Managing

Workforce
Lifecycle

Oracle HCM Cloud Implementation

Workshop for Partners
Release 11

Platform Technology Solutions (PTS)

Oracle Development

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Objectives

After completing this lesson, you should be able to:

• Add a person and manage personal information
• Manage employment information
• Promote, transfer, and terminate workers
• Manage mass updates
• Manage direct reports

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Manage Workforce Lifecycle Overview

The Manage Workforce Lifecycle business process covers all

stages of a worker's association with the enterprise, from creation
of the person record through termination of work relationships.

Promote/
Transfer Worker

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Manage Workforce Lifecycle Business Process

Human resource (HR) specialists and line managers perform the

following business activities of the Manage Workforce Lifecycle
process:
• Add Person
• Create Employment
• Change Employment
• Promote Worker
• Transfer Worker
• Terminate Worker

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Person Records

All workers, non-workers, and contacts have a single person

record in the enterprise, which is identified by a person number.
You cannot create the person record in isolation because a
person record requires one of the following:
• A current, past, or future work relationship with a legal
employer
• A current, past, or future contact relationship with a person
who has a work relationship with a legal employer
• A new lookup type is added
ORA_PER_EXT_IDENTIFIER_TYPES and associated with
person identifiers

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Creating Person Records: Examples

Consider the following examples for:

• Adding a Person
• Rehiring an Employee
• Hiring a Nonworker
• Hiring a Contact

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The Hire an Employee Page

The following screenshot displays the page where you enter

employee details:

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Add Person Feature Highlights

• Dedicated Add Person work area

• Duplicate search for matching person records
• Streamlined person entry
• Seamless integration with:
– Payroll
– Compensation
– Roles provisioning
– Approval Management
– Notifications
• Subscription-based events to notify related modules for post-
hire processes (for example, on-boarding, payroll, benefits,
and asset management)

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Manage Employment

Work Relationships
A work relationship is a relationship between a person and a legal
employer. When you create a person record, you also create that
person's first work relationship. Once a person record exists, you
can create additional work relationships with the same or different
legal employers.

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Assignments

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.
Primary Assignment
You can obtain information about a person from the person's overall primary
assignment.
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. In the
following figure, assignment C is the overall primary assignment because it is the
primary assignment in the primary work relationship.

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Assignment Details

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Assignment Working Hours

Assignment working hours can indicate the actual schedule for

part-time workers or workers with variable working hours. The
actual working days for a week are considered instead of the
usual Monday to Friday work week.

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Employment Terms

A set of employment terms is essentially a controlling assignment.

All assignments that belong to a set of employment terms
automatically inherit any values that you specify on the
employment terms. Employment terms are available in employee
and nonworker work relationships only; they are not available in
contingent worker relationships.

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Linking Collective Agreements to Assignments or
Employment Terms
To link a collective agreement to an assignment or employment term,
the following three factors must be consistent between the collective
agreement and the assignment or employment term:
• Bargaining unit
• Country
• Legal employer details

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Linking Collective Agreements Page

The following screenshot displays the page which enables you to

link collective agreements to assignments or employment terms:

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Employment Terms and Collective Agreements

To link a collective agreement to an employment term, the bargaining

unit, country, and legal employer details of the collective agreement
must be consistent with the employment term .
If a collective agreement is created without associating it with a legal
employer or bargaining unit, you can link the collective agreement to any
employment term within the same country. However, if a collective
agreement is created by associating it only with a legal employer, you
can link the collective agreement to any employment term for the legal
employer.

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Editing Employment Terms

If you edit a value in employment terms when override at the

assignment level is allowed, each associated assignment inherits
the changed value from the employment terms only if the two
values were the same before the change. If the two values were
different before the change, the assignment does not inherit the
changed value from the employment terms, as shown in the
following example:
Attribute Employment Assignment Employment Assignment
Terms Before Terms After After
Before
Job Sales Manager Sales Head Sales Vice Sales Head
President
Location Regional Office Regional Headquarters Headquarters
Office

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Practices

• 14-1: Hiring an Employee

• 14-2: Creating a Work Relationship
• 14-3: Managing Employment

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Quiz
Q
You create a person record when you:
a. Add the person as a contact in another person's record
b. Create the person's first work relationship in the enterprise
c. Both a and b

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Quiz
Q
A work relationship is a relationship between a person and a legal
employer.
a. True
b. False

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Quiz
Q
Employment terms are available in all types of work relationships.
a. True
b. False

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Quiz
Q
A person's worker type is derived from the person's work
relationship.
a. True
b. False

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Seniority Dates

A seniority date is:

• A date on which the calculation of a person's length of service
with the enterprise or a legal employer is based.
• Of two types: Legal Employer and Enterprise

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Managing Seniority Dates

You can view and manage the seniority dates of persons using
the Manage Seniority Dates task in the Person Management work
area.

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Configuring Seniority Dates

You can configure the rules for creating and defaulting seniority
dates using the Configure Seniority Dates task in the Setup and
Maintenance work area.

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Demonstration

• 14-1: Configuring a Seniority Date

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Employment Processes

Employment processes include the following:

• Transfers
• Promotions
• Terminations

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Practice

• 14-4: Transferring a Worker

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Manage Direct Reports

You can reassign existing line reports to new managers, as of the

same effective date using the Manage Direct Reports task from
the Person Gallery or the Person Management work areas. When
you reassign direct reports, changes occur at the assignment
level for each direct report.

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Practice

• 14-5: Terminating a Work Relationship

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Areas of Responsibility

• You define a person’s area of responsibility when you have a

requirement to identify who is responsible for a group of
people. For example, you can assign people in a specific
organization hierarchy to a Human Resource (HR)
representative.
• You can view the responsible person in the Work Contact list
of the people in the group.
• You can also assign responsibilities for use in checklists when
you create a checklist template.

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Setting Scope of Responsibility: Examples

There are several ways in which you can set the scope of a
responsibility. The following examples illustrate these options:
Example 1: Setting Scope of Responsibility Based on
Assignment Information
InFusion Corporation has offices in the US and UK. Elaine Barnes
is the Human Resources (HR) representative for workers based
in the UK. You have assigned Elaine the HR Representative
responsibility for full-time regular workers. You must now define
the scope of the responsibility to identify the people for whom
Elaine has the HR Representative responsibility.

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Setting Scope of Responsibility: Examples

Example 2: Setting Scope of Responsibility Based on Name

Linda Smith is the benefits representative for a group of workers
in InFusion US. She holds the responsibility for workers within an
alphabetical range (A to L). You have assigned Terry the Benefits
Representative responsibility. To define the scope of the
responsibility, complete the fields as shown in the following table:

Field Value

Legal InFusion Corp USA1

Employer
From Last A
Name
To Last Name L

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Reassigning a Responsibility

If you reassign a responsibility:

• The responsibility is immediately visible in the relevant
assignment record of the person to whom it is reassigned.
• The From Date of the responsibility is the current date, and
there is no To Date. In the assignment record (of the person
from whom the responsibility is being removed), the current
date is added to the To Date field only if there is no To Date.
Otherwise, the existing To Date remains unaltered.
• The scope of the responsibility remains the same.
• The change is visible in the Work Contacts list of the affected
people when the records are viewed the next time.

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Practice

• 14-6: Assigning an Area of Responsibility

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Mass Updates

Manage Mass Updates

You may need to update multiple records at one time, for
example, transfer all workers in a department together as part of
a company reorganization. Mass update enables you to update
multiple records using a single update request.

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Demonstration

• 14-2: Creating a Mass Transfer

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Quiz
Q
Which of the following is true?
a. A transfer is the movement of a person within the same legal
employer.
b. A global transfer is a transfer to a different legal employer.
c. Both a and b

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Quiz
Q
A temporary secondment to another department in the absence of
a department head is an example of a:
a. Transfer
b. Temporary Assignment
c. Global Transfer
d. Global Temporary Assignment

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Quiz
Q
You can always reverse a termination.
a. True
b. False

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Quiz
Q
You can either include or exclude assignments with future
changes in the mass update.
a. True
b. False

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Quiz
Q
When reassigning reports, you can change the manager type.
a. True
b. False

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Summary

In this lesson, you should have learned how to:

• Add a person and manage personal information
• Manage employment information
• Promote, transfer, and terminate workers
• Manage mass updates
• Manage direct reports

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