8
Using Extra Information or Special Information for People
Using Extra Information or

Special Information for People
Key Flexfield Combinations Descriptive Flexfield Values
PEOPLE
Special Extra
Information Information
• From a user perspective, EITs for people are very

similar to SITs
– Both types use flexfields for additional information
– Is Key or Descriptive information better?
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Chapter 8 - Page 9
Security
Security
STOP
• Both types use additional windows to
display fields
– Multiple records of the same type
– Taskflowed windows
– CustomForm security lets you restrict types to display
• EITs also have security by Responsibility
– Control access to a set of EITs
– Copy definitions between responsibilities
– Simplifies administration of security
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Chapter 8 - Page 10
Steps for Registering Extra Information Types
Steps for Registering Extra Information

Types
• Define the Extra Information Type

• Register each EIT
• Set up responsibility level security
• Define additional security, (if required)
– CustomForm restrictions
– New taskflow nodes
– Define/change taskflows
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Chapter 8 - Page 11
Practice: Extra Information Types
Practice: Extra Information Types
• This practice reinforces your knowledge of Extra

Information Types (EIT’s ) and their features
• Try to answer the questions in your workbook
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2. Name the 6 important entities in HRMS that have EITs. A I
3. Give some examples of when you might consider using EITs? O
4. What access restrictions can you impose on EITs?
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5. EITs and Special Information Types both exist for extending personal information
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Information Types?
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in Oracle HRMS. What performance advantages do EITs have over Special
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Chapter 8 - Page 12
Defining Lookups and Values
Chapter 9
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Chapter 9 - Page 2
Overview
Overview
• Lookups are common to all Oracle Applications

• Predefined list of values validation for specific
fields. Title, Nationality, etc.
– Add your own values to predefined lists
– Add your own lookups and values for fields that you
define
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Chapter 9 - Page 3
User Access Levels
User Access Levels
System
• All values in the list are predefined by Oracle
Extensible
• Some predefined values are provided
• You can add values to the list
User
• Define new lookup types to validate fields you
define during the implementation process
– Flexfield segments
– Element Input Values
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Chapter 9 - Page 4
Practice: Define Lookup Types and Values
Practice: Define Lookup Types and Values

provided, to define the Lookup Types and Values
suggested in the notes
• Navigate to the Applications Utilities Lookup
window using your local Super HRMS Manager
responsibility
(N) Other Definitions > Lookup Tables
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For details on how to define lookups and values , please refer to the online help path:
Values
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Chapter 9 - Page 5
Managing Currencies and Exchange Rates
Managing Currencies and Exchange Rates
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Chapter 9 - Page 6
Overview
Overview
• For any international or global operation you need

the ability to enter compensation and other
monetary information in different currencies
• For payroll calculations and financial reporting you
need the ability to maintain exchange rates in a
consistent manner
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Chapter 9 - Page 7
Typical Requirements
Typical Requirements
• You have employees living in one country and

working temporarily in another
• You want to record specific earnings or deductions
in local currencies
• You also want to pay these employees a fixed
amount into a bank account in their home currency
and the remainder in a local currency
• You want to guarantee that all conversions to Euro-
currencies are correctly calculated
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Chapter 9 - Page 8
Enabling Currencies in Oracle HRMS
• All major currencies are predefined with Oracle

Applications (using ISO standard codes)
• Enable the base currency for each business group
– The currency for all payroll calculations
– Default for all money types of information
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Chapter 9 - Page 9
• All major currencies are predefined with Oracle

Applications (using ISO standard codes)
• Enable the base currency for each business group
– The currency for all payroll calculations
– Default for all money types of information
• Enable as many other currencies as you need
– Money values for compensation and benefits
– Non-legislative information balances in payroll
– Payment methods for employees
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Chapter 9 - Page 10
Exchange Rates in Oracle HRMS
Exchange Rates in Oracle HRMS
• Oracle HRMS uses exchange rate values stored in the

General Ledger Daily Rates tables
– Conversions in payroll calculations and payment
– Conversions in standard reports
• You select the exchange rates to use for payroll
• You select the exchange rate to use in reports
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Chapter 9 - Page 11
Exchange Rate Variations
Exchange Rate Variations
• Choose if you want to use the same rates as GL or

define a special rate for payroll
– For example if you set values every day for GL
but want to set a value for payroll on a fixed date
once a month because of the frequency of
processing in a week or month
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Chapter 9 - Page 12
Steps to Enable Currencies
Steps to Enable Currencies
Use the System Administrator responsibility

(N) Application > Currency
1 To enable an ISO currency, Query the currency
2 Select the Enabled check box
3 Specify the period in which this currency can be
used
– If you do not enter a start date, this currency is
valid immediately, and if you do not enter an end
date, it is valid indefinitely
4 Save your work
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Chapter 9 - Page 13
Currency Precision
Currency Precision
• Precision is the number of digits to the right of the

decimal point
– Must be greater than or equal to zero
– Default is two
• This does not affect any calculations in Oracle
Payroll
– FastFormula lets you choose the precision during
calculation
– If you return the result to a money type field then
precision of the output currency applies
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Chapter 9 - Page 14
Exchange Rates
Exchange Rates
• If you record or report in more than one currency

you will need to enter exchange rates
• Euro Currencies
– Set up exchange rates to the Euro
– Do not set up rates directly to any Euro currency
Fixed Rates
$ -
FFR
Variable Rate C ITL

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Chapter 9 - Page 15
Practice: Define an Exchange Rate
Practice: Define an Exchange Rate

provided, to define an exchange rate between two
currencies
• Navigate to the GL Daily Rates window using your
local Super HRMS Manager responsibility
(N) Payroll > GL Daily Rates
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Oracle HRMS> Payroll Runs and Processes> The Payroll Run> How To> Define an Exchange
Rate
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Chapter 9 - Page 16
Work Structures - Case Study
Work Structures - Case Study
• Review the business

scenario in the
Instructor
Demonstrations and
Solutions section
and answer the
questions that follow
the scenario
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Chapter 9 - Page 17
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Chapter 9 - Page 18
Creating a Business Group
Chapter 10
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Chapter 10 - Page 1
Setting up Business Groups, Locations, and Organizations
Setting up Business Groups, Locations,

and Organizations
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Chapter 10 - Page 2
Topics
Topics

• Creating a Business Group
• Creating Locations
• Creating an Organization
• Application Data Exchange
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Chapter 10 - Page 3
Module Overview
Module Overview
This module concentrates on the practical steps and

the detailed information you need when setting up
Business Groups, Locations, and Organizations
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Chapter 10 - Page 4
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Chapter 10 - Page 5
Representing Your Enterprise
Representing Your Enterprise
• Before you build your work structures you need to

consider how your enterprise is structured
• Do you need one or more business groups?
• Do all of your operating businesses share common
HR policies or data standards for:
– Recruitment
– Competencies
– Compensation
– Career management
– Succession planning
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Chapter 10 - Page 6
The Business Group
The Business Group
• The largest organizational unit you set up in Oracle

HRMS to represent your enterprise is the Business
Group
– Holds all data and rules specific to the legislative
and cultural needs of one country
– Contains details of other work structures,
compensation plans and people, (- internal and
external)
– Acts as the default organization for all new
employees and applicants
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Chapter 10 - Page 7
Sharing Information
Sharing Information
• Some information can be shared across business

groups or be defined in one at a time
– Lookups and Locations
Reporting
Business Lines Business
Group 1 Group n
Lookups Locations
Shared HR Information
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Chapter 10 - Page 8
HR:Cross Business Group
HR:Cross Business Group
HR:Cross Business Group user profile option to enable sharing
• Set up hierarchies between organizations in

different business groups
– Show reporting lines across geographical
boundaries
• Enter relationships between people across Business
Groups
– Supervisors
– Recruiters
– Event Participants
– Contacts and Dependents
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Chapter 10 - Page 9
Initial Tasks
Initial Tasks
• When you sign on to Oracle HR and choose a

responsibility you automatically choose the
business group associated with that responsibility
• Predefined responsibilities are associated with the
predefined ‘Setup’ business group when you install
the products
– Use this when you first sign on
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Chapter 10 - Page 10
Initial Tasks
Initial Tasks
• When you sign on to Oracle HR and choose a

responsibility you automatically choose the
business group associated with that responsibility
• Predefined responsibilities are associated with the
predefined ‘Setup’ business group when you install
the products
– Use this when you first sign on
– Create a new business group
• Change profiles for the default responsibilities to
give access to the new business group
• Then do all other setup
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Information Associated with a Business Group
Information Associated with a

Key Flexfield Business Group
Structures Business Group
People
Work
Details Entries
Defaults
Employment
Work Pay
Legislation Links
and
Government
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Standard Information
Standard Information
• When you create a business group you enter certain

types of information that are used as defaults for
other things within the business group
• For example
– Currency
– Budget values for non-monetary measures (e.g.,
headcount, FTEs)
– Standard Work Hours and Frequency
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Standard Information (U.S. only)
Standard Information (U.S. only)
• For HR reporting of VETS-100 and ADA, the U.S.

version of Oracle HR has two additional types of
information:
– Reporting Categories
Enter Full-Time, Part-Time, Non-Temporary
categories to be included in government
reporting
– Reporting Statuses
Enter assignment statuses to be included in
reports. E.g. Active or Paid Leave.
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Employee and Applicant Numbers
Choose from:
• Automatic
– Number generated in sequence by the system
• Manual Entry
– User enters any alphanumeric combination
• National Identifier
– Copy from the national identifier field
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Choose from:
• Automatic
– Number generated in sequence by the system
• Manual Entry
– User enters any alphanumeric combination
• National Identifier
– Copy from the national identifier field
You can change from automatic to manual, but not

from manual to automatic
You cannot use a national identifier for applicants
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Practice: Create a Business Group
Practice: Create a Business Group

provided, to create a new Business Group
• Navigate to the Organization window using your
(N) Work Structures > Organization > Description
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Oracle HRMS> Organization Management> Locations and Business Groups> How To> Adapt
and Create a New Business Group
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Practice: Grant User Access to a New Business Group
Practice: Grant User Access to a New

Business Group

provided, to grant access to the business group
you created
• Use the System Administrator responsibility:
1. (N) Security > Responsibility > Define
2. (N) Profile > System
3. (N) Security > User > Define
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For details on how to Grant User Access to a New Business Group, please refer to the online
Oracle HRMS> Security> Responsibilities

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Oracle HRMS> Security> Security Profiles
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Creating a Location
Chapter 11
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Creating a Location
Chapter 11 - Page 1
Creating Locations
Creating Locations
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Creating a Location
Chapter 11 - Page 2
Overview
Overview
• Locations are the actual work sites of your employees

– Internal addresses
– External addresses for tax authorities, agencies, etc.
• Shared across business groups or specific to one
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Creating a Location
Chapter 11 - Page 3
Address Validation for US and Canada
Address Validation for US and Canada
• If you have licensed Vertex validation then

addresses will be validated against a table
containing all cities with a population of greater
than 200 people
• Additional window to extend list of valid cities
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Creating a Location
Chapter 11 - Page 4
Closing Down a Location
Closing Down a Location
• You can make a location ‘inactive’ to prevent users

from selecting it for organizations, positions or
assignments
– Enter an inactive date
• You can delete locations, only if they have never
been referenced elsewhere.
– Typically you would make them inactive
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Creating a Location
Chapter 11 - Page 5
Practice: Create a Location
Practice: Create a Location

provided, to create a location
• Navigate to the Location window using your local
Super HRMS Manager responsibility
(N) Work Structures > Location
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For details on how to Create a Location, please refer to the online help path:
Oracle HRMS> Organization Management> Locations and Business Groups> How To> Create
a Location
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Creating a Location
Chapter 11 - Page 6
Creating Organizations
Creating Organizations
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Creating a Location
Chapter 11 - Page 7
Overview
Overview
• Organizations represent the divisions, departments,

or other operational groups in which your
employees work
– Internal or External to your enterprise
• Organizations are linked in hierarchies to show
reporting groups and for security definitions
• Shared with Purchasing, Inventory, Manufacturing
and Projects
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Creating a Location
Chapter 11 - Page 8
Organization Overview
Organization Overview
Business Group
Internal EuroVision, Inc. London External

Business Group Inland Revenue
HR Organization Portsmouth
Tax Office
EuroVision Warehouse EuroVision Shoes

PPP
Luton London
London
HR Organization HR Organization
Health Care
Provider
Vision’s West Vision's South Vision's East - Vendors
Bristol Plymouth Norwich
- Third Party Payees
HR Organization HR Organization HR Organization
(Courts, Unions)
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Creating a Location
Chapter 11 - Page 9
Organization Classifications Special Considerations
Organization Classifications
• Predefined classifications control how an

organization is used in Oracle HRMS
– Business Group, HR Organization, Benefits
Carrier, Training Provider, etc.
• Selecting a classification controls the additional
information you can enter
– Uses Extra Information Types
• Define your own classifications and extra information
types
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Creating a Location
Additional Organization Information
Additional Organization Information
• You can record additional organization information

that is important to your enterprise
Cost Allocation
EuroVision Warehouse Work Day and Schedule

Luton
HR Organization
Time Management Detail
Hierarchy Information
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Creating a Location
Practice: Create an Organization
Practice: Create an Organization

provided, to create an organization
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Oracle HRMS> Organization Management> Organizations> How To> Create an Organization
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Creating a Location
End Dates on Organizations
End Dates on Organizations
End-Dating an Organization
• Enter a ‘Date To’ on an organization to end it
– Prevents it from being available for employee
assignments, but keeps a history of the
organization
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Creating a Location
Deleting Organizations
Deleting Organizations
To completely remove an organization from your

system you must first remove any related data:
1. Delete all employee assignments to the
organization, at any date
2. Delete the organization from all hierarchy
versions
3. Disable all organization classifications in the
Organization window
4. Delete the organization in the Organization
window.
5. Save your changes
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Creating a Location
Creating Organization Hierarchies
Creating Organization Hierarchies
• Define hierarchies for:

– Management reporting structures
– Security
– Purchasing approvals
– Government mandated reporting
– Project Accounting
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Creating a Location
Practice: Create an Organization Hierarchy
Practice: Create an Organization Hierarchy

provided, to create an organization hierarchy
• Navigate to the Organization Hierarchy window
using your local Super HRMS Manager
responsibility
(N) Work Structures > Organization > Hierarchy
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For details on how to Create an Organization Hierarchy, please refer to the online help path:
Oracle HRMS> Organization Management> Organization Hierarchies> How To> Create
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Creating a Location
Practice: Assign an Employee to an Organization
Practice: Assign an Employee to an

Organization

provided, to assign an employee to an organization
that you have created
• Navigate to the Assignment window using your
(N) People > Enter and Maintain > (B) Assignment
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path:
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For details on how to Assign an Employee to an Organization, please refer to the online help
O
Oracle HRMS> Workforce Management> Workforce Information Entry> How To> Entering
Employment Information
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Creating a Location
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Creating a Location
Application Data Exchange
Chapter 12
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Chapter 12 - Page 1
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Chapter 12 - Page 2
Application Data Exchange (ADE)
Application Data Exchange (ADE)
• A desktop utility that lets you

– Export HR information to word processor or
spreadsheet tools
– Manipulate information in common desktop tools
– Import updated information back to the HR
system using supported APIs.
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Chapter 12 - Page 3
Three Modes of Working with ADE
Standalone Mode
• Launch ADE from the desktop and connect directly to
Oracle HRMS
– Use applications security to sign-on
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Chapter 12 - Page 4
Standalone Mode
Oracle HRMS
Application Mode
• Call ADE from any applications window using the
icon in the application toolbar
– Synchronized security with current login
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Chapter 12 - Page 5
Standalone Mode
Oracle HRMS
Application Mode
• Call ADE from any applications window using the
icon in the application toolbar
– Synchronized security with current login
Letter Request Mode
• Call ADE using the Merge button in the Request
Letter window for recruitment and enrollment letters
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Chapter 12 - Page 6
ADE in Applications Mode

Query
Person Form
Database
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Chapter 12 - Page 7

Query
ADE Data
ADE
Style
Person Form <Default>
Style 1
Style 2 XL
Database
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Chapter 12 - Page 8

Query
ADE Data
ADE
Style
Person Form <Default>
Style 1
Style 2 XL
Excel
Database
Call
API n l y
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Chapter 12 - Page 9
Using ADE
Using ADE
• Query data in any application window

• Export data to ADE and then to desktop application
• Manipulate data in local mode
• Upload modified data back to HRMS using
supported APIs
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ADE Security
ADE Security
• An administrator can define styles for specific forms

and control access so that only users with a specific
responsibility can use them
• Security profile restricts access to data
– Use views to vary scope of data in export. Default is
all the fields in the form
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ADE Styles and Views
Style
Responsibility Form
- Standalone - PERWSEPI
Call
API View
API - Upload - select data
HRMS
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Style
Responsibility Form
- Standalone - PERWSEPI
Call Columns
API View
API - Upload - select data
HRMS HRV_<name>
Person Asg
Addr Entries
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Practice: Using ADE
Practice: Using ADE
• Follow the demonstration, or use the system, to find a person

in the People window and then launch ADE
• Navigate to the People window using your local Super HRMS
Manager responsibility
(N) People > Enter and Maintain
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Representing Financial
Reporting Structures
Chapter 13
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Representing Financial Reporting Structures

Chapter 13 - Page 1
Representing Financial Reporting

Structures
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Chapter 13 - Page 2
Module Overview
Module Overview
• HR management reporting requirements are usually

covered through the use of Business Groups,
Organizations, Positions and Hierarchies
• You also need to map your financial reporting
requirements onto the Oracle HR work structures
• Typically this is the mapping of cost centers and
account codes for budget planning and analysis
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Chapter 13 - Page 3
Parallel Reporting Structures HR and GL
Parallel Reporting Structures

HR and GL
HR Reporting:
Organizations in a GL Reporting:
hierarchy Cost centers in a hierarchy
HR Division 01
2
Hierarchies
Employee 011 012

Recruiting
Services
Region A Region B Region C 0121 0122
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Chapter 13 - Page 4

HR and GL
HR Reporting:
Organizations in a GL Reporting:
hierarchy Cost centers in a hierarchy
HR Division 01
2
Hierarchies
Recruiting Employee 011 012

Services
Are the HR organization reporting lines and GL Cost Center

hierarchies exactly the same in your own enterprise?
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Chapter 13 - Page 5
Parallel Reporting Structures Similar but Not the Same

Similar but Not the Same
Differences may result if:

• HR management needs go to a lower level than cost
centers
– A department with one cost center, but many
reporting units, and all share same cost center
• A manager manages one department that includes
many cost centers, administered for individual posts
or employees
• HR creates organizations with no cost centers to
simplify management reporting or security, or
because all costs are assigned at employee level
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Chapter 13 - Page 6
Integration It’s Okay to Be Different!
Integration
It’s Okay to Be Different!
• Oracle Applications support the needs of different

types of enterprises by having a flexible cost
allocation model
• Define your specific requirements for HR as
segments in the Cost Allocation key flexfield and for
GL in the segments of the GL Accounting Flexfield
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Chapter 13 - Page 7
Integration Understanding the Other Side
Integration
Understanding the Other Side
• Map segments between the two configurations. For

example, Cost Center segment in HR to Cost Center
segment in GL.
– Budget and Costing processes in HRMS will
accumulate cost details in HR and transfer
summary information to the correct GL segments
– Usually dependent on Payroll or Benefits
processing to produce actual values to transfer
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Chapter 13 - Page 8
Cost Allocation Key Flexfield

• Define your own segments
using a key flexfield
structure
• Up to 30 segments Company Vision US
Account Code Salaries
segment
– Can share value sets Cost Center 7350 - HR Dev
with GL
Project Self-Service
• Allocate costs within HR
– Payroll, Link, Org, Qualifiers control where a
Assignment and Entry user can allocate values
for each segment
– No key combination in HR
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Chapter 13 - Page 9
Multi-Orgs and Business Groups Similar but Not the Same
Multi-Orgs and Business Groups

• Multi-Org is the GL function for maintaining

separate sets of books for different operating
companies
• Business Group is the HR function for maintaining
separate operating companies
• Both HR and GL have to support:
– Multiple companies operating in a single country
– Multiple companies operating in different
countries
– Both
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Multi-Orgs and Business Groups Similar but Not the Same
Multi-Orgs and Business Groups

• Oracle Applications provides the flexibility to let

you meet your requirements for both financial and
HR reporting within each functional area without
compromising
1. your ability to represent HR management
structures
2. your ability to consolidate financial information
on a multi-company, multi-national basis
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Multi-Company and Multi-National Mapping Options
Multi-Company and Multi-National

Mapping Options
HR Reporting
Multi-Business Group
US Business n...Business US Business n...Business
Group Group Group Group
US n... Company A Company A
US US
GL Reporting
Multi-Org
n... n...
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Mapping Options
Mapping Options
• When you define your Cost Allocation key flexfield

you decide which segments map to the segments of
each set of books
– Choose set of books then individual segment
• Oracle HR holds the allocation of cost information
– You do not see Cost Center hierarchy information
in HR. The hierarchy of cost centers is part of GL.
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Costing Considerations
Costing Considerations
HR but not Payroll
• You can record cost codes, but not accumulate
actual values
HR with Payroll but not GL
• You can accumulate actual values, but must create
your own transfer to GL process
– Still must run the Transfer to GL report to mark cost
results as transferred
Other Cost Information
• Oracle HRMS can process labor distribution costs
for Projects, that is not transferred directly to GL
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Practice: Entering Cost Information
Practice: Entering Cost Information
• Follow the demonstration, to see the different

points where you can enter cost information in
Oracle HRMS
• Navigate to the Payroll window using your local
(N) Payroll > Description
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For details on how to Enter Cost Information, please refer to the online help path:
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Representing Legal and
Government Reporting
Structures (US)
Chapter 14
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Representing Legal and Government Reporting Structures (US)

Chapter 14 - Page 1
Representing Legal and Government Reporting Structures (U.S.)
Representing Legal and Government

Reporting Structures (U.S.)
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Chapter 14 - Page 2
Topics
Topics

• Representing Legal and Government Reporting
Structures
• Defining Organization Information for Government
Mandated Reporting
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Chapter 14 - Page 3
Module Overview
Module Overview
• A Government Reporting Entity (GRE) is an

organization grouping that national, regional, and
local governments recognize as the employer.
• An employer who:
– issues pay to employees
– withholds taxes from employee pay
– is and is liable for taxes and tax reporting
– provides other government-mandated reporting, EEO,
ADA etc.
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Chapter 14 - Page 4
Module Overview
Module Overview
• Employers must prepare a number of reports for

submission to various government authorities to
ensure legislative compliance
• In Oracle HRMS, you can organize and maintain the
information needed to produce these reports
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Chapter 14 - Page 5
Representing Legal and Government Reporting Structures (U.S.)
Representing Legal and Government

Reporting Structures (U.S.)
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Chapter 14 - Page 6
Identifying GRE’s
Identifying GRE’s
• You should already know the details of the GRE

structures in your own enterprise.
• Each GRE has a unique EIN
• If your enterprise has only one Employer
Identification Number (EIN) then your Business
Group and GRE are the same organization
– The EIN is a 9-digit number issued by the Internal
Revenue Service
• If not, then you will need to set up additional GREs
and reporting hierarchies
– You can associate several GREs together as a Tax
Group
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Chapter 14 - Page 7
One Company - One Employer - One GRE
One Company - One Employer - One GRE
All employees work at or from a single establishment

• Define one establishment
hierarchy to produce an AB Shoes
establishment report Business Group
GRE
• The top organization is Reporting Establishment
likely to be the business
group
HR Org HR Org
• Classify the business
group as a GRE
HR Org HR Org HR Org
• Classify the business
group as a Reporting
Establishment
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Chapter 14 - Page 8
Many Employers - Many GREs
Many Employers - Many GREs
Employees work in multiple establishments with one GRE
• Define multi-level hierarchy AB Inc.

Business Group
• Create new organizations if GRE
necessary
• The top organization
can be a business group AB Shoes Corp AB Finance
or a GRE Reporting Reporting
Establishment Establishment
(HR Org) (HR Org) (HR Org)
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Chapter 14 - Page 9
Multi-Establishment Hierarchies
Reporting Establishment AB, Inc. AB Distributors

GRE Detroit, GRE
AB, Inc., Headquarters 500
AB Manufacturing 1,500
AB Distributors Detroit 955
AB Finance Dayton 1,000 45
• For reporting purposes, this enterprise needs a

second multi-establishment hierarchy and a
headquarters hierarchy
• It is a legislative requirement that multi-
establishment enterprises identify one
establishment as their headquarters
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AB, Inc. AB Distributors

GRE Detroit
GRE
AB
AB Shoes AB Finance
AB Finance Dayton Distributors
Reporting Dayton Detroit
Reporting
Establishment Reporting Reporting
Establishment
Establishment Establishment
(HR Org) (HR Org) (HR Org) (HR Org) (HR Org) (HR Org)
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Headquarters Hierarchy for Multi-Establishment Companies
Headquarters Hierarchy for Multi-

Establishment Companies
A single establishment company
– Use the top organization as a parameter for the
Headquarters Report
– Do not build a separate headquarters hierarchy
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Headquarters Hierarchy for Multi-Establishment Companies
Headquarters Hierarchy for Multi-

Establishment Companies
A single establishment company
– Use the top organization as a parameter for the
Headquarters Report
– Do not build a separate headquarters hierarchy
Multi-establishment company
• Only one organization can be classified as a
Corporate Headquarters in a business group
• Reports using Headquarters Hierarchies include all
employees covered by the hierarchy
• Use an existing organization or create a GRE for
reporting purposes
– Use same EIN as the operational GRE
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Headquarters for Multi-Establishment Companies
Headquarters for Multi-Establishment

Companies
• Top organization must be classified as:

– GRE
– Reporting Establishment
– Corporate Headquarters
• Optionally classify as:
– HR Organization for employees to have assignments to
this organization
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Defining Organization
Information for Government
Mandated Reporting
Chapter 15
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Defining Organization Information for Government Mandated Reporting

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

Government Mandated Reporting
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Chapter 15 - Page 2
Mandated Government Reports
Mandated Government Reports
• Equal Employment Opportunity (EEO)

• Affirmative Action Plan (AAP)
• Federal Contractor Veterans Employment (VETS-
100)
• Americans with Disabilities Act (ADA)
• Occupational Safety and Health Administration
(OSHA)
• New Hire Report
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Chapter 15 - Page 3
Reporting Categories and Statuses
Reporting Categories and Statuses
• Some reporting, (i.e., VETS-100 and ADA), covers

only non-temporary, full-time or part-time
employees
• You identify these employees, by registering
reporting categories and statuses for the business
group
• Reporting categories
– User extensible lookup type ‘Employment
Categories’
• Reporting statuses
– User extensible ‘Assignment Statuses’ that
identify non-terminated employees
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Chapter 15 - Page 4
Classifying Organizations as GREs
Classifying Organizations as GREs
• Identify Organizations that are designated as GREs

– GREs must be reported separately
– Enter the unique EIN for each GRE
– A GRE can include employees from several
establishments, and an establishment can
include employees in several GREs
• A GRE whose employees all work at the same
establishment is a reporting establishment
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Chapter 15 - Page 5
Classifying Organizations as Reporting Establishments
Classifying Organizations as Reporting

Establishments
• Establishments may be:

– a single physical location
– a set of worksites in a locality
– all the sites in a large geographic area
• Identify existing organizations that are
establishments or define new organizations for
complex grouping
– Classify organizations as Reporting
Establishments
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Chapter 15 - Page 6
Overriding Establishment Hierarchies
Overriding Establishment Hierarchies
• Reports that use establishment hierarchies can take

exceptional cases into account
• You can enter an override reporting establishment
at the assignment level for any employee
– When a process finds an override, it counts the
employee as part of the override reporting
establishment
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Chapter 15 - Page 7
Classifying an Organization as the Corporate Headquarters
Classifying an Organization as the

Corporate Headquarters
• For multi-establishment companies you must

identify a single headquarters organization
– Classify as Corporate Headquarters
• Define a new reporting organization if existing
organizations do not satisfy this need
– For reporting purposes only
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Chapter 15 - Page 8
Setting Up Non-AAP Establishment Hierarchies
Setting Up Non-AAP
Establishment Hierarchies
• A reporting establishment can never be subordinate

to another reporting establishment
• In a non-AAP establishment hierarchy, a
GRE/reporting establishment can be the top
organization,
– Or reporting establishments can be subordinate
to a GRE and optionally, to HR Organizations
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Chapter 15 - Page 9
AAP Reporting
AAP Reporting
• AAP reporting requires breakdown of employees by

the affirmative action plans covering them, instead
of breakdown by establishment
• To meet this requirement, classify the organization
as an AAP Organization
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AAP Establishment Hierarchies
AAP Establishment Hierarchies
• Establishment hierarchies constructed for AAP

reporting are exceptional
– Establishments appear as subordinates of the
AAP organizations that represent the affirmative
action plans
– AAP organizations, (which may also be reporting
establishments), can:
appear at various levels in the hierarchy
can be subordinate to other AAP organizations,
(which may also be reporting establishments)
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EEO-1 Reporting Checklist
EEO-1 Reporting Checklist
1. Enter report submission information for each GRE.

2. Enter an EEO job category for each job.
3. Ensure that each employee has on record: a
gender, ethnic origin, and assignment.
4. Identify the types of EEO-1 reporting that each GRE
must submit.
5. Define the reporting organizations.
6. Build the establishment hierarchies.
7. Enter establishment overrides for employees.
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AAP Reporting Checklist
AAP Reporting Checklist
1. Ensure that each employee has on record: a

gender, ethnic origin, GRE, and job.
2. Determine salary codes and grades.
3. Define lines of progression.
4. Enter job group names.
5. Associate each job with an EEO category, salary
code, line of progression, and job group.
6. Define an AAP organization for each plan.
7. Determine and build the establishment hierarchies.
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VETS-100 Reporting Checklist
VETS-100 Reporting Checklist
1. Register reporting categories and statuses for your

business group.
2. Enter the necessary GRE reporting information.
3. Record EEO job categories.
4. Ensure appropriate veteran status and assignment
to a job, employment category, and GRE.
5. Identify and define the necessary reporting
organizations.
6. Determine and build the establishment hierarchies.
7. Enter establishment overrides for employees.
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ADA Reporting
ADA Reporting
• Register employees as disabled when you enter

other personal information about them
• Maintain information about particular types of
disabilities using the Disabilities window
• The report presents this disability information,
including comments
– The report can also display essential
requirements of the job or position, if you
maintain these requirements in the database
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ADA Requests for Accommodation
ADA
Requests for Accommodation
• The ADA encourages employers to make reasonable

accommodations that enable employees with
disabilities to work
• Use the Disability Accommodations window to
record information about employee requests for
accommodations
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OSHA Recording Information
OSHA
Recording Information
• Use Special Information Types to record the

information needed for OSHA
– Description of each injury or illness, with date,
place, and circumstances
– Physical effects and effects on the employee’s
ability to work, (Nonfatal incidents)
• Separate activities at the same location are treated as
separate reporting establishments
– For example, a manufacturing facility and a sales
office in the same building are treated as distinct
establishments
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Practice Classifying HR Organizations
Practice Classifying HR Organizations

provided, to classify HR organizations for
government reporting
local Super HRMS Manager
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For details on how to Classify an HR Organization, please refer to the online help path:
Organization
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Representing Grades and
their Relationship to Pay
Chapter 16
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Representing Grades and their Relationship to Pay

Chapter 16 - Page 1
Representing Grades and their

Relationship to Pay
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Chapter 16 - Page 2
Topics
Topics

• Representing grades and their relationship to pay
• Defining grade rates and pay scales
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Chapter 16 - Page 3
Module Overview
Module Overview
This module concentrates on defining:

• Grades
• Grade rates
• Pay scales
• Scale rates
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Chapter 16 - Page 4
Grades
Grades
• Grades show relative
levels of management
or seniority in an
enterprise Director
• May be grouped as
– Management,
Director
Administrative,
Technical, etc. Engineer.Snr
• Often related to levels Clerk.Jnr
of pay
• Often related to Job
or Position
• Often related to
Union Group
Assembler.1
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Chapter 16 - Page 5
Grade Key Flexfield
Grade Key Flexfield
• Define your own grade Grade Key Flexfield

flexfield Union USWU
Job Group Engineer
segment Level 3
• Define each grade as a
values
Grade USWU.Engineer.3
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Chapter 16 - Page 6
Grade Key Flexfield Structure Simple or Complex
Grade Key Flexfield Structure

Simple or Complex
• In its simplest form, a grade can be a single

character, or number, in a logical sequence
– A, B, C
• By adding a second segment to the grade name,
you can identify sub-grades.
– A.1, A.2, A.3, and A.4
– B.1 and B.2
• A more complex structure could be used to
distinguish grades for different staff groups
– Manual.A.1, Manual.A.2, Clerical.C.1 and Clerical.C.2
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Chapter 16 - Page 7
Grade Key Flexfield Checklist
Grade Key Flexfield Checklist

• Define Value Sets
– Decide if you need lists of values for simple lists
– The Grade window is usually restricted access and a
list of values adds maintenance costs
• Define Key Flexfield Structure and Segments
– Enter Yes for Allow Dynamic Inserts to allow users to
define grades in the Grade window
• Define Values
• Define Cross Validation Rules (if required)
• Define Aliases (if required)
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Practice: Define a Grade Structure
Practice: Define a Grade

Structure

provided, to define a Grade flexfield structure
using the System Administrator responsibility:
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For details on how to define a grade flexfield structure, please refer to the online help path:
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For details on how to complete the Key Flexfield Segment Window please refer to the on line
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Practice: Define Grades
Practice: Define Grades

provided, to define Grades using your new flexfield
structure
• Navigate to the Grades window using your local
(N) Work Structures > Grade > Description
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Defining Grade Rates and Pay Scales
Defining Grade Rates and Pay Scales
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Grades and Pay Direct or Indirect
Grades and Pay

Direct or Indirect
Oracle HRMS supports direct and indirect relationships

• Direct
– Use Grade Rates
– Fixed value, or
– Maximum, Minimum, and Mid-point values
• Indirect
– Use Pay Scales
– Progression Points and Values
– Grade Steps and increments
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Grade Rates
Grade Rates ary

Janu ary ry
nu a
Ja nu
Ja
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DateTracked
• Each Grade has a value or a range of values
Grade Value Minimum Midpoint Maximum

A.1 25000 20000 30000 40000
A.2 27000 23000 33000 43000
• Often used in performance related pay processes

– Salary Administration
– Units may be money, hours, numbers
– Comparative calculations
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Practice: Define a Grade Rate Table
Practice: Define a Grade

Rate Table

provided, to define a Grade Rate table
• Navigate to the Grade Rate window using your local
(N) Work Structures > Grade > Grade Rate
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Pay Scales
Pay Scales
Grade and Steps
Grade A - Steps 1,2,3 Pay Scale
Grade B - Steps 1,2,3,4 Points Pay
1 1 10000
Grade C - Steps 1,2 A
1 2 2 10550
2 3 3 10975
B 4 11450
3 5 11700
1 4 6 12250
C 7 12655
2 8 13000
9 13400
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Pay Scale Characteristics
Pay Scale Characteristics
• One pay scale of points and values is used to

establish the actual pay for many different grades or
employee groups
• Each point in the pay scale has a single value
• Grades can have a number of distinct steps, with
each step given a single point in the pay scale
• An employee assignment includes Grade and Step
– The step and point value determine salary or actual
pay for the employee
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Pay Scales
Pay Scales
• Pay Scales show indirect relationships between

grades and pay
– Unlimited number of scales
– Unlimited number of points and values
– Use sequence to define progression
• Define a value for every point
– Money, Hours, Number
• Define Grade Steps in sequence
– Select a point for each step
– Steps can skip points in the scale
– Define a ‘ceiling’ point to stop automatic increments
within grade
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Pay Scale Checklist
Pay Scale Checklist
1. Define Pay Scale

– Points in sequence
2. Define Scale Values
3. Define Grades
4. Define Grade Steps and Points
– Enter ceiling point for automatic incrementing
5. Enter Grade and Step for an employee
– Employee assignment information
6. Run incremental process when required
– Default process is based on a fixed date
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Practice: Define a Pay Scale
Practice: Define a Pay Scale
• Follow the demonstration, or use the notes provided, to

define a Pay Scale
• Navigate to the Pay Scale window using your local Super
HRMS Manager responsibility
(N) Work Structures > Grade > Pay Scale
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Oracle HRMS> Enterprise Modeling> Grades and Pay> How To> Define a Pay Scale A I
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Representing Jobs and
Positions
Chapter 17
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Representing Jobs and Positions

Chapter 17 - Page 1
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Chapter 17 - Page 2
Topics
Topics

• Representing jobs and positions
• Representing positions
• Position hierarchies
• Changing job and position definitions
• Mass move updates
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Chapter 17 - Page 3
Module Overview
Module Overview
• Every enterprise defines roles to represent how

employees work
• In Oracle HRMS, you can use Jobs or Positions or a
combination of both, to define roles
• Mass Move allows you to manage the movement of
positions as a result of reorganization and
simultaneously to update employee records
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Chapter 17 - Page 4
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Chapter 17 - Page 5
Jobs and Positions
Jobs and Positions
Payroll Manager
• Use Jobs or Positions
to represent the
different roles that a
person can perform in
your enterprise
• Oracle HRMS provides
two options to suit the Payroll Clerk
needs of different
enterprises
Consultant
Senior Engineer
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Chapter 17 - Page 6
• Do you manage People or

Positions? Payroll Manager
employee in the same
role
• If role continues to exist Payroll Clerk
after the employee leaves
then think about
Positions
Consultant
• If role ceases or is re-
evaluated when the
employee leaves then
think about Jobs
Senior Engineer
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Chapter 17 - Page 7

Positions
• Oracle HRMS lets you hold additional types of

information for both Jobs and Positions
• Predefined types of information include:
– Valid grades
– Job Evaluation details
– Work Choices
– Competence or Skill Requirements
• An unlimited number of user-defined types
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Chapter 17 - Page 8
Jobs
Jobs
• Jobs are generic roles within a Business Group

• They are independent of any single organization
– Exist for all organizations
– For example. The jobs Manager and Consultant
could occur in many organizations
• Oracle HRMS lets you define your own job structure
and then enter details for each job in your enterprise
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Chapter 17 - Page 9
Job Groups
Job Groups
• Each job belongs to a Job Group

• The Default HR Job Group is automatically created
for your Business Group
• Only jobs created in the Default HR Job Group are
available in other windows in Oracle HRMS, except
the Supplementary Roles window
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Job Groups and Supplementary Roles
Job Groups and Supplementary Roles
• You can set up additional job groups to store

supplementary roles
– A supplementary role is an additional task an
employee performs as well as being an employee
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Job Key Flexfield
Job Key Flexfield
• Define your own job Job Key Flexfield

structure as a key
flexfield Title Manager
Level 1
segment
– Required or Optional
• Define individual jobs
Job Manager.1
as a combination of
segment values
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Job Key Flexfield Checklist
Job Key Flexfield Checklist
• Define Value Sets

– Decide if you need lists of values for simple lists
– The Job window is usually restricted access and a
list of values adds maintenance costs
• Define Key Flexfield Structure and Segments
– Enter Yes for Allow Dynamic Inserts to allow users to
define grades in the Job window
• Define Values
• Define Cross Validation Rules (if required)
• Define Aliases (if required)
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Job Key Flexfield Structure Simple or Complex
Job Key Flexfield Structure

Simple or Complex
• A job can be a one or two segment name

– Typical if you use Positions
– Manager., Manager.Senior, Consultant.,
Consultant.1, etc.
• Adding more segments you extend the types of
information you use to define a job
– Useful if you use Jobs as the primary roles in
your enterprise
– Manual.A.1.ShiftB, Manual.A.2.ShiftA, Clerical.C.1.
and Clerical.C.2.
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Practice: Define Job Structure and Jobs
Practice: Define Job Structure

and Jobs
provided, to define the job flexfield structure
• Navigate to the Key Flexfield Segments window using
the System Administrator responsibility

define Jobs using the new flexfield structure
• Navigate to the Job window using your local Super
(N) Work Structures > Job > Description
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For details on how to complete the Key Flexfield Segment Window please refer to the online
Help path :
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Oracle HRMS> Enterprise Modeling> Jobs and Positions> How To> Define a Job
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Practice:Create a Job Group
Practice:Create a Job Group

provided, to create a job group
• Navigate to the Job Groups window using your
(N) Work Structures > Job > Job Groups
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Representing Positions
Chapter 18
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Chapter 18 - Page 1
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Chapter 18 - Page 2
Positions
Positions
• Position is a specific role, or function, that exists in

one, and only one, organization
• Positions show more management reporting detail
than organizations alone
• Position definition includes Job and Organization
– Use job to show common job types and

information across organizations
– Use fewer organizations to show groups of
positions and employees. E.g. Department level.
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Chapter 18 - Page 3
Positions
ary
Janu ary ry
Positions
nu a
Ja nu
Ja
1
DateTracked
Org : HR Department
• Use Positions to show
specific posts within an
Organization Post
– Typical in Public Sector,
Government, Education
and Health
– Typical in large
enterprises to show
management positions
• Use Position Control
functionality to manage
positions
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Chapter 18 - Page 4

• Define your own position Position Key Flexfield
flexfield
Title HR Director
segment
• Define each position as a
values
– Simplest option is Position HR Director
one segment with no
validation for ‘Title’
Org HR Department
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Chapter 18 - Page 5
Every position in the enterprise is unique

If every region has a Vice President, you must set up
a unique position name for each VP
•VP may be the job definition for each position
•Use job to define shared information
Org Job Org
Northern Region VP Southern Region

VP Sales North VP Southern Sales
Positions
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Chapter 18 - Page 6
Key Flexfield Structure
• When deciding on the number of segments a

flexfield has, it is usually better to set up a few small
segments rather than one big segment.
• For example. If position includes name, region and
code, you could define 2 or 3 segments
– Give users a greater choice in reporting using
individual segments.
Seg 2
Seg 1 Seg 1
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Chapter 18 - Page 7
• If visibility of data is very important, you might consider

including additional information in the name.
• If the value can change often, you probably don’t want to
put it in the unique identifier
– Consider using one of the other options for additional
information
– Extra Information Types or descriptive flexfield may
be more suitable
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Chapter 18 - Page 8
Practice: Define Position Structure and Positions
Practice: Define Position Structure

and Positions
• Follow the demonstration, or use the notes provided,

to define the Position flexfield structure
• Navigate to the Key Flexfield Segments window using
the System Administrator responsibility

define Positions using the new flexfield structure
• Navigate to the Position window using your local Super
(N) Work Structures > Position > Description

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For details on how to complete the Key Flexfield Segment Window please refer to the online
Help path :
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Flexfields Segments Window > Defining Segments a
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For details on how to define a Position please refer to the online Help path :
Oracle HRMS> Enterprise Modeling> Jobs and Positions> How To> Define a Position
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Chapter 18 - Page 9
Position Hiring Status Special Considerations
Position Hiring Status

• Hiring status determines what changes you can

make to the position definition and whether you can
include it in any assignments
Eliminated or Deleted
– You cannot change the position
Proposed
– You can change the start date
Active
– You can change only the start date before you
make any other updates to the position
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Chapter 19
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Chapter 19 - Page 1
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Chapter 19 - Page 2
• Use Hierarchies to show management reporting

lines between positions
– More detail than Organization Hierarchies
– In a hierarchy each position has one parent
• Unlimited number of hierarchies
– Dates and versions
– Copy and manage multiple versions
• Use hierarchies to control user access to records
– Security Profiles
– Reports
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Chapter 19 - Page 3
Position Hierarchy - Example
Position Hierarchy - Example
Managing Director
David Anderson
Finance Director, Sales Director, Research Production

Director and Marketing and Development Director
Alasdair MacIntosh Duncan McDonald David Anderson Michael Fiengold
Personnel Management Plant

Director Information Director Manager
Geoffrey Cox **No Holders** Wendy Rawlins
Plant Systems Department Production

Personnel Mgr. Manager Head Engineering Manager
Sheelagh Campbell Kaz Raghu **2 Holders** Geoffrey Cox

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Chapter 19 - Page 4
Defining and Changing Position Hierarchies
Defining and Changing Position

Hierarchies
• Positions can belong to any number of hierarchies
but can appear only once in any hierarchy
• Use the Position Hierarchy window or the Hierarchy
Diagrammer to define and change hierarchies
– Optionally, add new positions to hierarchies from
the Position window.
• To change the top position in an existing hierarchy
use the Position Hierarchy window
– Query the hierarchy
– Query the new top position
– Make the old top position report to the new
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Chapter 19 - Page 5
Hierarchy Diagrammers
Hierarchy Diagrammers
• A graphical tool to define and change hierarchies

using ‘drag-and-drop’ actions
– Not an organization charting and reporting tool
for general publishing. Consider using a partner
application, like OrgPublisher.
• Updates to the database are immediate
– Reflected in the forms, in reports, and any
security processes
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Chapter 19 - Page 6
Practice: Using the Graphical Diagrammers
Practice: Using the Graphical

Diagrammers
• Follow the demonstration to see how to create and

change Position Hierarchies
• Navigate to the Position Hierarchy window using
your local Super HRMS Manager responsibility
(N) WorkStructures > Position > Diagrammer
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Hierarchy
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Chapter 19 - Page 7

Positions
• With Oracle HRMS you can enter several additional

types of information for jobs or positions:
– Work Choices
– Job Evaluation
– Skills
– Valid Grades
– User defined Extra Information Types
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Chapter 19 - Page 8
Work Choices
Work Choices
• Work choices specify deployment conditions for

the job or position.
• These can also be entered for employees or
candidates to assist in succession planning.
• Choices include:
– Willingness to work in all locations, to relocate, to
travel or to hold a passport
– Specific countries or locations of travel
– Length of time the person must perform the job or
position
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Chapter 19 - Page 9
Practice: Entering Work Choice Information
Practice:
Entering Work Choice
Information
• Follow the demonstration to see how to enter work
choice information for a job and a person.
• Navigate to the Job or Position windows using your
(N) WorkStructures > Job/Position > Description
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Oracle HRMS> Enterprise Modeling> Jobs and Positions> How To> Enter Work Choices for a
Job or Position
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Changing Job and Position Definitions
Changing Job and Position Definitions
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Changing Definitions
Changing Definitions
• Positions are DateTracked so that you can maintain

a complete history of changes to your positions
over time
• Jobs are dated so that you can
start and end definitions ary
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– No DateTracked history Ja
• Position Hierarchy versions
1
are dated so that you can have
multiple versions at the same time
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Changing Details
Changing Details
• Ending a Job or a Position will automatically end

valid grade definitions
– Removing the end date will reopen valid grades
with the same original end date
• You cannot end Jobs that are currently in use in
assignments or positions
• You can change the Status of a position
• If you want to record the source of changes to a
position, use the Amendment Information fields
from the Additional Detail tab
– Useful for Public Sector and Position Control
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Practice: Job and Position windows Demo
Practice: Job and Position windows

Demo

provided, to go back and view the job and position
definition windows
• Check the use of Date From vs Effective Date
• Check the details behind each of the taskflow
buttons in the windows.
• Navigate to the Job or Position window using your
(N) Work Structures > Job/Position > Description
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Oracle HRMS> Enterprise Modeling> Jobs and Positions> How To> Define a Job and Define
a position
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Mass Move Updates
Chapter 20
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Mass Move Updates

Chapter 20 - Page 1
Mass Move Updates
Mass Move Updates
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Mass Move Updates

Chapter 20 - Page 2
Overview
Overview
• Mass Move allows you to manage the movement of

positions as a result of reorganization and
simultaneously to update employee records
• Mass move functionality is only available if you use
positions
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Mass Move Updates

Chapter 20 - Page 3
Reorganization
Reorganization
• If you use positions, you should try to keep the

definition of organizations as broad as possible
– Reduce the duplication of information
– Simplify the processes of reorganization
• Reorganization usually means changing
organizations, positions and hierarchies
– You cannot change organization for a position
– You must end one and create a new position
– Mass Move functionality supports this process
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Mass Move Updates

Chapter 20 - Page 4
Moving Assignments
Moving Assignments
• You can create new positions using existing

positions
– In the same organization or a different one
– You can change the valid grade, location, and
standard conditions of the positions
• You can move a group of assignments to different
positions
– In the same organization or a different one
– North American users can also change the
GRE/Legal Entity of an assignment
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Mass Move Updates

Chapter 20 - Page 5
Considerations Before a Mass Move
• What is the effective date for the change?

• What are the source and target organizations?
– May be the same or different
• What are the source and target positions
– Do you want to deactivate the source position?
– If the target positions are new, do you want to
copy location and standard conditions from the
source position, target organization, or Business
Group?
– What about valid grades and GRE/Legal Entity
details?
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Mass Move Updates

Chapter 20 - Page 6
• Which assignments should transfer from the source

positions to the target positions?
• What should happen to the grade of any assignment
changed during the move?
• What should happen to the location, standard
conditions and GRE/Legal Entity of assignments
changed during the move?
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Chapter 20 - Page 7
Practice: Mass Moves
Practice: Mass Moves

provided, to move positions and assignments from
one organization to another
• Navigate to the Position window using your local
(N) WorkStructures > Position > Mass Move
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For details on how to Move Positions and assignments from one organization to another, please
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Oracle HRMS> Enterprise Modeling> Business Group Reorganization> How To> Describe
your Mass Move
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Mass Move Updates

Chapter 20 - Page 8
Setting up Workers
Compensation
Chapter 21
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Setting up Workers Compensation

Chapter 21 - Page 1
Setting Up Workers Compensation (U.S.)
Setting Up Workers Compensation

(U.S.)
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Chapter 21 - Page 2
Module Overview
Module Overview
• This topic concentrates on the setup of Workers’

Compensation, (WC), information for Insurers,
Codes and Rates
• If you are using Oracle Payroll you will have
predefined elements and fastformulas to do the
calculations for Workers Compensation
Workers Compensation Information
– stores information. This is processed for each
employee.
Workers Compensation
– stores the WC premium calculated during
processing of each employee
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Chapter 21 - Page 3
WC Insurers
WC Insurers
• Monopolistic states require you to use their own

agency as your insurer
• Competitive states allow you to choose between
private insurers and the state agency to fund WC
programs
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Chapter 21 - Page 4
WC Codes and Rates
WC Codes and Rates
• You associate a state’s WC codes with an insurer’s

default rates
– Default rates apply when no location is specified
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Chapter 21 - Page 5
Workers’ Compensation Liability
Workers’ Compensation Liability
• Maintain specialized information to determine your

liability
• Associate your jobs with state WC work
classification codes
• Associate state WC classification codes with WC
insurance premium rates
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Chapter 21 - Page 6
Additional Elements/Modifications Required
Additional Elements/Modifications
Required
• Consider additional WC elements, new formulas, or

formula modifications if your enterprise has:
– Multiple GREs in different states, with different
insurers
– Employees working in states with unique rules
governing the makeup of employees’ payroll
exposure or in states with nonstandard modifiers
for the WC premium calculation
– GREs in Washington or Oregon where employees
as well as employers must pay WC premiums or
fees
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Chapter 21 - Page 7
Practice: Workers Compensation Codes and Rates
Practice: Workers Compensation

Codes and Rates

provided, to define Workers Compensation
Codes and Rates
• Use your local Super HRMS Manager
responsibility
1. (N) Work Structure > Job > Workers Compensation Rates
2. (N) Work Structure > Job > Workers Compensation Codes
3. (N) Work Structures > Organization > Description
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1 & 2 For details on how to complete the Workers Compensation Rates and Codes Windows
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Oracle HRMS > Oracle HRMS US > Payroll Definition > Workers Compensation >
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How To > Entering WC Codes, Exposure Rules and Surcharges
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3. For details on how to complete the Organization window please refer to the online Help path
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Applications Help Library > Oracle HRMS Applications > Oracle HRMS >
Oracle HRMS Global > Organization Management > How To >
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Create Organizations > Create an Organization
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Chapter 21 - Page 8
Work Structures
Chapter 22
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Work Structures
Chapter 22 - Page 1
Work Structures
Work Structures
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Work Structures
Chapter 22 - Page 2
Modules
Modules
The following modules were covered in Work
Structures:
• Module 1 - Overview of Enterprise Work Structures
• Module 2 - Defining Common Data
• Module 3 - Setting up Business Groups, Locations
and Organizations
• Module 4 - Representing Financial Report Structures
• Module 5 - Representing Legal & Government
Reporting Structures (US)
• Module 6 - Representing Grades and their
Relationship to Pay
• Module 7 - Representing Jobs and Positions
• Module 8 - Setting up Workers’ Compensation (US)
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Work Structures
Chapter 22 - Page 3
Summary
Summary
In this eClass you should have learned how to:

• Recognise different types of enterprise
business models and explain how to represent
these in Oracle HRMS
• Describe the work structure components and
understand their use in Oracle HRMS
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Work Structures
Chapter 22 - Page 4
Instructor Demonstrations
and Practice Solutions
Chapter 23
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Defining Common Data Instructor Demonstrations and Practice Solutions

Chapter 23 - Page 1
Defining Common Data Instructor Demonstrations and Practice
Solutions
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Chapter 23 - Page 2
Instructor Demonstration
Defining the People Group Key Flexfield Structure
This demonstration and practice reinforces your ability to define a structure and segments for the
Position key flexfield.
Business Scenario
This practice reinforces your ability to define the People Group key flexfield.
Remember to prefix the structure name with your unique group number.
The details of the flexfield are as follows:
Segments
No. Name Validation Description
Type
1 Union Independent In this scenario there are only two values
USWU and Non-Union.
2 Medical Plan Independent List of values.
3 Stock Purchase None An employee can contribute between 1%
4 Source of
Information
Table
and 15% of net pay.
This segment uses the values, which have
been defined for the Lookup Type n l y
‘REC_TYPE’ to record the source of the
applicant.
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Value Sets
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Values for Medical Plan
Employee only
Description
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2 Employee + 1 O
3
4
Employee + 2
Employee + 3
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Employee + Family a
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Hint: You will need the following details to complete the setting up of the Value Set for
Source of Information.
Table Application I n Application Object Library
Table Name
cl e FND_COMMON_LOOKUPS
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Value Column
Meaning Column
LOOKUP_CODE
Meaning
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Where/order by Where Lookup Type=’REC_TYPE’

Chapter 23 - Page 3
Instructor Demonstration and Practice Solution
Defining the People Group Key Flexfield Structure
1. Navigate to the Key Flexfield Segment window using the System Administration
responsibility:
2. Run a query with the following criteria in the Flexfield Title Field:
− People%
Note: This retrieves all previously defined structures
3. Select an empty row in the Structures region to create a new structure.
Note: If an empty row does not appear, click in an existing structure and choose the New
button from the menu bar.
4. Enter xx People Group Flexfield in the Title Field (where xx represents your unique group
id number)
Note: Make sure that the Freeze Flexfield Definition box is unchecked, since you are
creating a new flexfield.
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5. Save your work.
6. Choose the Segments button.

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7. Choose the selector to add a new segment.
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8. Enter Union as the name of the first segment, and a description if required.
9. Enter a column for the segment. O

10. Enter a number for the segment.
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11. Check the enabled, displayed and Index boxes.
12. Select the Value Set button once you are on the Value Set field.
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13. Define a new Value Set with the following details:
− Name = xxUnion Name (where xx is your unique group number)
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− Format Type = Char
− Maximum Size = 30
O − Validation type = Independent.
14. Save the value set.

Chapter 23 - Page 4
15. Return to the segment window and choose the value set you have just created.
16. Select a Default Type of Constant.
17. Select a Default Value.
18. Uncheck the required checkbox, unless you want to force users to complete this field.
19. Save your work.
20. Close this window to return to the Segments Summary window.
21. Go to the next row and enter the following details for segment 2.
23. Enter Medical Plan as the name of the second segment, and a description if required.
24. Enter a column for the segment.

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− Name = xx Medical Plan (where xx is your unique group number)
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− Validation type = Independent
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32. Select the Default Value.
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37. Enter Stock Purchase as the name of the third segment, and a description if required.

Chapter 23 - Page 5

− Name = xx Stock Purchase (where xx is your unique group number)
− Format Type = Number
− Validation type = None
48. Save your work.
49. Go to the next row and enter the following details for segment 4. n l y
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51. Enter Source of Information as the name of the fourth segment, and a description if
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52. Enter a column for the segment. A I

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− Name = xx SOI (where xx is your unique group number)
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− Validation type = Table
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57. Select the Edit Information button.

Chapter 23 - Page 6
58. Enter the relevant table information for Source of Information.
60. Return to the segment window and choose the value set you have just created
64. Save your work.
65. Return to the Key Flexfield Segments window and in the structure region check the
Freeze Flexfield Definition box. Acknowledge the message that appears after reading it.
66. Check the Allow Dynamic Inserts check box.
67. You can now select the compile button and compile your People Group Key Flexfield.
Adding Values to Value Sets
1. Navigate to the Segment Values window using the System Administration responsibility:
(N) Application > Flexfield > Key > Values
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2. Query the Value Set you defined for Region and enter the list of values given for Medical
Plan.
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3. Save your work.
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Chapter 23 - Page 7
Define the Personal Analysis Key Flexfield
This demonstration and practice reinforces your ability to define a structure and segments for the
Personal Analysis key flexfield, also known as Special Information Types
Business Scenario
The objective of this exercise is to set up a personal analysis key flexfield structure for AB
Shoes, which can be used to hold details of company cars for reporting and administrative
purposes. Before you can enter actual details for people you need to define the structure of this
key flexfield and link it to your business group.
Remember to prefix the structure name with your unique group number.
The details of the flexfield are as follows:
Segments: Company Car Details
No. Name Validation Type Description

1 Car Make Independent List of values.
2
3
4
Car Model
Registration
Lease Start
Independent
None
None Users can enter dates in n l y
Date the following format:
DD-MON-YYYY
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Value Sets
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Valid Values
for Car Make
Valid Values
for Car Model
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Audi A4
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BMW 3181
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Saab
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Chapter 23 - Page 8
Defining the Personal Analysis Key Flexfield Structure
1. Navigate to the Key Flexfield Segment window using the System Administration
responsibility:
2. Run a query with the following criteria in the Flexfield Title field:
− Personal%
Note: This retrieves all previously defined structures.
3. Select an empty row in the Structures region to create a new.
Note: If an empty row does not appear, click in an existing structure and choose the New
button from the menu bar.
4. Enter “xx Company Car Details” in the Title field (where xx represents your unique group
id number)
5. Select the Allow Dynamic Inserts box.
Note: Do not select the Freeze Flexfield Definition as you are creating a new flexfield.
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7. Choose the Segments button.
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9. Enter Car Make as the name of the first segment, and a description if required.

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− Validation type = Independent (This will allow the value set to have a valid list of
values

Chapter 23 - Page 9
20. Save your work.
21. Close this window to return to the Segment Summary window.
24. Enter Car Model as the name of the second segment, and a description if required.
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30. Name = xxCar Model (where xx is your unique group number)
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31. Format Type = Char
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32. Maximum Size = 15
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33. Validation type = Independent
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O39. Save your work.

42. Enter Registration as the name of the third segment, and a description if required.
48. Name = xxRegistration (where xx is your unique group number)
51. Validation type = None
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57. Save your work.
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60. Enter Lease Start Date as the name of the fourth segment, and a description if required.
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O64. Select the Value Set button once you are on the Value Set field.

66. Name = xxCar Model (where xx is your unique group number)
69. Validation type = None
72. Save your work.
73. Return to the Key Flexfield Segments window and in the structure region check the
Freeze Flexfield Definition box. Acknowledge the message that appears after reading it.
74. Check the Allow Dynamic Inserts checkbox.
75. You can now select the compile button and compile your Personal Analysis Key
Flexfield.
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Practice
Extra Information Types - Questions
Introduction
This practice reinforces your knowledge of Extra Information Types.
Questions
1. Explain what an Extra Information Type is?
2. Name the 6 important entities in HRMS that have EITs.
3. Give some examples of when you might consider using EITs?
4. What access restrictions can you impose on EITs?
5. EITs and Special Information Types both exist for extending personal information in
Oracle HRMS. What performance advantages do EITs have over Special Information
Types?
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Practice Solution
Extra Information Types - Answers
1. Extra Information Types are a type of descriptive flexfield that let you define a complete
set of information and segments, not just 30 unrelated segments.
You can have many records of each EIT for every main record.
You can define EITs for several important entities, not just for People.
2. Locations, Organizations, Jobs, Positions, People, Assignments
3. To capture country specific details for a person or an assignment for expatriate employees.
To capture company or division specific information when you have multiple companies
in the same business group. To capture additional job or position details for job posting.
4. You can restrict access to Extra Information Types by not including the windows in the
menus and taskflows for a responsibility or by using CustomForm with Taskflow security
to restrict access to specific types of information. For example. You might have some
users who should never see any EIT for people while other users have access to one EIT
but not all.
You can also restrict access at responsibility level to sets of EITs as part of a role-based
security model. For example. You might want a recruitment manager to have access to
some EITs for people, others for assignment, and another set for jobs or positions. The
easiest way to define this set of restrictions is by responsibility.
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Note: You must enable access at responsibility level before a user will see any EIT.
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5. EITs have performance advantages in online data entry and in batch data loading over
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store high volumes of data.
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Special Information Types. This is an important large-scale implementation where you
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Note: This is because the entry of any key flexfield combination checks to see if that
then the system inserts the combination.

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combination already exists. If it does, then the system points to that combination. If not,
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Descriptive flexfields do not check for unique combinations.
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Practice Questions
Key and Descriptive Flexfield Overview
This practice reinforces your knowledge of flexfields and their features.
1. What are the six key flexfields in Oracle HRMS and which one can have many structures
in one business group?
2. Which of the six key flexfields belong to the Payroll product?
3. How many segments can you define in the HRMS key flexfields?
4. Which user key flexfield uses qualifiers and what do the qualifiers do?
5. What is the difference between descriptive and key flexfields?
6. What system feature determines the validation of values in a segment?
7. What are the four types of predefined validation? What does each of them represent?
8. What are the additional features of key flexfields?
9. What is the purpose of cross-validation rules?
10. What is the purpose of shorthand aliases? n l y

11. What is the purpose of flexfield value security?
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12. What is the purpose of dynamic insertion?
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Practice Solutions
Key and Descriptive Flexfield Overview Solution
1. Job, Position, Grade, Cost Allocation, People Group and Personal Analysis. You can have
many different Personal Analysis structures in the same business group.
2. The Cost Allocation and People Group key flexfields belong to Oracle Payroll.
3. You can define up to 30 segments in the HRMS key flexfields
4. The Cost Allocation key flexfield uses qualifiers to determine which windows you can
enter costing information.
5. A key flexfield defines a unique key combination to identify jobs, positions and grades. It
is used to configure the system to meet different business needs. Key flexfields can also
be used to store additional information such as people group or special information types.
6. A descriptive flexfield can store additional information that does not already exist on a
delivered form. User descriptive flexfields can store only one value in each segment.
7. Value Sets determine the validation rules for information stored in a segment.
8. The four types of validations available to value sets are as follows:

− None: Any information can be entered into the segment as long as it is within the
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characteristics of the value set.
− Independent: A user-defined list defines the values for the segment.
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− Dependent: The values of the segment are linked to the values of a related segment.
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− Table: The list of values for the segment is taken from a table of values that already
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exist.
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9. The additional features of key flexfields are cross-validation, dynamic insertion, shorthand
aliases, and flexfield security. O
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10. The purpose of cross-validation is to ensure that only certain code combinations can be
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entered into the system. It maintains data integrity.
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11. Shorthand aliases provide a word or phrase that represents a partial or complete code
combination. They save time.
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12. The purpose of flexfield security is to restrict access to a particular value or a range of
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values within a segment.
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13. Dynamic insertion enables the system to insert a new unique combination as a valid value.
It often works with cross-validation rules.
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Defining Lookup Types and Values
The purpose of this demonstration is to show you how to define Lookup Types and Values.
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Defining Lookup Types and Values
1. Navigate to the Application Utilities Lookups window using your local Super HRMS
(N) Other Definitions > Lookup Tables
Define Lookup Types
2. Define two new Lookup Types:
Type Meaning Access Level User Name
XxAgencies XxAgencies User (Default) Default User
XxVacation XxVacation User (Default) Super User
3. Select the application with which you want to associate the Lookup Type.
4. Save your work. n l y

Enter Lookup Values
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5. Enter the following information for the new lookup types.
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Lookup Type
XxAGENCIES
Code
xxHR
Meaning
xxHeart Fund
Description
xxHeart Fund A I Start Date
01-JAN-
To Date
Blank
O 1990
XxAGENCIES xxUW xxUnited Way
a l& xxUnited Way 01-JAN-

1990
Blank
XxAGENCIES xxHS xxHumane

Society r n xxHumane Society 01-JAN-
1990
Blank
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6. Save your work.
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7. Query the Vacation lookup Type, and enter the following information:
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Lookup Type Code Meaning Description Start Date To Date
XxVACATION xxAV xxApproved xxApproved 01-JAN- Blank
1990
8. Save your work.
9. Query ABSENCE_REASON Lookup Type.
Note: Before you can add a new value, you must click in one of the existing values to
activate it.
10. Enter the following values:
Lookup Type Code Meaning Description Start Date To Date

ABSENCE_REASON xxVAC xxVacation xxVacation 01-JAN- Blank
1990
11. Save your work.
12. Query US_PAYMENT Lookup Type.
13. Enter the following values:
Lookup Type Code Meaning Description Start Date n l y

To Date
US_PAYMENT xxER xxExpense xxExpense 01-JAN-
e O Blank
14. Save your work.

Reimbursement Reimbursement
U s 1990
15. Query US_IMPUTED_EARNINGS Lookup Type. A I

16. Enter the following values: O
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Lookup Type
US_IMPUTED_EARNINGS
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Code
xxSO rn Meaning Description Start Date
01-JAN-1990
To Date
Blank
17. Save your work.

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Defining Exchange Rates
Introduction
This practice reinforces your ability to define exchange rates.
For your payroll, define an exchange rate of US Dollars - British Pound Sterling at a rate of
USD1.45 to GBP1.00.
Before you define an exchange rate, you must set up the conversion rate types for HRMS.
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Defining Exchange Rates
1. Navigate to the GL Daily Rates window using your local Super HRMS Manager
responsibility.
(N) Payroll > GL Daily Rates
2. Change the Currency To entry to Pound Sterling.
3. Enter a Currency From value of USD.
4. Enter the date from which this becomes the active exchange rate.
5. Enter the type of conversion.
6. Enter exchange rate to be used in this conversion.
7. Click in the remaining field to automatically populate the return exchange rate.
8. Save your work.
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Work Structures Case Study
Business Scenario
Introduction
This section provides you with the general business scenario for AB Shoes that lies behind the
demonstrations and labs for defining work structures. This information should help you to see
the individual labs in the context of a complete business operation and help you to understand
how the labs were designed.
Working individually or within groups assigned by your instructor you should read the following
and determine answers to the questions.
Business Scenario – Company Profile
AB Shoes Corporation is a division of AB Inc. - a diversified multinational corporation with

operations in manufacturing, retail, finance, consulting, and entertainment industries.
AB Shoes, formerly Panzanelli Shoes, opened its first store in New York on Feb 1, 1979.
Rapid expansion through the 1980s led to a chain of stores across the US. In the early 1990s the
company expanded into Europe through a series of acquisitions. Panzanelli’s was acquired by
AB Inc. in 1995 and renamed AB Shoes Corporation with new global management and
compensation structures in line with the rest of AB Inc. AB Shoes has its World and US
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Regional Headquarters in New York, with European Headquarters in London.
AB Shoes Corp. has purchased Oracle HRMS and now wants to implement the system to support e O
further implementations in the other divisions of AB Incorporated. U s
all of its global and local operations. If this implementation is judged successful it may lead to
AB Shoes Corp (US) US Operations A I

Headquarters in New York O
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AB Shoes (US) maintains a central warehouse and distribution center in Wisconsin that supplies
shoes and leather goods to all other AB locations in the US.
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There are three US Sales Regions: AB Shoes West in Las Vegas; AB Shoes Midwest in
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Columbus; and AB Shoes East in Boston.
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All employees of AB Shoes receive their paychecks from AB Shoes Corp. AB shoes has hired a
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third-party administrator, called Great Benefits in Cleveland, to handle its health-care benefits.
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AB shoes needs to run its Equal Employment Opportunity (EEO) report based on AB Inc.
information in a consolidated report for all of their organizations.
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Currently, one Senior Vice President oversees the North American division for US and Canada
with planned expansion to several Latin and South American countries.

Finance
The accounting department requires the transfer of certain payroll and budget costs to GL in line
with a global cost center structure for AB Inc. that covers all companies and organizations.
Accounting would like to track costs by company, by cost center, account code, and project or
product code.
Additionally, they would like to see a breakdown of tax costs by state, city, county, and school
district.
Compensation
Executives and managers are salaried employees with separate grade-pay structures to cover
differences in compensation for level and geography. Warehousing stock clerks and retail sales
associates are paid within hourly ranges. Stock clerks belong to the United Stock Workers
Union who negotiate annually to set rates of pay for employees in their union. Stock clerks are
automatically entitled to annual grade step increments within their pay scale. Every three years
the union also negotiates for changes in vacation, sick pay, and overtime.
Sales associates in retail stores are entitled to earn commission in addition to their regular wages.
Wage rates for sales associates vary by grade and are updated annually.
Annual bonuses for managers are calculated in January and paid at the end of February. Sales
and stock clerk associates are eligible for a bonus if AB turns a profit in the preceding financial
year.
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All employees accrue vacation time at the rate of 40 hours for the first year, 80 hours for the next
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four years, and 120 hours from five years of service forward. These values are automatically
pro-rated for employees who work part-time. There is no maximum amount that can be carried
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All AB executives and store managers are entitled to receive company cars.
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AB Inc. offers an employee stock-purchase plan for all employees. Employees can choose to
deduct any amount from 1% to 15% of their pay toward stock-purchase.
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Additionally, stock options are awarded on a discretionary basis to those associates who have
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exceeded sales quotas. The company will record stocks that the associates sell.
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AB Shoes runs a United Way campaign every November with contributions to be deducted from
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the February 15 paycheck of the following year. In the absence of a self-service enrollment
option, local managers record individual employee contributions on a spreadsheet that is
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provided to the Payroll Department who submit this through a batch process. Associates can
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choose a one-time deduction or can spread the contributions over each paycheck until the end of
the year.
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There are several agencies associated with the United Way and AB Shoes will match
contributions to the American Heart Society.

The company is offering a Preferred Provider Organization (PPO) medical plan for the following
categories: Employee only, Employee + 1, Employee + 2, Employee + 3, Employee + Family; it
will offer a dental and vision plan in the future. Each employee must choose one of the preferred
hospitals associated with this medical plan (Chicago Hope, Wisconsin Central, Boston Hospital,
Buckeye Memorial Hospital, or Las Vegas Healthcare).
AB Shoes Corp. UK Operations
AB Shoes (UK) has a London HQ, with a warehousing and distribution center located in
Manchester. There are three regional sales centers: AB Shoes North - Manchester; AB Shoes
South-London and AB Shoes Scotland - Edinburgh.
AB Shoes offers all employees private health care options and works with a third-party health
care group, Great Benefits (UK) to administer employee health checks.
Currently, one Vice President based in London oversees the entire UK operation. AB Shoes are
currently discussing options to establish an integrated European management structure to cover
all European operations.
Finance
The accounting department requires the transfer of certain payroll and budget costs to GL in line
with a global cost center structure for AB Inc. that covers all companies and organizations.
Accounting would like to track costs by company, by cost center, account code, and project or
product code.
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Executives and managers are salaried employees with separate grade-pay structures to cover
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Warehousing stock clerks and retail sales associates are paid within hourly ranges. Stock clerks
belong to the United Stock Workers Union who negotiates annually to set rates of pay for
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employees in their union. Stock clerks are automatically entitled to annual grade step
increments within their pay scale. Every three years the union also negotiates changes in
vacation, sick pay, and overtime entitlements.
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Sales associates in retail stores are entitled to earn commission in addition to their regular wages.
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Wage rates for sales associates vary by grade and are updated annually.
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Annual bonuses for managers are calculated in January and paid at the end of February. Sales
and stock clerk associates are eligible for a bonus if AB turns a profit in the preceding financial
year.
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All employees accrue vacation time at the rate of 40 hours for the first year, 80 hours for the next
four years, and 120 hours from five years of service forward. These values are automatically
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pro-rated for employees who work part-time. There is no maximum amount that can be carried
over.

All AB executives and store managers are entitled to a company car.
AB Inc. offers an employee stock-purchase plan for all employees. Employees can choose to
deduct any amount from 1% to 15% of their pay toward stock-purchase.
Additionally, stock options are awarded on a discretionary basis to those associates who have
exceeded sales quotas. The company will record stocks that the associates sell.
AB Shoes runs a charitable giving campaign every January to encourage employees to enroll in
GAYE - Give As You Earn, with contributions to be deducted from the first paycheck of the
following tax year. Employees can choose to contribute a fixed amount or a percentage of pay
each pay period.
To encourage employees to contribute, AB Shoes will match any employee contributions to the
United Kingdom Heart Foundation.
The company offers a choice of coverage in a private medical plan with BUPA: Employee only,
Employee + 1, Employee + 2, Employee + 3, or Employee + Family. Each employee must
choose one of the preferred hospitals associated with the medical plan (Manchester Hope,
London Central, Bristol Hospital, Norwich Memorial Hospital, Plymouth Healthcare).
The company will offer a dental and vision plan in the future.
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Business Scenario Questions (US)
1. Draw an organization chart to reflect the structures of AB Inc and AB Shoes.
2. How many business groups will there be?
3. How many locations and organizations (external and internal) will there be for AB Shoes
(US)?
4. What effective date will you use when you set up your HRMS structures?
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Business Scenario (US) Solution
At least two: AB Shoes Corporation US and AB Shoes Corporation UK
2. How many US locations and organizations will there be (internal and external)?
Locations: New York, Wisconsin, Las Vegas, Columbus, Boston and Cleveland (external)
Organizations: AB Shoes West, AB Shoes Midwest, AB Shoes East and Great Benefits
(external)
3. What effective date will you use to set-up your US HRMS structures?
01-Jan-1995
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Business Scenario Questions (UK)
1. Draw an organization chart to reflect the structures of AB Inc and AB Shoes.
3. How many locations and organizations (external and internal) will there be for AB Shoes
(UK)?
4. What effective date will you use when you set up your HRMS structures?
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Business Scenario (UK) Solution
At least two: AB Shoes Corporation UK and AB Shoes Corporation US
2. How many locations, organizations (internal and external) will there be for AB Shoes
(UK)?
Locations: London HQ, Manchester, Edinburgh, and London (external)
Organizations: AB Shoes North, AB Shoes Scotland, AB Shoes South and Great Benefits
(external)
3. What effective date will you use to set-up your HRMS structures?
01-Jan-1995
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Setting up Business Groups,
Locations, and Organizations
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Chapter 24 - Page 1
Setting up Business Groups, Locations, and Organizations
Instructor Demonstrations and Practice Solutions
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Chapter 24 - Page 2
Instructor Demonstration (US)
Creating a US Business Group for AB Inc
Business Scenario
From the AB Shoes business scenario in an earlier practice you should be able to identify that
AB Shoes Corporation (US) is an operating division of AB Inc. which is headquartered in the
US. AB shoes needs to run its Equal Employment Opportunity (EEO) report based on AB Inc.
information in a consolidated report for all of their organizations.
To support this need and for future expansion to include other divisions, AB Inc. will be the
business group for your US based operations. AB Shoes Corporation is an organization in the
same business group. AB Shoes (UK) will be defined in a separate business group to support
UK payroll, tax and legislative reporting needs.
AB Inc has decided to allocate employee and applicant numbers automatically.
You must use the appropriate xx structures for the Job, People Group, Grade, Position and Cost
Allocation key flexfields, (where xx is your unique group number).
Make sure that you also enter Tax Detail References for your business group.
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Chapter 24 - Page 3
Creating a US Business Group for AB Inc
1. Navigate to the Organization window using your local Super HRMS Manager
responsibility:
2. Enter xxAB Inc. in the name field (where xx is your unique group number).
3. Select a user-defined organization type from the list of values.
4. Enter 01-JAN-1990 in the from date field.
5. Select Internal from the list of predefined values to allow employee assignments to this
organization.
6. Save your work.
Classifying a Business Group
7. Select business group in the Organization Classification Name field from the list of
values.
8. Select the enable box. n l y

9. Save your work.
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10. Choose the Others button.
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11. Double-click on Business Group Information.
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13. Enter a short name for the business group.
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14. Select Automatic as the option for employee number generation.
15. Select Automatic as the option for applicant number generation.
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16. Select the appropriate Flexfield structures for your group number.
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17. Select United States from the list of values for the legislation code.
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18. Select USD from the list of values for the currency.
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19. Click the OK button.
Chapter 24 - Page 4
20. Save your work.
21. Choose the others button again.
22. Double-click on Work Day Information to enter default information for all employees in
this business group.
23. Click the OK button and Save your work.
24. Choose the Others button again.
25. Select Tax Details References to enter the appropriate Federal, State and local tax default
information for your business group.
26. Save your work.
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Chapter 24 - Page 5
Granting Users access to a New Business Group
Introduction
The security model in Oracle HRMS means that you must grant a user access to a business group
before you can define any details within that business group.
This demonstration and practice reinforces your ability to grant users access to your new
business group using a new Responsibility.
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Chapter 24 - Page 6
1. Navigate to the Responsibilities window using your System Administrator responsibility:
(N) Security > Responsibility > Define
2. Enter xx Super HRMS Manager as the new responsibility name (where xx represents your
initials).
3. Select Oracle Human Resources in the application field.
4. Enter a responsibility key name and a description for the new responsibility.
5. Enter an effective date of 01-JAN-1990.
6. Select Oracle Applications to signify that this responsibility applies to the professional
user interface.
7. Select Standard and Oracle Human Resources in the Data Group region
8. Select your local SHRMS Navigator menu in the Menu field.
9. Select your local HRMS Reports & Processes and Oracle Human Resources in the
Request Group region. n l y
10. Save your work.
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Set User Profile Options
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If you are using standard security - Security Groups Enabled = No, then you must assign the
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Security Profile to the Responsibility and the Responsibility to a User as System Administrator
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If you are using Security Groups Enabled = Yes, then you must assign the Security Profile and
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the Responsibility to a User as the Super HRMS manager.
1. Navigate to the System Profile Values window using your System Administrator
responsibility:
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2. Check the display box for Responsibility and enter the name of your new responsibility.
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3. Enter HR:Security Profile as the profile name and click the Find button.
Chapter 24 - Page 7
4. Enter the security profile with the same name as your new business group.
Note: The system automatically creates a view all security profile whenever you define a
new business group. After you have setup all the work structures in your business group
you can define restricted security profiles using organization and position hierarchies, and/or
payrolls.
5. Save your work.
6. Return to the Find window and find a new profile
7. Enter HR:User Type as the profile name and click the Find button.
8. Enter HR with Payroll User as the value for user type.
Note: This means that you can see and enter fields on all HRMS windows
9. Save your work.
11. Enter Help Localization Code as the Profile name and click the Find button.
12. Enter the appropriate territory or vertical code as the value for user type. US for USA or
GB for UK.
13. Save your work.

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Chapter 24 - Page 8
Assign New Responsibility to an Application User
1. Navigate to the User window using your System Administrator responsibility
(N) Security > User > Define
2. Query your own application username - the one you used to log on to the system
3. Insert your xx Super HRMS Manager responsibility from the list of values in a new line in
the responsibility region.
4. Save your work and exit the window.
5. Choose the File - Switch Responsibility menu option to bring up the list of responsibilities
you have access to.
6. Select the new responsibility to sign on to the new business group.
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Chapter 24 - Page 9
Defining US Locations
Introduction
Locations define worksites for operational and tax reporting purposes.
This practice reinforces your ability to set up locations.
Business Scenario
Create the following locations, prefixing each location with your unique group number.
Note: You can define local and international worksites for one business group or to be
shared across all business groups. (Controlled by HR:Cross Business Group user profile).
Your company will have 7 locations with the following addresses:

AB Shoes, Inc. AB Shoes Warehouse Great Benefits
44 Apples Way 540 Dairy Way 1401 Elm Street
New York, NY 10188 Sheboygan, WI 53081 Dallas, TX 75201
AB Shoes AB Shoes West AB Shoes Midwest

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959 North Michigan Ave.
Chicago, IL 60601
100 Buckeye Road
Columbus, OH 43287
777 Gambler’s Gulch
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Las Vegas, NV 89100 O
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AB Shoes East
4534 Tea Party Circle A I
Boston, MA 02100
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Defining US Locations
1. Navigate to the Location window using your own Super HRMS Manager responsibility:
2. Type in the name of your location prefixing it with your unique group number.
3. Type in a description for your location.
4. Select the appropriate address style for local addresses.
5. Enter the address of your location.
6. Save your work.
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Defining US Organizations
Your enterprise has six internal organizations. They are represented as follows:
Note: Remember that AB Shoes, Inc. has already been classified as a business group, so you can
requery the record and add any other classifications that apply.
All of the companies have the same work schedule of 8-8-8-8-8-0-0

Organizations Business Group HR Organization
AB Shoes, Inc. X X
AB Shoes Corporation X
US
AB Shoes Warehouse X
AB Shoes Midwest X
AB Shoes West X
AB Shoes East X
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Defining US Organizations
Navigate to the Organization window using your own Super HRMS Manager responsibility
1. Navigate to the Organization window.
2. Enter a unique name for each organization in the Name field.
3. Select the appropriate user defined type of organization from the list of values.
4. Select the appropriate location for each organization.
5. Save your work.
6. Select the Organization Classification of HR Organization from the list of values.
7. Click the Enable button.
8. Save your work.
9. Continue to the Others area of information to enter default information for each
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Entering Work Hours
1. Select Work Day Information.
2. Enter the appropriate work hours for this organization.
3. Click OK.
4. Save your work.
5. Click Others.
6. Select Work Schedule.
7. In the Schedule Table field, select Company Work Schedule from the list of values.
8. In the Schedule Name field, select 1 Schedule 8-8-8-8-8-0-0.
9. Click OK.
10. Save your work.
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Creating an Organization Hierarchy
Business Scenario
Organization hierarchies show the different management reporting relationships that can exist
within an enterprise. You will also use hierarchies for government reporting and defining
security profiles.
Create a hierarchy in the system that reflects the organization chart for AB Shoes.
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1. Navigate to the Organization Hierarchy window using your own Super HRMS Manager
responsibility:
2. Enter AB Shoes Main Hierarchy as the new hierarchy name.
3. Check the Primary Hierarchy box.
4. Save your work.
5. Enter 1 as the version number.
6. Enter the version date as 01-JAN-1990.
7. Save your work.
8. In the Organization region, query the top level organization for your hierarchy.
Note: Use AB Shoes Inc. for the US business group and AB Shoes Corporation (UK) for the
UK.
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hierarchy to include organizations from all regions for management reporting. Your ability to do
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this is controlled by the setting of the HR:Cross Business Group user profile.
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1. Click in the Subordinates boxes and select the next level of reporting organizations.
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2. Use the down arrow box to move to the next level of reporting.
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3. Save your work.
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To enable position control:
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1. Query the organization hierarchy in the Name field.
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2. Check the Position Control box.
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3. Determine the level at which the position control begins.
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Click the Top Node Enabled check box to set the level at the highest organization.
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5. Choose an organization in the subordinate block and select Yes in the Position Control
block to set the level at a subordinate level.
6. Exclude an organization by choosing the organization in the Subordinates block and
select No from the Position Control block.
Note: Excluding the organization automatically excludes its subordinates.
7. Save your work.
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Assigning Employees to Organizations
Introduction
The purpose of this practice is to check that you can hire and assign employees to the
organizations that you have defined.
Business Scenario
Hire an employee to work in one of the AB Shoes organization with a hire date of 01-MAR-
2000.
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1. Navigate to the People window using your own Super HRMS Manager responsibility:
2. Click on the Find button.
3. The system should tell you that no people exist in your business group.
4. Click on the New button to enter a new employee.
5. Set your effective date to 01-MAR-2000.
6. Enter Name and personal details for a new employee with a hire date of 01-Mar-2000.
7. Save your work.
8. Click on the Assignment button to open the assignment window.
9. An assignment to the business group is created by default when you hire an employee.
10. In the Organization field open the list of values. All of the organizations you created
should be displayed in the list. Select one and save your choice as a correction. n l y
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Hints: If an organization does not appear in the list or you cannot save the assignment, check
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Effective date of the organization is before the hire date of the employee.
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The organization has the classification of HR Organization enabled.
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The organization is of the type Internal.
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Instructor Demonstration (UK)
Creating a UK Business Group for AB Shoes
Business Scenario
From the AB Shoes business scenario in an earlier practice you should be able to identify that
AB Shoes Corporation (UK) is a separate operating company within AB Shoes Corporation
which is headquartered in the US.
AB Shoes Corporation (UK) is defined as a separate business group to support UK payroll, tax
and legislative reporting needs.
AB Shoes Corporation (UK) has decided to allocate employee and applicant numbers
automatically.
You must use the appropriate xx structures for the Job, People Group, Grade, Position and Cost
Allocation key flexfields, (where xx is your unique group number).
Make sure that you also enter Tax Detail References for your business group.
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Creating a UK Business Group for AB Shoes
1. Navigate to the Organization window using your local Super HRMS Manager
responsibility:
2. Enter xxAB Shoes Corporation (UK) in the name field (where xx is your unique group
number).
3. Select a user-defined organization type from the list of values.
4. Enter 01-JAN-1990 in the from date field.
5. Select Internal from the list of predefined values to allow employee assignments to this
organization.
6. Save your work.
Classifying a Business Group
7. Select business group in the Organization Classification Name field from the list of
values.
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8. Select the enable box.
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9. Save your work.
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11. Double-click on Business Group Information.
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12. Click in the second field to open the window.
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13. Enter a short name for the business group.
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14. Select Automatic as the option for employee number generation.
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17. Select United Kingdom from the list of values for the legislation code.
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18. Select GBP from the list of values for the currency.
19. Click the OK button.

20. Save your work.
22. Double-click on Work Day Information to enter default information for all employees in
this business group.
23. Click the OK button and Save your work.
25. Select Tax Details References to enter the appropriate tax default information for your
business group.
26. Save your work.
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Granting Users Access to a New Business Group
Introduction
The security model in Oracle HRMS means that you must grant a user access to a business group
before you can define any details within that business group.
This demonstration and practice reinforces your ability to grant users access to your new
business group using a new Responsibility.
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1. Navigate to the Responsibilities window using your System Administrator responsibility:
(N) Security > Responsibility > Define
2. Enter xx Super HRMS Manager as the new responsibility name (where xx represents your
initials).
3. Select Oracle Human Resources in the application field.
4. Enter a responsibility key name and a description for the new responsibility.
5. Enter an effective date of 01-JAN-1990.
6. Select Oracle Applications to signify that this responsibility applies to the professional
user interface.
7. Select Standard and Oracle Human Resources in the Data Group region
8. Select your local SHRMS Navigator menu in the Menu field.
9. Select your local HRMS Reports & Processes and Oracle Human Resources in the
Request Group region. n l y
10. Save your work.
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Set User Profile Options
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You must set at least two user profile options for this new Responsibility.
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If you are using standard security - Security Groups Enabled = No, then you must assign the
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Security Profile to the Responsibility and the Responsibility to a User as System Administrator
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If you are using Security Groups Enabled = Yes, then you must assign the Security Profile and
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the Responsibility to a User as the Super HRMS manager.
1. Navigate to the System Profile Values window using your System Administrator
responsibility:
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(N) Profile > System
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2. Check the display box for Responsibility and enter the name of your new responsibility.
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3. Enter HR:Security Profile as the profile name and click the Find button.
4. Enter the security profile with the same name as your new business group.
Note: The system automatically creates a view all security profile whenever you define a
new business group. After you have setup all the work structures in your business group
you can define restricted security profiles using organization and position hierarchies, and/or
payrolls.
5. Save your work.
7. Enter HR:User Type as the profile name and click the Find button.
8. Enter HR with Payroll User as the value for user type.
Note: This means that you can see and enter fields on all HRMS windows
9. Save your work.
11. Enter Help Localization Code as the Profile name and click the Find button.
12. Enter the appropriate territory or vertical code as the value for user type. US for USA or
GB for UK.
13. Note: This value is free format to allow for vertical and custom extensions to local
versions of user help.
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Assign New Responsibility to an Application User
1. Navigate to the User window using your System Administrator responsibility
(N) Security > User > Define
2. Query your own application username - the one you used to log on to the system
3. Insert your xx Super HRMS Manager responsibility from the list of values in a new line in
the responsibility region.
4. Save your work and exit the form.
5. Choose the File - Switch Responsibility menu option to bring up the list of responsibilities
you have access to.
6. Select the new responsibility to sign on to the new business group.
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Defining UK Locations
Introduction
Locations define worksites for operational and tax reporting purposes.
Business Scenario
Create the following locations, prefixing each location with your unique group number.
Note: You can define local and international worksites for one business group or to be
shared across all business groups. (Controlled by HR:Cross Business Group user profile).
Your company has four locations with the following addresses:

AB Shoes London AB Shoes South
44 Apples Way 33 Stamford Street
London London
L1 6YH SE1 7QH
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AB Shoes North
540 Dairy Way
AB Shoes Scotland
95 Lauriston Place
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Manchester
M8 7FG
Edinburgh
EH3 9HZ
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Defining UK Locations
1. Navigate to the Location window using your own Super HRMS Manager responsibility:
2. Type in the name of your location prefixing it with your unique group number.
3. Type in a description for your location.
4. Select the appropriate address style for local addresses.
5. Enter the address of your location.
6. Save your work.
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Defining UK Organizations
Your enterprise has six internal organizations. They are represented as follows:
Note: Remember that AB Shoes, Inc. has already been classified as a business group, so you
can requery the record and add any other classifications that apply.
Organizations Business Group HR Organization
AB Shoes Corporation X X
UK
AB Shoes Warehouse X
AB Shoes North X
AB Shoes South X
AB Shoes Scotland X
Great Benefits (UK)
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Defining UK Organizations
Navigate to the Organization window using your own Super HRMS Manager responsibility
1. Navigate to the Organization window.
2. Enter a unique name for each organization in the Name field.
3. Select the appropriate user defined type of organization from the list of values.
4. Select the appropriate location for each organization.
5. Select Internal or External for each organization.
6. Save your work.
7. Select the Organization Classification of HR Organization from the list of values.
8. Click the Enable button.
9. Save your work.

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10. Continue to the Others area of information to enter default information for each
organization.
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11. Save your work.
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Note: Remember that Great Benefits is a benefits provider and not an internal HR
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Business Scenario
Organization hierarchies show the different management reporting relationships that can exist
within an enterprise. You will also use hierarchies for government reporting and defining
security profiles.
Create a hierarchy in the system that reflects the organization chart for AB Shoes.
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1. Navigate to the Organization Hierarchy window using your own Super HRMS Manager
responsibility:
2. Enter AB Shoes Main Hierarchy as the new hierarchy name.
3. Check the Primary Hierarchy box.
4. Save your work.
5. Enter 1 as the version number.
6. Enter the version date as 01-JAN-1990.
7. Save your work.
8. In the Organization region, query the top level organization for your hierarchy.
Note: Use AB Shoes Inc. for the US business group and AB Shoes Corporation (UK) for the
UK.
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9. If you were setting both of these businesses up in the same system you could define a
global hierarchy to include organizations from all regions for management reporting.
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Your ability to do this is controlled by the setting of the HR:Cross Business Group user
profile.
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10. Click in the Subordinates boxes and select the next level of reporting organizations.
11. Use the down arrow box to move to the next level of reporting. O
12. Save your work.
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Introduction
The purpose of this practice is to check that you can hire and assign employees to the
organizations that you have defined.
Business Scenario
Hire an employee to work in one of the AB Shoes organization with a hire date of 01-MAR-
2000.
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1. Navigate to the People window using your own Super HRMS Manager responsibility:
2. Click on the Find button.
3. The system should tell you that no people exist in your business group.
4. Click on the New button to enter a new employee.
5. Set your effective date to 01-MAR-2000.
6. Enter Name and personal details for a new employee with a hire date of 01-Mar-2000.
7. Save your work.
8. Click on the Assignment button to open the assignment window.
9. An assignment to the business group is created by default when you hire an employee.
10. In the Organization field open the list of values. All of the organizations you created
should be displayed in the list. Select one and save your choice as a correction. n l y
You have completed the practice if all of your organizations appear in the list and you can save
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an employee assignment.
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− If an organization does not appear in the list or you cannot save the assignment,
check the following:
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Effective date of the organization is before the hire date of the employee.
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The organization has the classification of HR Organization enabled.
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The organization is of the type Internal.
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Using Application Data Exchange (ADE)
This demonstration guides you through the ADE process of exporting data. ADE enables
common desktop applications like word processors and spreadsheets to change, export and
upload data in Oracle HRMS.
You can select the ADE icon from the toolbar and export data, however you must query some
data before you can launch ADE.
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Representing Financial
Reporting Structures
Chapter 25 n l y
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Representing Financial Reporting Structures Instructor Demonstrations and Practice Solutions

Chapter 25 - Page 1
Representing Financial Reporting Structures Instructor
Demonstrations and Practice Solutions
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Chapter 25 - Page 2
Entering and Reviewing Cost Allocation Information
The purpose of this demonstration is to show you where cost information is allocated in Oracle
HRMS. Details of how to set up the cost allocation key flexfield are provided in the Costing
module.
1. Navigate to the Payroll window using your local Super HRMS Manager responsibility
(N) Work Structures > Payroll > Define
Note: You are using this responsibility so that you can view the information for a
predefined business group. If you use your new responsibility you will not be able to view
any costing information until you setup the cost flexfield.
2. Move the cursor to the Costing field. The flexfield window should open to display the
segments that are enabled at the Payroll level for this Business Group.
3. Close the window and move the cursor to the Suspense Account field. The flexfield
window should open to display all the segments that are enabled for this Business Group.
Note: If you are running Oracle Payroll, the costing process will use the suspense account
values to allocate costs that have no values allocated within the system.
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4. Close the window.
5. Navigate to the Organization window using the local version of the Super HRMS
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6. Query an HR Organization and select the Costing window by clicking on the Other
button.
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the Organization level.
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7. Open the flexfield window to view or enter values for costing segments that are enabled at

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9. Navigate to the Assignment window using the local version of the Super HRMS Manager
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(N) Person > Enter and Maintain
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10. Find an employee whose name begins with S%.
11. Navigate to the Costing window from the Assignment window

Chapter 25 - Page 3
(B) Assignment > Others > Costing
12. Open the flexfield window to view or enter values for costing segments that are enabled
at the Assignment level.
Note: You can enter multiple costing values at the assignment level to allocate costs for one
assignment to multiple cost codes. Each line is datetracked and the total allocation of costs
at all times must be 100%.
14. You could also navigate to the Element Link and Element Entry windows to view other
levels where you can enter cost information in Oracle HRMS. These are covered in more
detail in the module on Costing.
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Chapter 25 - Page 4
Representing Legal and
Government Reporting
Structures Instructor
Demonstrations and Practice
Solutions
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Chapter 26 - Page 1
Representing Legal and Government Reporting Structures
Instructor Demonstrations and Practice Solutions
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Chapter 26 - Page 2
Classifying HR Organizations
You have already defined your internal organizations.
You must add the following classifications for AB Shoes Inc. and AB Shoes Corp (US). Also
you should define and classify the Great Benefits external organization as a Benefits Carrier and
a Workers Compensation Carrier.
Organization Benefits Business GRE HR Workers’ Reporting Corporate

Carrier Group Organization Comp Establishment HQ
Carrier
AB Inc. X X X X X
AB Shoes X X
Corp (US)
Great X X
Benefits
Note: Remember that Great Benefits is a benefits provider and not an internal HR
Organization.
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Chapter 26 - Page 3
Classifying HR Organizations
Setting Up Government Reporting Details for AB Inc.
1. Navigate to the Organization window using your own Super HRMS Manager
responsibility:
2. Query your own business group using xxAB %
3. Add Government Reporting Entity to the list of Organization Classification values.
4. Select the Enabled box.
5. Save your work.
7. Select Employer Identification and enter the following Employer Identification Number:
33-1278259.
8. Click OK.
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9. Save your work.
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10. Click Others.
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Chapter 26 - Page 4
Entering Tax Rules
1. Select Federal Tax Rules from the Others list.
2. Select Self Adjust from the list of values for the Social Security Self-Adjust Method.
3. Do the same for the FUTA ER Self Adjust Method.
4. Select Regular from the list of values for the Type of Employment field.
5. Select Flat Percentage for the Supplemental Calculation Method.
6. Click OK.
7. Save your work.
8. Choose Others.
9. Select Local Tax Rules.
10. Select Chicago, Illinois, Cook County from the list of values for the locality. Enter an
eight-digit locality ID number.
11. Repeat step 10 for the following localities:

− Columbus, OH, Franklin County
− New York, NY, New York County
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− Las Vegas, NV, Clark County
− Sheboygan, WI, Sheboygan County
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12. Click OK.
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14. Choose Others.
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15. Select State Tax Rules from the Others list.
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16. Enter the state code of NY.
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17. Enter the SUI ID: 90-4447777.
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18. Enter the SIT ID: 32-11-78259.
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19. Select Self Adjust Method for the SUIF and SDI Self Adjust Method fields.
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20. Enter SUI rate 1: .45
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21. Select Federal Default in the Filing Status/Allowance Rate field.
Chapter 26 - Page 5
22. Enter the employer liability rate: .60
23. Enter the experience modification rate: 90
24. Enter the premium discount rate: 90
25. Select Flat Percentage Rate in the Supplemental Calculation Method field.
26. Click OK.
27. Save your work.
28. Choose Others.
Setting Up W-2 Reporting
1. Select W2 Reporting from the Others list.
2. Select Yes from the list of values for the W-2 Transmitter field.
3. Select IBM from the list of values for the Computer field.
4. Select Standard Label from the list of values for the Internal Labeling field.
5. Select 38000 CPI from the list of values for the Density field.
6. Select ASCII from the list of values for the Recording Code field.
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7. Enter 40 in the Blocking Factor field.
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8. Click OK.
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9. Save your work.
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Adding Classifications for the GRE Organization
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1. Enter Reporting Establishment as the next classification.
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2. Choose the others button and to see the additional information that can be completed for
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VETS-100, EEO-1 and other government-required reporting. This is not necessary for the
3. Save your work.

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4. Enter Corporate Headquarters as the next classification.
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5. Save your work.
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Setting Up Government Reporting Details for AB Shoes Corporation
Chapter 26 - Page 6
1. Click the Organization Name field and query your xx AB Shoes Corporation (US).
2. Add Government Reporting Entity to the list of Organization Classification values.
3. Check the Enabled box.
4. Save your work.
6. Select Employer Identification and enter the following Employer Identification Number:
33-1278259.
7. Click OK.
8. Save your work.
9. Choose Others.
Entering Tax Rules
10. Select Federal Tax Rules from the Others list.
11. Select Self-Adjust from the list of values for the Social Security Self-Adjust Method.
12. Do the same for the FUTA ER Self Adjust Method.
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13. Select Regular from the list of values for the Type of Employment field.
14. Select Flat Percentage for the Supplemental Calculation Method.

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15. Click OK.
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17. Choose Others. O
18. Select Local Tax Rules.
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19. Select Chicago, Illinois, Cook County from the list of values for the locality.
20. Enter an eight-digit locality ID number.

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21. Repeat step 20 for the following localities:
− Columbus, OH, Franklin County
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− New York, NY, New York County
− Las Vegas, NV, Clark County
O − Sheboygan, WI, Sheboygan County
22. Click OK.
Chapter 26 - Page 7
23. Save your work.
24. Choose Others.
25. Select State Tax Rules.
26. Enter the state code of NY.
27. Enter the SUI ID: 90-4447777.
28. Enter the SIT ID: 32-11-78259.
29. Select Self Adjust Method for the SUIF and SDI Self Adjust Method fields.
30. Enter SUI rate 1: .45
31. Select Federal Default in the Filing Status/Allowance Rate field.
32. Enter the employer liability rate: .60
33. Enter the experience modification rate: 90
34. Enter the premium discount rate: 90
35. Select Flat Percentage Rate in the Supplemental Calculation Method field.
36. Click OK.

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37. Save your work.
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38. Choose Others.
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Chapter 26 - Page 8
Setting Up W-2 Reporting
39. Select W-2 Reporting from the Others list.
40. Select Yes from the list of values for the W-2 Transmitter field.
41. Select IBM from the list of values for the Computer field.
42. Select Standard Label from the list of values for the Internal Labeling field.
43. Select 38000 CPI from the list of values for the Density field.
44. Select ASCII from the list of values for the Recording Code field.
45. Enter 40 in the Blocking Factor field.
46. Click OK.
47. Save your work.
Completing NACHA Information
48. Choose Others.
49. Select NACHA.
50. Complete the NACHA Information. n l y

51. Save your work.
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Chapter 26 - Page 9
Setting Up an External Organization
52. Click the Organization Name field and select the New Record icon.
53. Enter Great Benefit as the organization name.
54. Select the organization type of your choice.
55. Enter the From date as 01-JAN-1990.
56. Click Location field and select xxGreat Benefit from the list of values.
57. Make sure this is an external organization.
58. Save your work.
59. Click the Organization Classification field and select Benefit Carrier.
60. Select the Enabled check box.
61. Save your work.
62. On the next line select Worker’s Compensation Carrier.
63. Select the Enabled check box.
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Costing
Chapter 27
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Costing
Chapter 27 - Page 1
Costing
Costing
Release 11i
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Costing
Chapter 27 - Page 2
Modules
Modules
Costing contains the following modules:

• Setting Up the Cost Allocation Key Flexfield
• Allocating Cost Details
• Costing Tax Information
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Costing
Chapter 27 - Page 3
Objectives
Objectives
After completing this e-class, you should be able to

do the following:
• Set up the Cost Allocation Key Flexfield
• Allocate cost details at different levels in Oracle
HRMS
• Set up costing of Taxes
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Costing
Chapter 27 - Page 4
Setting Up the Cost
Allocation Key Flexfield
Chapter 28
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Setting Up the Cost Allocation Key Flexfield

Chapter 28 - Page 1
Setting Up the Cost Allocation Key

Flexfield
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Chapter 28 - Page 2

HR and GL
HR Reporting: GL Reporting:
Organizations in a hierarchy Cost centers in a hierarchy
HR Division 01
2
Hierarchies
Recruiting Employee 011 012

Services
Are the HR organization reporting lines and GL Cost Center

hierarchies exactly the same in your own enterprise?
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Chapter 28 - Page 3
Parallel Reporting Structures Similar but Not the Same

Differences may result if:

• A department has one cost center, but many HR
reporting units
• All share same cost center
• One department has many cost centers
• Costs are administered by post or employee
• An organization may exist to simplify management
reporting or security and have no direct
assignments
• There are no costs
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Chapter 28 - Page 4
Costing in HRMS
Costing in HRMS
• Typically you want to allocate and report

employment costs as you deploy and pay people
• Default costing rules generally apply to people
based on enterprise wide definitions
– Costs may be inherited from Payroll or Organization
definitions
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Chapter 28 - Page 5
Costing in HRMS
Costing in HRMS
• Exceptions to default rules are also common

– Override capability for an individual assignment,
project or timecard
– Cost splitting on a percentage basis across multiple
codes
– Cost distribution across a set of cost centers
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Chapter 28 - Page 6
The Oracle HRMS Costing Solution
The Oracle HRMS Costing Solution
• A highly configurable solution to meet diverse

requirements
– Using the Cost Allocation Key Flexfield
• You define the cost information you want to capture
and any validation you need
• You define the levels where you want to enter, or
default, cost details
• You define the mapping between your payroll cost
codes and your GL or labor distribution codes
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Chapter 28 - Page 7
Cost Allocation Setup Headings and Levels
Cost Allocation Setup

Headings and Levels
Element
Payroll Organization Assignment Element
Link
Entry
Balancing
Company
Cost Center
Account Code
Project
Product
Overrides
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Chapter 28 - Page 8
• Define headings as
Group Key Flexfield
segments for a flexfield
structure Company Vision US
• One structure per
Business Group Account Code Salaries
– <= 30 segments in each Cost Center 7350 - HR Dev
structure
– Different needs for Project Self-Service
different countries
Use Qualifiers to control

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Chapter 28 - Page 9
Multi-Company and Multi-National Mapping Options
Multi-Company and Multi-National

Mapping Options
HR Reporting
Multi-Business Group
US Business n...Business US Business n...Business
Group Group Group Group
US n... Company A Company A
US US
GL Reporting
Multi-Org
n... n...
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Flexfield
1. Identify the Headings and Levels for cost

information in HRMS
2. Confirm mappings between HRMS and GL
3. Define key flexfield structure with segments and
qualifiers
4. Setup business group in HRMS
5. Map HRMS cost segments to GL set of books
segments
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Flexfield
1. Identify the Headings and Levels for cost

information in HRMS
2. Confirm mappings between HRMS and GL
3. Define key flexfield structure with segments and
qualifiers
4. Setup business group in HRMS
5. Map HRMS cost segments to GL set of books
segments
You are ready to enter cost details in HRMS

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Practice: Defining the Cost Allocation Key Flexfield
Practice: Defining the Cost Allocation

Key Flexfield

provided, to define a payroll
• Navigate to the Key Flexfield Segment window
using the System Administrator responsibility:
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Allocating Cost Details
Chapter 29
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Chapter 29 - Page 1
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Chapter 29 - Page 2
Mapping Cost Segments to GL Segments
• After you have defined your Business Group in

Oracle HRMS you should map segments between
HRMS and GL
– Segments from Business Group-Cost Allocation
flexfield to segments in Set of Books flexfield
• Some segments may not be mapped to GL
– Payroll can process costs for transfer to project
accounting and reporting
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Chapter 29 - Page 3
• After you have defined your Business Group in

Oracle HRMS you should map segments between
HRMS and GL
– Segments from Business Group-Cost Allocation
flexfield to segments in Set of Books flexfield
• Some segments may not be mapped to GL
– Payroll can process costs for transfer to project
accounting and reporting
You are ready to enter cost details in HRMS

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Chapter 29 - Page 4
Cost Allocation Entry Levels
Cost Allocation Entry Levels
Suspense Costs Costs Balancing

Codes Codes
Payroll Element
Organization Cost Type
Link
Costs
Distribute
Assignment Element costs at
Entry Link level
Costs Costs
Split costs
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Chapter 29 - Page 5
Suspense Codes and Balancing Values
Suspense Codes and Balancing Values
• Suspense Codes
– Costing process uses suspense code when no cost
allocation is found
– Enter suspense code values in Payroll window
• Balancing Codes
– Segment qualifiers control which segments can have
balancing values for GL
– Enter code values for balancing accounts at link level
Reverses cost value for transferred to GL code to
comply with the credit and debit model
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Chapter 29 - Page 6
Costable Types on Element Links
Costable Types on Element Links
• Not Costed
– No cost information for specific elements
• Costed
– Typical choice for earnings elements
• Fixed
– All costs for this element go to the codes entered on
the Link unless overridden at Entry level
• Distributed
– Distribute overhead costs for specific elements to a
Distribution Set of elements
– In proportion to values for other elements
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Chapter 29 - Page 7
Payroll Level Costs Special Factors
Payroll Level Costs

Special Factors
Company (Set of books)

• If all costs for a payroll are charged to one
company, select the company code at payroll level
Suspense Codes
• Suspense account codes collect costs when lower
level values are missing
– Report and identify after processing
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Chapter 29 - Page 8
Element Link Level Special Factors
Element Link Level

Special Factors
• Enable costing at link level

• Every element you want to cost must have at least
one link, including:
– Indirect result elements
– Predefined elements for Taxes and Social Insurance
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Chapter 29 - Page 9
Element Link Level Special Factors for Benefits
Element Link Level

Special Factors for Benefits
Use links for costing Benefit elements
! Use Eligibility Rules in Standard

or Advanced benefits to
avoid conflict with basic link rules for
eligibility !
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Assignment Level Special Factors
Assignment Level
Special Factors
• Assign costs for individuals who are exceptions to

the cost codes entered at Organization level
• You can split costs for an assignment by
percentage
– All cost codes are affected by this split unless you are
also using Fixed costs.
• Assignment level entries are datetracked, so you
can enter changes ahead of time.
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Element Entry Level Special Factors
Element Entry Level

Special Factors
• Values at this level override values from any other

level
– Also override Fixed costs from link level
• Enter one-time exceptions to costing
– Values are datetracked
– Nonrecurring, Special Inputs or Additional entries
– Balance Adjustment entries
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Payroll Processing Processing Overview
Payroll Processing
Processing Overview
Time
Capture
Salary Data Input Payroll Calculations Pre-Payments

Management
Adjustments GL Disbursement
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Costing Processes in Oracle Payroll
Costing Processes in Oracle Payroll
• Run the Costing process to accumulate payroll

results to the allocated cost codes
• Run the Transfer to GL process if you also have
Oracle General Ledger (GL):
– Results are transferred to the GL interface tables ready
for posting to GL
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Demonstration: Entering Cost Details
Demonstration: Entering Cost Details

provided, to see where cost details are entered in
Oracle HRMS
• Navigate to the different windows for entering cost
details using your local Super HRMS responsibility:
(N) Payroll > Define
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U s
For details on costing please refer to the online Help path:
Oracle HRMS > Cost Analysis > Costing A I
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Costing Tax Information (UK)
Chapter 30
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Chapter 30 - Page 1
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Chapter 30 - Page 2
Tax Considerations Costing All Taxes by Tax Type
Tax Considerations
Costing All Taxes by Tax Type
Maintain cost details for Tax and National Insurance

by tax type
On the link for each type of element

enter the GL account codes
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Chapter 30 - Page 3
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Chapter 30 - Page 4
Costing Tax Information (US)
Chapter 31
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Chapter 31 - Page 1
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Chapter 31 - Page 2
Tax Considerations Costing All Taxes by Tax Type
Tax Considerations
Costing All Taxes by Tax Type
• Maintain cost details for federal taxes by tax type

• Maintain cost details for state and local taxes also
by type
– Not by the state or locality to which they are payable
On the link for each tax type element

enter the GL account code for each tax
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Chapter 31 - Page 3
Costing State and Local Taxes by Jurisdiction
Costing State and Local Taxes by

Jurisdiction
• If your GL maintains tax totals by state, or by state

and locality:
– Follow a different setup procedure
• You still must ensure that links to all payrolls exist
for each tax element
Set up additional segments of the cost

key flexfield to collect the required
jurisdiction information
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Chapter 31 - Page 4

Jurisdiction
Additional segments
• State Code
– If you must collect state and local tax costs by state
but not locality
• + County Code, City Code, School District Code
– If you must also collect tax amounts by locality
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Chapter 31 - Page 5

Jurisdiction
Additional Segments
• Do not mark these segments as required
• Do not enable any qualifiers
– They should not appear in any window
• These segments receive entries directly from the
payroll run
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Chapter 31 - Page 6
Costing
Chapter 32
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Costing
Chapter 32 - Page 1
Costing
Costing
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Costing
Chapter 32 - Page 2
Summary
Summary
The following modules were covered in Costing:

• Setting Up the Cost Allocation Key Flexfield
• Allocating Cost Details
• Costing Tax Information
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Costing
Chapter 32 - Page 3
Summary
Summary
In this e-class, you should have learned how to:

• Set up the Cost Allocation Key Flexfield
• Allocate cost details at different levels in Oracle
HRMS
• Set up costing of taxes
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Costing
Chapter 32 - Page 4
Costing - Instructor
Demonstrations and
Practice Solutions
Chapter 33
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Costing - Instructor Demonstrations and Practice Solutions

Chapter 33 - Page 1
Instructor Demonstration and Practice
Introduction
This demonstration and practice reinforces your ability to define a structure and
segments for the Cost Allocation key flexfield.
Business Scenario
The objective of this practice is to set up a Cost Allocation key flexfield structure
for your business group with segments for cost center, account code and project
code. These cost codes are common to many enterprises and this practice will
also show you how to restrict the appearance of each segment using qualifiers.
Segments
No. Name Validation Description
Type
1 Cost Center Independent List of values.
In a shared implementation you
might want to use the same value
2 Account Code Independent

set as Cost Centers in GL.
List of Values.
Similarly. In a shared n l y
implementation you might want
to use the same value set as Cost
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3 Project Code None
Centers in GL.
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No list of values. Users can enter
Number (4)
I
numeric codes with a limit on the
A
number of characters.
O
In a shared implementation you
might want table validation to use
l & codes defined in Projects.
Value Sets
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Valid Values for Cost Center
101
te r
102
103 I n
104
c l e
105
r
106 a
O 100

Chapter 33 - Page 2
Values – Account Codes
Valid Values for Account
Code
GL 56
GL 67
GL 78
GL 90
Flexfield Qualifiers
Qualifier Cost Account Project
Centre Code Code
Organization X
Payroll X
Element X X
Balancing X X X
Assignment X X
Element Entry X X X
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Chapter 33 - Page 3
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Chapter 33 - Page 4
Defining the Cost Allocation Key Flexfield Structure
1. Navigate to the Key Flexfield Segment window using the System
Administration responsibility:
2. Run a query with the following criteria in the Flexfield Title field:
− Cost%
Note: This retrieves all previously defined structures.
3. Click in the Structures region and choose the New button in the toolbar to
create a new structure.
4. Enter “xx Cost Flexfield” in the Title field (where xx is your unique group
number).
Note: Make sure that the Freeze Flexfield Definition box is unchecked, since
you are creating a new flexfield.
5. Select the Segments button.
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6. Enter 10 in the Number column.
7. Enter Cost Center as the name of the first segment.

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8. Select Segment1 as the column for this row.
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9. Ensure the Enabled, Displayed and Index check boxes are checked.I
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10. Select the Value Set button once you are on the Value Set field
l &
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− Name = xx Cost Centers (where xx is your unique group number)
n
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− Format Type = Number
I n
− Validation type = Independent (This will allow the value set to have
a valid list of values
c l e
12. Save the value set
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13. Return to the Segment Summary window and choose the value set you
O have just created.
14. Choose the Open button to display the Segment window.

Chapter 33 - Page 5
15. Select a Default Type of Constant and enter a default value of 100.
16. Uncheck the Required check box so that the segment is not mandatory.
17. Select the Qualifiers button and enable qualifiers for Organization,
Balancing, Assignment and Element Entry.
18. Save your work.
19. Return to the Segment Summary window.
20. Go to the next row to create segment 20.
21. Enter Account Code as the name of the segment.
23. Ensure the Enabled, Displayed and Index check boxes are checked.

− Name = xx Account Codes (where xx is your unique group number)
− Format Type = Character
− Validation type = Independent
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have just created
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28. Choose the Open button to display the Segment window.
A I
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29. Select a Default Type of Constant and enter a default vale of GL 56
l &
30. Uncheck the Required check box so that the segment is not mandatory.
n a
31. Select the Qualifiers button and enable qualifiers for Payroll, Element,
te r
Balancing, and Element Entry.
I n
32. Save your work.
l e
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34. Go to the next row to create segment 30.
O 35. Enter Project Code as the name of the segment.

Chapter 33 - Page 6

− Name = xx Project Codes (where xx is your unique group number)
− Format Type = Character
− Validation type = None
40. Save the value set
have just created
42. Select a Default Type of Constant and enter a default value of 7500.
43. Select the Qualifiers button and enable qualifiers for Element, Balancing,
Assignment and Element Entry.
44. Save your work.
46. Close the Segment Summary window and make sure your cursor is still
active on the structure you created.
n l y
47. Check the Freeze Flexfield Definition check box.
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48. Choose Compile or Save your changes to compile the new flexfield.
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of values validation.
A I
49. You still need to define values for the two segments with ‘Independent’ list
Adding Values to Value Sets O

l &
1. Navigate to the Segment Values window using the System Administration
responsibility:
n a
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(N) Application > Flexfield > Key > Values
I n
2. Query the Value Set you defined for Cost Center and enter the list of
c l e
values given.
3. Save your work.
r a
4. Query the Value Set you defined for Account Code and enter the list of
O values given.

Chapter 33 - Page 7
5. Save your work.
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Chapter 33 - Page 8
Entering Cost Details
The purpose of this demonstration is to show you where cost information is
allocated in Oracle HRMS. Details of how to set up the cost allocation key
flexfield are provided in the Costing module.
1. Navigate to the Payroll window using your local Super HRMS Manager
responsibility
(N) Work Structures > Payroll > Define
Note: You are using this responsibility so that you can view the information
for a predefined business group. If you use your new responsibility you will
not be able to view any costing information until you setup the cost flexfield.
2. Move the cursor to the Costing field. The flexfield window should open to
display the segments that are enabled at the Payroll level for this Business
Group.
3. Close the window and move the cursor to the Suspense Account field. The
flexfield window should open to display all the segments that are enabled
for this Business Group.
n l y
Note: If you are running Oracle Payroll, the costing process will use the
suspense account values to allocate costs that have no values allocated within
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the system.
4. Close the window. U s

A I
5. Navigate to the Organization window using the local version of the Super
O
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6. Query an HR Organization and select the Costing window by clicking on
the Other button.
te r
I n
7. Open the flexfield window to view or enter values for costing segments
that are enabled at the Organization level.
c l e
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9. Navigate to the Assignment window using the local version of the Super
O HRMS Manager responsibility.
(N) Person > Enter and Maintain

Chapter 33 - Page 9
10. Find an employee whose name begins with S%.
11. Navigate to the Costing window from the Assignment window
(B) Assignment > Others > Costing
12. Open the flexfield window to view or enter values for costing segments
that are enabled at the Assignment level.
Note: You can enter multiple costing values at the assignment level to
allocate costs for one assignment to multiple cost codes. Each line is
datetracked and the total allocation of costs at all times must be 100%.
14. You could also navigate to the Element Link and Element Entry windows
to view other levels where you can enter cost information in Oracle HRMS.
These are covered in more detail in the module on Costing.
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Modeling the Employment
Relationship
Chapter 34
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Modeling the Employment Relationship

Chapter 34 - Page 1
Release 11i
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Chapter 34 - Page 2
Objectives
Objectives
After completing this course you should be able to do the

following:
• Describe the key employment concepts in Oracle HRMS
• Describe the components of the assignment
• Identify assignment statuses
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Chapter 34 - Page 3
Modules
Modules
Modeling the Employment Relationship contains the

following modules:
• Module 1 - Introducing Employment Relationships
• Module 2 - Representing the Workforce
• Module 3 - Managing Employment Information
• Module 4 - Terminating and Rehiring an Employee
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Chapter 34 - Page 4
Introducing Employment
Relationships
Chapter 35
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Introducing Employment Relationships

Chapter 35 - Page 1
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Chapter 35 - Page 2
Topics
Topics

• Introducing Employment Relationships
• Modeling the Employment Relationship
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Chapter 35 - Page 4
Overview
Overview
• Oracle HRMS enables you to enter and track people

from the time they apply for a job to the time they
leave your enterprise
• You also need to record information about what you
employed the people in your enterprise to do
– Oracle HRMS allows you to enter, maintain, and report
all aspects of employment information
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Chapter 35 - Page 5
Integrated Business Processes for HR Management
Integrated Business Processes for HR

Management
Hiring &
Recruitment Deployment
Organization Career
& Resource Management
Planning
Oracle HRMS Training

Payroll &
Processing Development
Compensation
Time & Labor &
Benefits
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Chapter 35 - Page 6
Hiring and Deploying People
Hiring and Deploying People
Assignment Employment
People Relationship
Details
Work Pay and

structures benefits
The assignment is the central concept that relates to the

structures in which an employee works.
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Chapter 35 - Page 7
Entering and Changing Personal Information
Entering and Changing Personal

Information
• Every enterprise must be able to record personal

information for its employees, applicants and
contacts
• Oracle HRMS enables you to quickly and easily
enter, update, track, inquire and report on people
daily through the People window
• This information, apart from an employee address
data, is datetracked allowing you to keep an
historical track of an employee’s personal
information
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Chapter 35 - Page 8
Entering and Changing Personal Information
Entering and Changing Personal

Information
Name Gender Person Type Telephone
numbers
National People Picture

Identifier Window record
Address Contracts
details
Date of Birth Dependants, beneficiaries and

other contacts
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Chapter 35 - Page 9
Identifying Employees
Identifying Employees
Oracle HRMS uses a unique identifier, known as an

Employee Number, to identify every employee in
your Business Group
1004 1005
1003 1006
1002 1007
1001 1008
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Person Types
Person Types
• There is a need to store information about different

groups of people, such as, employees, applicants,
and people external to your enterprise
• The system uses person types to group people
together
– You can configure these types to suit your enterprise
• You may also want to restrict access to the records
of certain groups of people
– This can be done using person types
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Addresses for Employees
Addresses for Employees
• You can enter as many addresses as necessary for

each person, using the Address window
• All employees must have only one primary address
on record at any point in time
– Employees can have any number of secondary
addresses
• An address must be given an address type such as
home, weekend or business
• Each country has its own national address style
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Personal Development and Deployment Options
Personal Development and Deployment

Options
In Oracle HRMS, you can record the following
information:
• A competency profile - this is a list of the competencies
held by a person and their level of proficiency in each
competence
• Qualifications, including details of individual subjects,
grades, licenses, status of ongoing training and tuition
fees
• Tenure information – worthy scholarly achievements,
contributions in research, professional training, and
teaching
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Personal Development and Deployment Options
Personal Development and Deployment

Options
In Oracle HRMS, you can record the following

information:
• Attendance’s at educational
establishments
• Work choices, including willingness

to travel and relocate, preferred
working hours, work schedule,
duration within post and preferred
work locations
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Displaying Personal Information
Displaying Personal Information
Apart from the People window there are other methods

within Oracle HRMS to access all the information entered
about people. You can:
• Use the Find Person window or a People folder
• Use an inquiry window to view specific information
• Use QuickPaint to design a report incorporating the
relevant information
• Use Self Service pages
• Use the People Management Templates
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11i Oracle HRMS Implement

Oracle HR and Payroll (US)

Restricted Rights Legend

Technical Contributors and Reviewers

Work Structures ..............................................................................................................................................1-1

Copyright © Oracle Corporation, 2001. All rights reserved.

Copyright © Oracle Corporation, 2001. All rights reserved.

Organization Classifications Special Considerations ...................................................................................11-10

Copyright © Oracle Corporation, 2001. All rights reserved.

Copyright © Oracle Corporation, 2001. All rights reserved.

Copyright © Oracle Corporation, 2001. All rights reserved.

Copyright © Oracle Corporation, 2001. All rights reserved.

Copyright © Oracle Corporation, 2001. All rights reserved.

Defining Collective Agreements, Bargaining Units and Contracts .............................................................38-1

Copyright © Oracle Corporation, 2001. All rights reserved.

Copyright © Oracle Corporation, 2001. All rights reserved.

Copyright © Oracle Corporation, 2001. All rights reserved.

Primary Classifications and Costing Options ................................................................................................53-6

Copyright © Oracle Corporation, 2001. All rights reserved.

Copyright © Oracle Corporation, 2001. All rights reserved.

Predefined Balance Dimensions ....................................................................................................................62-7

Copyright © Oracle Corporation, 2001. All rights reserved.

Implementing Salary Administration.............................................................................................................65-5

Copyright © Oracle Corporation, 2001. All rights reserved.

Copyright © Oracle Corporation, 2001. All rights reserved.

Copyright © Oracle Corporation, 2001. All rights reserved.

Copyright © Oracle Corporation, 2001. All rights reserved.

Practice: Defining a Payroll...........................................................................................................................90-10

Copyright © Oracle Corporation, 2001. All rights reserved.

Copyright © Oracle Corporation, 2001. All rights reserved.

• Working experience with the following:

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

• Understanding your own organizations business functions and procedures.

Copyright © Oracle Corporation, 2001. All rights reserved.

• System release bulletins

• Installation and user’s guides

Caps and Buttons, Click the Executable button.

Courier new, Code output, Code output: debug.set (‘I”, 300);

Initial cap Graphics labels Customer address (but Oracle Payables)

Copyright © Oracle Corporation, 2001. All rights reserved.

Passwords DROP USER scott

Lowercase Syntax variables CREATE ROLE role

Typographic Conventions in Navigation Paths

Copyright © Oracle Corporation, 2001. All rights reserved.

The following help navigation path, for example—

— represents the following sequence of actions:

3. Under Total Compensation Elements Setup, expand Elements.

4. Under Elements, expand How To.

5. Under How To, select Define an Element.

HRMS Release 11i

After completing this eClass you should be able to do the

Overview of Enterprise Work Structures

Overview of Enterprise Work Structures

Overview of Enterprise Work Structures

Overview of Enterprise Work Structures

In this module the following topics will be covered:

Overview of Enterprise Work Structures

• Every enterprise has its own individual ‘culture’,

Overview of Enterprise Work Structures

Overview of Enterprise Work Structures

Overview of Enterprise Work Structures

• With Oracle HRMS you create an information model

Overview of Enterprise Work Structures