Workforce Lifecycle User Manual

Author: Appspro HCM Team :‫إعداد‬
Workforce Lifecyle
Preparation Date: 17/10/2019 :‫تاريخ اإلعداد‬
Last Updated: 5/1/2020 :‫تاريخ أخر تعديل‬
Document Version: :‫رقم المستند‬
Version: RD.011 1.2 :‫إصدار رقم‬
Approvals :
Name Position Signature

RD.011 Workforce Lifecycle Future Business Process
1 DOCUMENT CONTROL
1.1 Change Record 6
Date Author Version Change Reference
6/NOV/2019 Appspro HCM 1.1 1.0

Team
5/JAN/2020 Appspro HCM 1.2 1.1
Team
1.2 Reviewers
Name Position
1.3 Distribution
Copy No. Name Location
Note To Holders:
If you receive an electronic copy of this document and print it out, please write your name on the equivalent of the cover page, for
document control purposes.
If you receive a hard copy of this document, please write your name on the front cover, for document control purposes.
File Ref: RD.011 FUTURE BUSINESS PROCESS Process Listing and Process Descriptions for Terminate Worker 2iixlii29ii
Contents
1 Document Control........................................................................................................ ii
1.1 Change Record6............................................................................................................ ii
1.2 Reviewers..................................................................................................................... ii
1.3 Distribution................................................................................................................... ii
2 Introduction................................................................................................................. 1
2.1 Purpose........................................................................................................................ 1
3 Process Listing and Process Descriptions for Add Person..............................................2

3.1 Overview...................................................................................................................... 2
4 Process Listing and Process Descriptions for Manage Employment Information...........6

4.1 Overview...................................................................................................................... 6
5 Process Listing and Process Descriptions for Manage Work Relationships....................9

5.1 Overview...................................................................................................................... 9
6 Process Listing and Process Descriptions for Areas of Responsibility..........................11

6.1 Overview.................................................................................................................... 11
7 Process Listing and Process Descriptions for Manage Work Schedules.......................13

7.1 Overview.................................................................................................................... 13
8 Process Listing and Process Descriptions for Manage Person Information..................15

8.1 Overview.................................................................................................................... 15
9 Process Listing and Process Descriptions for Schedule and Record Absences..............18
9.1 Overview.................................................................................................................... 18
10 Process Listing and Process Descriptions for Transfer Worker...................................22

10.1 Overview.................................................................................................................... 22
11 Process Listing and Process Descriptions for Promote Worker...................................25

11.1 Overview.................................................................................................................... 25
12 Process Listing and Process Descriptions for Terminate Worker.................................28

12.1 Overview.................................................................................................................... 28
13 Open and Closed Issues for this Deliverable................................................................30

13.1 Open Issues................................................................................................................. 30
13.2 Closed Issues.............................................................................................................. 30
File Ref: RD.011 FUTURE BUSINESS PROCESS Process Listing and Process Descriptions for Terminate Worker 2iiixlii29iii
File Ref: RD.011 FUTURE BUSINESS PROCESS Process Listing and Process Descriptions for Terminate Worker 2ivxlii29iv
2 INTRODUCTION
2.1 Purpose
This document presents the WORKFORCE LIFCYCLE constructed for the Human Resource system.
The WORKFORCE LIFCYCLE documents the triggering event that drives the business areas that are
to be automated and describes the WORKFORCE LIFCYCLE that the business executes in response
to each of those events as a set of one or more activities.
NOTE: The Processes Diagrams contained in this document is subject to change from Oracle for
more details review (Oracle Fusion Business Process Models: 21 Workforce Deployment (Doc ID
1578175.1)
https://support.oracle.com/epmos/faces/DocumentDisplay?
parent=DOCUMENT&sourceId=1542019.1&id=1578175.1
Note: Approvals could be taken into consideration from internal hcm department as per approval
authority matrix while maintaining workforce lifecycle data such as (changes in the person or
assignment details)
File Ref: RD.011 FUTURE BUSINESS PROCESS Process Listing and Process Descriptions for Terminate Worker 2142291
3 PROCESS LISTING AND PROCESS DESCRIPTIONS FOR ADD

PERSON
3.1 Overview
HR specialists create new person records for employees, contingent workers, non-workers, and pending
workers. The Add Person tasks include creating the new person's first work relationship with the enterprise.
3.1.1 DESCRIPTIVE OVERVIEW
 You select a worker type when you create a new person record or work relationship. Because a person
can have multiple work relationships of multiple types simultaneously, a person can have multiple
worker types at once, a person who already has a person record cannot be a pending worker.
 Pending worker is a person who will be hired or start a contingent worker placement and for whom
you create a person record that is effective before the hire or start date.
 The Convert option populates the hire record for the pending worker based on details from the pending
worker record. You can:
o Review and edit the details
o Add additional details during conversion
 Person Records Holds personal information such as:
o Name
o Date of birth
o Disability information
o May also apply to more than one work relationship such as National ID.
o Employee classification Level: to describe value of position in Each Division or function.

 To be classified as a non-worker, a person must have a non-worker work relationship with a legal
employer. Having a work relationship doesn't mean that a person is working for a legal employer. It
means only that there's an association between the person and the legal employer that's defined by the
work relationship and assignment.
 Employee numbers are manually incremented by sequence.
 TTC mostly follow 2 main types of workers (Employees + Contingent Workers)
 When you create a person record you select a legal employer, which sets the legislative context for the
record. For example, if the legal employer is a Canadian legal entity, the legislative context is Saudi
Arabia and the Saudi Arabian name style is used. A person's contacts have the same name style as the
person for whom they are contacts.
 When you create a new person record, the application searches automatically for matching person
records which may be duplicates of the new record, Person records in which the national IDs do not
match may still appear as matching records if they satisfy the following sets of criteria: The last name,
the first character of the first name, and the date of birth are the same
 Employees are manually categorized into the below table and structured as follows:
Employee Category Employee Number Digits
Employees 4XXXX
Trainees 3XXXX
Temporary 7XXXX
Secondment 9XXXX
Outsource 6XXXX
Part-time 7XXXX
3.1.2 PROCESS DESCRIPTIONS
Process ID Process Title Description of Process Output
HR_ADD_PER.01.01 Enter Person Identification Information HR_ADD_PER.01.02

HR_ADD_PER.01.02 Search for Duplicates
HR_ADD_PER.01.03 Review Duplicates’ Details
HR_ADD_PER.01.04 Analyse Person’s Work Relationships
HR_ADD_PER.01.05 Enter Person Information HR_ADD_PER.01.06
HR_ADD_PER.01.06 Enter Citizen and Visa Information HR_ADD_PER.01.07
HR_ADD_PER.01.07 Enter Contact Person HR_ADD_PER.01.08
HR_ADD_PER.01.08 Verify Service Dates HR_ADD_PER.01.09
HR_ADD_PER.01.09 Enter Payroll Details HR_ADD_PER.01.10
HR_ADD_PER.01.10 Enter Salary Information HR_ADD_PER.01.11
HR_ADD_PER.01.11 Enter Other Compensation HR_ADD_PER.01.12
HR_ADD_PER.01.12 Enter General Ledger and Project Information HR_ADD_PER.01.13
HR_ADD_PER.01.13 Determine Role Allocation HR_ADD_PER.01.14
HR_ADD_PER.01.14 Add or Remove Roles HR_ADD_PER.01.15
HR_ADD_PER.01.15 Review Data Changes HR_ADD_PER.01.16
HR_ADD_PER.01.16 Determine Approval List HR_ADD_PER.01.17
HR_ADD_PER.01.17 Add Approvers HR_ADD_PER.01.18
HR_ADD_PER.01.18 Submit Transaction HR_ADD_PER.01.19
HR_ADD_PER.01.19 Execute Approval Process
HR_REHIRE.01.01 Verify Person Information HR_REHIRE.01.02
HR_REHIRE.01.02 Verify Citizen and Visa Information HR_REHIRE.01.03
HR_REHIRE.01.03 Verify Contact Person HR_REHIRE.01.04

HR_REHIRE.01.04 Verify Service Dates HR_REHIRE.01.05
HR_REHIRE.01.05 Enter Employment Information HR_REHIRE.01.06
HR_REHIRE.01.06 Enter Payroll Details HR_REHIRE.01.07
HR_REHIRE.01.07 Enter Salary Information HR_REHIRE.01.08
HR_REHIRE.01.08 Enter Other Compensation HR_REHIRE.01.10
HR_REHIRE.01.10 Add General Ledger and Project Details HR_REHIRE.01.11
HR_REHIRE.01.11 Determine Role Allocation HR_REHIRE.01.12
HR_REHIRE.01.12 Add or Remove Roles HR_REHIRE.01.13
HR_REHIRE.01.13 Review Data Changes HR_REHIRE.01.14
HR_REHIRE.01.14 Determine Approval List HR_REHIRE.01.15
HR_REHIRE.01.15 Add Approvers HR_REHIRE.01.16
HR_REHIRE.01.16 Submit Transaction HR_REHIRE.01.17
HR_REHIRE.01.17 Execute Approval Process
HR_PEND_CON.01.0 Select Pending Worker to Convert HR_PEND_CON.01.
1 02
HR_PEND_CON.01.0 Convert Pending Worker
2
PROCESS DIAGRAM
4 PROCESS LISTING AND PROCESS DESCRIPTIONS FOR MANAGE

EMPLOYMENT INFORMATION
4.1 Overview
A work relationship is a relationship between a person and a legal employer. It provides the context in which a
person's assignments exist and enterprise and legal employer service is calculated. All work relationships must
contain at least one assignment.
 An assignment is a set of information about a person's role in a legal employer. It includes the person's
job, position, pay, compensation, managers, working hours, and location.
 You must identify one assignment as the primary assignment in each work relationship. When a person
has multiple work relationships, the overall primary assignment is the primary assignment in the
primary work relationship.
 When you create or edit an assignment, you select an action to categorize the change for reporting and
analysis purposes. Some actions make an automatic change to the assignment status. For example,
when you create an assignment, its status is set automatically to Active - payroll eligible. Otherwise,
you must set the assignment status directly.
 Most assignment attributes occur also in employment terms. When you specify values for those
attributes in employment terms, any associated assignments inherit those values automatically.
Inherited values are therefore the same in all assignments. You can enter other values (those not
entered in employment terms) directly in each assignment; therefore, those values can be different in
each assignment.
 You cannot end the primary assignment in a work relationship. Instead, you must identify a different
assignment as the primary assignment before terminating the original assignment. Also, you cannot
end the only assignment in a work relationship or set of employment terms; instead, you must end the
work relationship or employment terms.
 When you create a temporary assignment for a person in the same legal employer the work relationship
remains unchanged. The existing assignments in the current work relationship are suspended and their
status is changed to Suspended- Payroll Eligible by default. You can override the default by
deselecting the assignments that you do not want to suspend; these assignments retain their original
statuses.
 A notification reminder of projected end date for the employment contract to be sent to employee
direct manager and HR specialist prior to (90) days of expiry
 A notification reminder of end date for the probation period to be sent employee direct manager and
HR specialist prior to (30) days of this probation period end date.
 Probation period is 3 months for all employees can be overridden by specialist.
 Some employees in TTC could exceed basic salary range, however any adjustment for any employee
above salary range should take an approval from (HRD+CEO).
HR_EMP_INFO.01.01 Add Assignment

HR_EMP_INFO.01.02 Suspend Assignment
HR_EMP_INFO.01.03 End Assignment
HR_EMP_INFO.01.04 New Employment Term
HR_EMP_INFO.01.05 Contract Extension
HR_EMP_INFO.01.06 Suspend Employment Terms
HR_EMP_INFO.01.07 Change Manager
HR_EMP_INFO.01.08 Promotion, Demotion, Assignment Change
HR_EMP_INFO.01.09 Add Global Temporary Assignment
HR_EMP_INFO.01.10 Add Temporary Assignment
HR_EMP_INFO.01.11 Extend Temporary Assignment
HR_EMP_INFO.01.12 End Temporary Assignment
PROCESS DIAGRAM

WORK RELATIONSHIPS
5.1 Overview
A work relationship is a relationship between a person and a legal employer. It provides the context in which a
person's assignments exist and enterprise and legal employer service is calculated. All work relationships must
contain at least one assignment.
 A worker or non-worker must have one, and only one, primary work relationship. All other work
relationships are non-primary. A person's first work relationship is the primary relationship, by default.
 To be classified as a non-worker, a person must have a non-worker work relationship with a legal
employer. Having a work relationship doesn't mean that a person is working for a legal employer. It
means only that there's an association between the person and the legal employer that's defined by the
work relationship and assignment.
 A person's overall primary assignment belongs to the person's primary work relationship. Regardless
of how many work relationships and assignments a person has, you may need information about a
person from a single assignment. For example, some government reports are based on one assignment
only. In these cases, the person's primary assignment is used. In general, a person's primary work
relationship and assignment are those that are of most significance, in terms of status, pay, benefits,
and working hours, to the person.
 When a person has multiple current work relationships, you can't terminate the primary work
relationship without first selecting a different primary relationship. This restriction exists because a
current worker or non-worker can't be without a primary work relationship for any period of time.
HR_WRK_RLS.01.01 Search for Person HR_WRK_RLS.01.0

2
HR_WRK_RLS.01.02 Search for Person’s Assignment HR_WRK_RLS.01.0
3
HR_WRK_RLS.01.03 View Work Relationship Details
HR_WRK_RLS.01.04 Update Work Relationship Details HR_WRK_RLS.01.0
5
HR_WRK_RLS.01.05 Update Service Dates
HR_WRK_RLS.01.06 View Termination Details HR_WRK_RLS.01.0
7
HR_WRK_RLS.01.07 Determine Approval List HR_WRK_RLS.01.0
8
HR_WRK_RLS.01.08 Add Approvers HR_WRK_RLS.01.0
9
HR_WRK_RLS.01.09 Submit Transaction HR_WRK_RLS.01.1
0
HR_WRK_RLS.01.10 Execute Approval Process HR_

WRK_RLS.01.10
HR_WRK_RLS.01.11 Determine Approval List HR_
WRK_RLS.01.12
HR_WRK_RLS.01.12 Add Approvers HR_
WRK_RLS.01.13
HR_WRK_RLS.01.13 Submit Transaction HR_
WRK_RLS.01.14
HR_WRK_RLS.01.14 Execute Approval Process
HR_WRK_CNL.01.01 Review Work Relationship Details
HR_WRK_CNL.01.02 Determine Approval List HR_WRK_CNL.01.0
3
HR_WRK_CNL.01.03 Add Approvers HR_WRK_CNL.01.0
4
HR_WRK_CNL.01.04 Submit Transaction HR_WRK_CNL.01.0
5
HR_WRK_CNL.01.04 Execute Approval Process
HR_WRK_NEW.01.0 Search for Person
1
HR_WRK_NEW.01.0 Search for Person’s Assignment HR_WRK_NEW.01.
2 03
HR_WRK_NEW.01.0 Verify Person Identification Information HR_WRK_NEW.01.
3 04
HR_WRK_NEW.01.0 Verify Person Information HR_WRK_NEW.01.
4 05
HR_WRK_NEW.01.0 Verify Citizen and Visa Information HR_WRK_NEW.01.
5 06
HR_WRK_NEW.01.0 Verify Contact Person HR_WRK_NEW.01.
6 07
HR_WRK_NEW.01.0 Verify Service Dates HR_WRK_NEW.01.
7 08
HR_WRK_NEW.01.0 Add Employment Terms HR_WRK_NEW.01.
8 09
HR_WRK_NEW.01.0 Determine Role Allocation HR_WRK_NEW.01.
9 10
HR_WRK_NEW.01.1 Add or Remove Roles HR_WRK_NEW.01.
0 11
HR_WRK_NEW.01.1 Review Data Changes HR_WRK_NEW.01.
1 12
HR_WRK_NEW.01.1 Determine Approval List HR_WRK_NEW.01.
2 13
HR_WRK_NEW.01.1 Add Approvers HR_WRK_NEW.01.
3 14
HR_WRK_NEW.01.1 Submit Transaction HR_WRK_NEW.01.
4 15
HR_WRK_NEW.01.1 Execute Approval Process
5
PROCESS DIAGRAM
6 PROCESS LISTING AND PROCESS DESCRIPTIONS FOR AREAS OF

RESPONSIBILITY
6.1 Overview
You can assign a responsibility to a person and define the scope of the responsibility by identifying the people
for whom the person has the responsibility; the person then appears in the Work Contacts list of those people.
 Assigning an area of responsibility doesn't affect the person records the representative can see. Access to
records is controlled through security. Your security administrator can set up security profiles using areas
of responsibility.
 Managers in TTC cannot access salary structure for any direct employee at all.
 Employee Salaries Are Exposed Only To (HR Director + Payroll Team + HR Operations)
 You can set the scope of a responsibility in several ways like:
o Based on Assignment Information
o Based on Name
o Based on Payroll Information
HR_AOR.01.01 Search for Person

HR_AOR.01.02 Enter Responsibility Details
HR_AOR.01.03 Select Responsibility
HR_AOR.01.04 Select New Assignee
HR_AOR.01.05 Update Responsibility Details
HR_AOR.01.06 Delete Responsibility Details
HR_AOR.01.07 Search for Assigned Responsibility
HR_AOR.01.08 Select New Assignee
PROCESS DIAGRAM

WORK SCHEDULES
7.1 Overview
You can assign a responsibility to a person and define the scope of the responsibility by identifying the people
for whom the person has the responsibility; the person then appears in the Work Contacts list of those people.
 Only primary schedules determine worker availability. For example, you want to assign two schedules for
different time periods to a worker's primary assignment. If you want those schedules to determine the
worker's availability for those time periods, you must select both schedules as primary.
 When you create a work schedule, you can include exceptions, such as public holidays or training sessions,
and determine their impact on the availability of workers using that schedule. You can include the
following exceptions in a work schedule:
o Calendar event: a period that signifies an event, such as a public holiday or a training course that
impacts worker availability.
o Calendar event category: You can add an event category that you used to associate a group of
calendar events, such as all voluntary holidays, as an exception in the work schedule. As a result,
all calendar events under that event category automatically apply when you assign the schedule to
workers.
o Resource exception: A resource exception is an event that you want to apply only for workers to
whom you plan to assign the current work schedule. For example, for workers on the night-shift
schedule, you want to specify that during a scheduled training event they will remain unavailable
to attend support calls. When you create the work schedule, you define a resource exception for
that training event and change the worker availability.
 When you include that event as an exception in a work schedule and assign it as a primary work
schedule to the worker's assignment. However, if no work schedule exists for the worker's
assignments, then the calendar events that cover the worker's location or department apply.
HR_WRK_SDL.01.01 Search for Person

HR_WRK_SDL.01.02 Enter Schedule Details
HR_WRK_SDL.01.03 Select Schedule
HR_WRK_SDL.01.04 Update Schedule Details
HR_WRK_SDL.01.05 Delete Schedule
HR_WRK_SDL.01.06 Enter Exception Details
HR_WRK_SDL.01.07 Select Exception
HR_WRK_SDL.01.08 Update Exception Details
HR_WRK_SDL.01.09 Submit Transaction HR_WRK_SDL.01.
10
HR_WRK_SDL.01.10 Search for Schedule HR_WRK_SDL.01.
11
HR_WRK_SDL.01.11 Manage Resource Assignments HR_WRK_SDL.01.
12
HR_WRK_SDL.01.12 Manage Exceptions HR_WRK_SDL.01.
13
HR_WRK_SDL.01.13 Submit Transaction
PROCESS DIAGRAM

PERSON INFORMATION
8.1 Overview
HR specialists manage information, such as addresses, national IDs, emergency contacts, disability details, and
document records for the workers to whom they have security access.
 During the employment period, the employee or the HR Specialist can address any life event occur like
changing the martial status to married from single and entering the contacts for example: the wife name,
wife birth date and date of marriage.
 Managing the personal address is very important to maintain the accuracy of the data, the employee and the
HR Specialist can update the Address after routing for approval.
 You can share personal information with both internal recipients (people within the enterprise) and external
recipients.
 Internal recipients receive a notification with a link to the line manager version of your portrait, which
includes contact details, biographical and employment information, benefits and compensation details,
payroll information, and user account details. A recipient's access to the information doesn't expire, but you
can revoke it, if you're a line manager, you can share the information of people who report to you with both
internal and external recipients. The approval of the people whose information you're sharing is required.
(Hide from line manager)
 External recipients see only the information that you select for sharing. Each external recipient receives an
e-mail with a link to the shared information. Their access to this information expires at a time that you
specify.
 Use comparison to quickly identify and evaluate differences between items. Compare any person, job, and
position items. For example, you can compare a person with another person or with a job profile.
HR_CNG_MRTL.01.01 Verify Status HR_CNG_MRTL.01.

06
HR_CNG_MRTL.01.02 Verify Name HR_CNG_MRTL.01.
06
HR_CNG_MRTL.01.03 Verify Addresses HR_CNG_MRTL.01.
06
HR_CNG_MRTL.01.04 Verify Phone Numbers HR_CNG_MRTL.01.
06
HR_CNG_MRTL.01.05 Verify Contacts HR_CNG_MRTL.01.
06
HR_CNG_MRTL.01.06 Review Data Changes HR_CNG_MRTL.01.
07
HR_CNG_MRTL.01.07 Submit Transaction HR_CNG_MRTL.01.
08
HR_CNG_MRTL.01.08 Update Personal Information
HR_PER_ADD.01.01 Verify Addresses HR_PER_ADD.01.02
HR_PER_ADD.01.02 Review Data Changes HR_PER_ADD.01.03
HR_PER_ADD.01.03 Submit Transaction HR_PER_ADD.01.04
HR_PER_ADD.01.04 Update Personal Information
HR_SHAR_INFO.01.0 Review Workers with Access Grants
1
HR_SHAR_INFO.01.0 View Shared Information
2
HR_SHAR_INFO.01.0 Revoke Access
3
HR_SHAR_INFO.01.0 Share Information
4
HR_SHAR_INFO.01.0 Select Recipient
5
HR_SHAR_INFO.01.0 Enter Recipient Details
6
HR_SHAR_INFO.01.0 Select Items to Share
7
HR_SHAR_INFO.01.0 Review Data Changes
8
HR_SHAR_INFO.01.0 Submit Transaction
9
HR_SHAR_INFO.01.1 Update Shared Information
0
HR_COMPARE.01.01 Select People HR_COMPARE.01.0
4
HR_COMPARE.01.02 Select Jobs HR_COMPARE.01.0
4
HR_COMPARE.01.03 Select Positions HR_COMPARE.01.0
4
HR_COMPARE.01.04 Select Types of Information to Compare HR_COMPARE.01.0
5
HR_COMPARE.01.05 View Comparison Results
HR_MNG_PER.01.01 Search for Person
HR_MNG_PER.01.02 Verify Personal Information HR_MNG_PER.01.0

6
HR_MNG_PER.01.03 Verify Contacts HR_MNG_PER.01.0
6
HR_MNG_PER.01.04 Verify Documents HR_MNG_PER.01.0
6
HR_MNG_PER.01.05 Verify Disabilities HR_MNG_PER.01.0
6
HR_MNG_PER.01.06 Submit Transaction HR_MNG_PER.01.0
7
HR_MNG_PER.01.07 Update Personal Information
PROCESS DIAGRAM
9 PROCESS LISTING AND PROCESS DESCRIPTIONS FOR

SCHEDULE AND RECORD ABSENCES
9.1 Overview
HR specialists manage information, such as addresses, national IDs, emergency contacts, disability details,
Absence Records, and document records for the workers to whom they have security access.
 While recording an absence, when you enter an absence start date and end date, the application
automatically calculates the absence duration.
 In TTC there are the following leave types:
o Annual Leave
o Sick Leave
o Unpaid Leave
o Hajj Leave
o Maternity Leave
o Paternity Leave
o Marriage Leave
o Examination Leave
o Partial Leave
o Dependency Sick Leave
o Compassionate Leave
o Unauthorized unpaid leave
o Husband Death Leave
9.1.2 POLICIES
 Official holidays of any kind will be combined with approved paid leave.
 Annual leave accruals is eligible and calculated each hire date anniversary.
 22 working days is the leave accrual for all employees
 Leave accruals is accrued on a daily basis for the employee
 Overriding annual leave entitlement (more or less than 22 working days) on employee
level could happen to handle special cases of employment
Annual Leave / Paid Leave:

 Eligibility:
o All TTC Employees, unless stated otherwise in the employee’s contract, are entitled
to a regular paid vacation leave of (22) workdays per year. Vacation days will be
earned at the rate of 22/12/Actual calendar month days per day.
o The maximum allowable leave days that can be carried over from previous
year end balance to the succeeding year is (30) working days only (previous
and succeeding year is based on Calendar year.
o Attachment should be available for every Leave.

Absences Restriction
General Rule
1- Accrual Calculation is prorated.
2- No vacation allowed with ‘0’ units (hour/day)
3- For newly hired employees, employee is only allowed to submit Annual leave/Paid Leave after 3 months from the hiring date
4- Employee should not submit any vacation if his/her vacation balance is less than the submitted one.
Annual Leave Sick Leave

Leave provided for all employees. It is a paid leave guideline and Calculating sick leave shall be per calendar days. The maximum
procedure. paid sick leave days in any one-sick-year period is (90) calendar
days
Amount of 100% of the Employee’s
01 – 30 days
Gross Salary
Amount of 75% of the Employee’s

31 – 90 days
Gross Salary
91 – 120 days Sick Leave without pay
-
Unpaid Leave Hajj Leave
Granted if the employee has no annual vacation Leave balance during Muslim Employees Only Eligible who have served the company for
the current calendar year at least one year
workdays is granted only once during the employee's entire duration

of employment in the company
maximum duration will be based on (Adha official holiday) for the

same year (maximum 10 days) (Ex: Adha 4 Haj = 6)
Marriage Leave Maternity Leave

Five (5) calendar day’s paid leave granted by the company to all Paid leave for ten weeks, four weeks maximum prior to the expected
Employees who has completed the probationary period of date of giving birth and six weeks after the actual giving birth date
employment (70 calendar days)
Provided only one time during the entire employment period

Examination Leave Paternity Leave
The number of days shall be based on the number of examination Three (3) calendar day’s paid leave granted by the company to all
days as scheduled by the school or university employees for a child birth of the Employee
If exams occur during weekends or official holidays, the employee is

not allowed to claim this leave
Partial Leave Compassionate leave

Partial leaves could be for personal and work reason; personal reason Five (5/first degree)(3/second degree) calendar day’s paid leave
are maximum 8 hours a month, 4 hours per day granted by the company
And Unlimited for work reason
Dependency sick Leave unpaid leave
Granted if the employee has no annual vacation Leave balance during Maximum (30) calendar day’s leave per contractual year
the current calendar year
(30) calendar day’s paid leave granted by the company to all

employees
Husband Death Leave Absent
140 Days Without Payroll affection

HR_ABS_REC.01.01 Search for Person HR_ABS_REC.01.0

2
HR_ABS_REC.01.02 Select Work Relationship HR_ABS_REC.01.0
3
HR_ABS_REC.01.03 Search for Absence HR_ABS_REC.01.0
4
HR_ABS_REC.01.04 Enter or Edit Absence Dates
HR_ABS_REC.01.05 Select or Remove Assignment HR_ABS_REC.01.0
6
HR_ABS_REC.01.06 Review Accrual Plan Balances HR_ABS_REC.01.0
7
HR_ABS_REC.01.07 Review Absence Trends HR_ABS_REC.01.0
8
HR_ABS_REC.01.08 Review Daily Breakup HR_ABS_REC.01.0
9
HR_ABS_REC.01.09 Add or Remove Document HR_ABS_REC.01.1
1
HR_ABS_REC.01.10 Delete Absence Record HR_ABS_REC.01.1
1
HR_ABS_REC.01.11 Determine Approval List HR_ABS_REC.01.1
2
HR_ABS_REC.01.12 Add Approvers HR_ABS_REC.01.1
3
HR_ABS_REC.01.13 Submit Transaction HR_ABS_REC.01.1
4
HR_ABS_REC.01.14 Execute Approval Process
HR_ ABS_CASE.01.01 Search for Person
HR_ ABS_CASE.01.02 Define Absence Case HR_
ABS_CASE.01.03
HR_ ABS_CASE.01.03 Add Associated Absences HR_
ABS_CASE.01.04
HR_ ABS_CASE.01.04 Submit Transaction
HR_ ABS_CASE.01.05 Search for Absence Case HR_
ABS_CASE.01.06
HR_ ABS_CASE.01.06 Add or Remove Associated Absence HR_

ABS_CASE.01.07
HR_ ABS_CASE.01.07 Submit Transaction
HR_ ABS_CASE.01.08 Delete Absence Case
PROCESS DIAGRAM
10 PROCESS LISTING AND PROCESS DESCRIPTIONS FOR TRANSFER

WORKER
10.1 Overview
A transfer is the movement of a person within the same legal employer such as change of location from
Pleasanton to San Francisco in the US. A temporary assignment is a transfer for a limited term such as
temporary assignment in another department.
 When you transfer a person, the work relationship remains unchanged. You make any necessary changes in
the current assignment. If the worker being transferred has other active assignments in the current work
relationship, they aren't changed and remain active even after the transfer. Attachments can be added.
 When you transfer a person within the same legal employer the work relationship remains unchanged. You
make any necessary changes in the current assignment. If the worker being transferred has other active
assignments in the current work relationship, they are terminated and their status is changed to Inactive-
Payroll Eligible by default. If you create new assignments, the existing assignments in the current work
relationship are terminated and their status is set to Inactive- Payroll Eligible by default.
 When you create a temporary assignment for a person in the same legal employer the work relationship
remains unchanged. The existing assignments in the current work relationship are suspended and their
status is changed to Suspended- Payroll Eligible by default. You can override the default by deselecting the
assignments that you do not want to suspend; these assignments retain their original statuses.
 Changing the compensation information based is a given choice while the transferring the employee.
 In case if there is role change after transferring the person, the line manager / HR Specialist can manage the
employee’s role to fit his new location.
 When you transfer a person to another legal employer, the source work relationship is terminated
automatically using the default values. You create a new work relationship in the destination legal
employer. The existing assignments in the source work relationship are terminated and their status is set to
Inactive- Payroll Eligible by default. You can override the default by deselecting the assignments that you
do not want to terminate; these assignments retain their original statuses and the work relationship is not
terminated. You can deselect all assignments except the primary assignment and the current assignment.
 Create a mass transfer to transfer multiple worker assignments at once, within the same legal employer.
Use the person search to find assignments that you want to include in the mass transfer. You can exclude
assignments from the result set defined by the search criteria, at any time before submitting the mass
transfer.
HR_TRANS.01.01 Search for Person HR_TRANS.01.02

HR_TRANS.01.02 Update Job Details
HR_TRANS.01.03 Update Location Details HR_TRANS.01.03

HR_TRANS.01.04 Reallocate Subordinates
HR_TRANS.01.05 Change Manager
HR_TRANS.01.06 Enter New Compensation Details HR_TRANS.01.07
HR_TRANS.01.07 Assess Impact of Compensation Changes
HR_TRANS.01.08 Determine Role Allocation HR_TRANS.01.09
HR_TRANS.01.09 Add or Remove Roles
HR_TRANS.01.10 Review Data Changes HR_TRANS.01.10
HR_TRANS.01.11 Determine Approval List HR_TRANS.01.12
HR_TRANS.01.12 Add Approvers HR_TRANS.01.13
HR_TRANS.01.13 Submit Transaction HR_TRANS.01.14
HR_TRANS.01.14 Execute Approval Process
HR_GLB_TRNS.01.01 Enter Destination Legal Employer HR_GLB_TRNS.01.0
2
HR_GLB_TRNS.01.02 Select Source Assignment Status HR_GLB_TRNS.01.0
3
HR_GLB_TRNS.01.03 Verify Person Identification Information HR_GLB_TRNS.01.0
4
HR_GLB_TRNS.01.04 Verify Person Information HR_GLB_TRNS.01.0
5
HR_GLB_TRNS.01.05 Verify Citizen and Visa Information HR_GLB_TRNS.01.0
6
HR_GLB_TRNS.01.06 Verify Contact Person HR_GLB_TRNS.01.0
7
HR_GLB_TRNS.01.07 Verify Service Dates HR_GLB_TRNS.01.0
8
HR_GLB_TRNS.01.08 Add Employment Terms HR_GLB_TRNS.01.0
9
HR_GLB_TRNS.01.09 Determine Role Allocation HR_GLB_TRNS.01.1
0
HR_GLB_TRNS.01.10 Add or Remove Roles HR_GLB_TRNS.01.1
1
HR_GLB_TRNS.01.11 Review Data Changes HR_GLB_TRNS.01.1
2
HR_GLB_TRNS.01.12 Determine Approval List HR_GLB_TRNS.01.1
3
HR_GLB_TRNS.01.13 Add Approvers HR_GLB_TRNS.01.1
4
HR_GLB_TRNS.01.14 Submit Transaction HR_GLB_TRNS.01.1
5
HR_GLB_TRNS.01.15 Execute Approval Process
HR_MAS_TRNS.01.01 Search for Existing Mass Transfer
HR_MAS_TRNS.01.02 Edit a Mass Transfer
HR_MAS_TRNS.01.03 Delete a Mass Transfer
HR_MAS_TRNS.01.04 Create New Mass Transfer HR_MAS_TRNS.01.
05
HR_MAS_TRNS.01.05 Select Population to Include in Mass HR_MAS_TRNS.01.
Transfer 06
HR_MAS_TRNS.01.06 Specify Changes for Attributes to be HR_MAS_TRNS.01.
Updated 07
HR_MAS_TRNS.01.07 Run Mass Updates Data Validation
Process
HR_MAS_TRNS.01.08 Verify Population with Changes HR_MAS_TRNS.01.
09
HR_MAS_TRNS.01.09 Review Data Changes HR_MAS_TRNS.01.
10
HR_MAS_TRNS.01.10 Determine Approval List HR_MAS_TRNS.01.
11
HR_MAS_TRNS.01.11 Add Approvers HR_MAS_TRNS.01.
12
HR_MAS_TRNS.01.12 Submit Transaction HR_MAS_TRNS.01.
13
HR_MAS_TRNS.01.13 Execute Approval Process HR_MAS_TRNS.01.
14
HR_MAS_TRNS.01.14 Run Mass Updates Apply Process
PROCESS DIAGRAM
11 PROCESS LISTING AND PROCESS DESCRIPTIONS FOR PROMOTE

WORKER
11.1 Overview
A promotion is an event which the employee gets a higher position, higher, grade and salary increase based on
his skills and performance, promotion can make the promoted person avail some additional allowances and
bonuses.
 In order to promote an employee, the first thing HR Specialist need to do is to update his employment
information such as job name, grade and his/her new manager – if needed, some roles can be added
automatically due to the new data that has been entered, Salary increase must be specified and the payroll
specialist can enter an additional allowance as a part of promotion process.
 Managers cannot promote employees through this process
HR_PROM.01.01 Search for Person HR_TRANS.01.02

HR_PROM.01.02 Update Job Details
HR_PROM.01.03 Assess Impact of Promotion
HR_PROM.01.04 Update Work Measure Details
HR_PROM.01.05 Update Location Details
HR_PROM.01.06 Change Manager
HR_PROM.01.07 Enter New Compensation Details HR_PROM.01.08
HR_PROM.01.08 Assess Impact of Compensation Changes
HR_PROM.01.09 Determine Role Allocation HR_PROM.01.11
HR_PROM.01.10 Add or Remove Roles
HR_PROM.01.11 Review Data Changes
HR_PROM.01.12 Determine Approval List HR_PROM.01.13
HR_PROM.01.13 Add Approvers HR_PROM.01.14
HR_PROM.01.14 Submit Transaction HR_PROM.01.15
HR_PROM.01.15 Execute Approval Process
PROCESS DIAGRAM
12 PROCESS LISTING AND PROCESS DESCRIPTIONS FOR

TERMINATE WORKER
12.1 Overview
Termination of employment is an employee's departure from a job. Termination may be voluntary on the
employee's part, or it may be at the hands of the employer, often in the form of dismissal (firing) or a layoff.
 When workers or non-workers leave the enterprise, you terminate their work relationships. As a line
manager, you can initiate the termination of people who report to you, using the simple termination
process. When you terminate a work relationship, the assignments associated with the work relationship are
ended automatically. The status of the work relationship and the associated assignments are changed to
inactive on the day following the termination date. The period of service, both legal employer and
enterprise, ends on the termination date. The person becomes an ex-employee or ex-contingent worker for
that legal employer. Rehire the employee or renew the contingent worker to create a new period of service.
The person's user access and roles are revoked by default after the termination date. You can choose to
revoke user access earlier, as soon as the termination is approved. (This could mean revoking user access
before the termination date). Human resource specialists may use this process as an alternative, to initiate a
simple termination.
 If the person has a single assignment, however, the only way to end the assignment is to terminate the
entire work relationship. If a person has multiple work relationships and you want to terminate all of them,
you must terminate one work relationship at a time, leaving the primary relationship until last.
 You may want to reverse a termination and reinstate the work relationship as it was prior to the termination,
for example, because you terminated a person in error or the person decided not to leave.
 When you reverse a termination, any work relationships, assignments, and employment terms previously
ended are restored with the statuses prior to the termination. The payroll administrator is notified of the
reversal of the termination, who then completes the relevant tasks required to reverse the payroll
termination. If the termination caused reassignment of a primary work relationship or assignment, then the
reversal of the termination restores their primary statuses as they were before the termination.
 When you reverse a termination, the elements assigned to the person prior to termination action being taken
are restored. This means that any future-dated employment changes or employment actions occurring after
the termination action are not restored.

HR_TERM.01.01 Search for Person HR_TERM.01.02

Enter Work Relationship Termination HR_TERM.01.03
HR_TERM.01.02
Details
HR_TERM.01.03 Determine Role Allocation HR_TERM.01.04
HR_TERM.01.04 Review Data Changes HR_TERM.01.05
HR_TERM.01.05 Determine Approval List HR_TERM.01.06
HR_TERM.01.06 Add Approvers HR_TERM.01.07
HR_TERM.01.07 Submit Transaction HR_TERM.01.08
HR_TERM.01.08 Execute Approval Process HR_TERM.01.09
Communicate Work Relationship HR_TERM.01.10
HR_TERM.01.09
Termination
HR_CORR_TERM.01.
01 OR
HR_TERM.01.10 Change Person Status
HR_CORR_TERM.01.
02
HR_CORR_TERM.01.
HR_CORR_TERM.01.01 Search for Person
02
HR_CORR_TERM.01.
HR_CORR_TERM.01.02 Correct Termination
03
HR_CORR_TERM.01.
HR_CORR_TERM.01.03 Review Data Changes
04
HR_CORR_TERM.01.
HR_CORR_TERM.01.04 Determine Approval List
05
HR_CORR_TERM.01.
HR_CORR_TERM.01.05 Add Approvers
06
HR_CORR_TERM.01.
HR_CORR_TERM.01.06 Submit Transaction
07
HR_CORR_TERM.01.07 Execute Approval Process
HR_REV_TERM.01.01 Search for Person HR_REV_TERM.01.02
HR_REV_TERM.01.02 Reverse Termination HR_REV_TERM.01.03
HR_REV_TERM.01.03 Determine Approval List HR_REV_TERM.01.04
HR_REV_TERM.01.04 Add Approvers HR_REV_TERM.01.05
HR_REV_TERM.01.05 Submit Transaction HR_REV_TERM.01.06
HR_REV_TERM.01.06 Execute Approval Process
PROCESS DIAGRAM
13 OPEN AND CLOSED ISSUES FOR THIS DELIVERABLE
13.1 Open Issues
ID Issue Resolution Responsibility Target Date Impact Date

1 Action Reason in for workaround we will take
location screen to be all the list of the Actions
free text and will be inserted on the
system so the Admin can
select on of the Actions
contract type to be Not Doable , the Contract will

2 change automatic be updated manually from the
Admin
after 3 years of
experience to be
unlimited contract
3 probation end date Enhancement Request from

defaulting value add Oracle
any official holiday in SR number : 3-
this period and add 22165255061
directly
13.2 Closed Issues

1 Add the National id Resolved Appspro
issue date and expiry
date in the hire an
employee process
2 sync the line manager Resolved

directly from the
position tree
3 Person Number to Be The System does not Support

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Author: Appspro HCM Team :‫إعداد‬

Name Position Signature

1.1 Change Record 6

Date Author Version Change Reference

6/NOV/2019 Appspro HCM 1.1 1.0

Copy No. Name Location

3 Process Listing and Process Descriptions for Add Person..............................................2

4 Process Listing and Process Descriptions for Manage Employment Information...........6

5 Process Listing and Process Descriptions for Manage Work Relationships....................9

6 Process Listing and Process Descriptions for Areas of Responsibility..........................11

7 Process Listing and Process Descriptions for Manage Work Schedules.......................13

8 Process Listing and Process Descriptions for Manage Person Information..................15

10 Process Listing and Process Descriptions for Transfer Worker...................................22

11 Process Listing and Process Descriptions for Promote Worker...................................25

12 Process Listing and Process Descriptions for Terminate Worker.................................28

13 Open and Closed Issues for this Deliverable................................................................30

3 PROCESS LISTING AND PROCESS DESCRIPTIONS FOR ADD

3.1.1 DESCRIPTIVE OVERVIEW

o Review and edit the details

o Add additional details during conversion

 Person Records Holds personal information such as:

o Employee classification Level: to describe value of position in Each Division or function.

 TTC mostly follow 2 main types of workers (Employees + Contingent Workers)

Employee Category Employee Number Digits

3.1.2 PROCESS DESCRIPTIONS

Process ID Process Title Description of Process Output

HR_ADD_PER.01.01 Enter Person Identification Information HR_ADD_PER.01.02

Process ID Process Title Description of Process Output

HR_REHIRE.01.03 Verify Contact Person HR_REHIRE.01.04

4 PROCESS LISTING AND PROCESS DESCRIPTIONS FOR MANAGE

4.1.1 DESCRIPTIVE OVERVIEW

 Probation period is 3 months for all employees can be overridden by specialist.

4.1.2 PROCESS DESCRIPTIONS

Process ID Process Title Description of Process Output

HR_EMP_INFO.01.01 Add Assignment

5 PROCESS LISTING AND PROCESS DESCRIPTIONS FOR MANAGE

5.1.1 DESCRIPTIVE OVERVIEW

5.1.2 PROCESS DESCRIPTIONS

Process ID Process Title Description of Process Output

HR_WRK_RLS.01.01 Search for Person HR_WRK_RLS.01.0

Process ID Process Title Description of Process Output

HR_WRK_RLS.01.10 Execute Approval Process HR_

6 PROCESS LISTING AND PROCESS DESCRIPTIONS FOR AREAS OF

6.1.1 DESCRIPTIVE OVERVIEW

 You can set the scope of a responsibility in several ways like:

o Based on Assignment Information

o Based on Payroll Information

6.1.2 PROCESS DESCRIPTIONS

Process ID Process Title Description of Process Output

HR_AOR.01.01 Search for Person

7 PROCESS LISTING AND PROCESS DESCRIPTIONS FOR MANAGE

7.1.1 DESCRIPTIVE OVERVIEW

7.1.2 PROCESS DESCRIPTIONS

Process ID Process Title Description of Process Output

HR_WRK_SDL.01.01 Search for Person

8 PROCESS LISTING AND PROCESS DESCRIPTIONS FOR MANAGE

8.1.1 DESCRIPTIVE OVERVIEW

8.1.2 PROCESS DESCRIPTIONS

Process ID Process Title Description of Process Output

HR_CNG_MRTL.01.01 Verify Status HR_CNG_MRTL.01.

Process ID Process Title Description of Process Output

HR_MNG_PER.01.02 Verify Personal Information HR_MNG_PER.01.0

9 PROCESS LISTING AND PROCESS DESCRIPTIONS FOR