Petrofac

Human Capital Management – Profile

Foundation Design Document – Oracle HCM Cloud – Profile
April 2019
Version 1.0

Approval

Name Position Signature

Russell Gomes Global HCM Business Lead

Oracle Consulting (OC)

1. Document Control
Change Record

3
Date Author Version Change Reference

03-Apr-2019 Sahil Mahajan 0.1 Initial Version

08-Apr-2019 Vimala Muthuswamy 1.0 Reviewed and Baselined for Release

Reviewers

Name Position

Vimala Muthuswamy HCM Lead Consultant

Distribution

Copy Name Location

No.

1 Library Master Project Library in Oracle Beehive

2 Library Master Project Library in Petrofac SharePoint
3 Kenny Richardson Project Manager
4 Russell Gomes Global HCM Business Lead
5 Saji Krishnan Global HCM IT Lead

Table of Contents
1. Document Control.........................................................................................................................2

Oracle Consulting Services | <Customer Name> | <Document Date> | Page 2 of 17

2. Introduction5
2.1. Objective................................................................................................................................5
2.2. Related Solution Design Documents......................................................................................5
2.3. References.............................................................................................................................6
3. Profile Management......................................................................................................................7
3.1. Process Overview...................................................................................................................7
3.1.1. Seeded Oracle Roles......................................................................................................7
3.2. Process Descriptions..............................................................................................................8
3.2.1. Business Process: Define Talent Profile..........................................................................8
3.2.2. Business Process: Manage Content Types.....................................................................9
3.3. Profile Management Components.......................................................................................10
3.3.1. Content Library............................................................................................................10
3.3.2. Profile Types................................................................................................................11
3.3.3. Profiles.........................................................................................................................11
3.3.4. Content Subscribers.....................................................................................................11
3.3.5. Educational Establishments.........................................................................................11
3.3.6. Instance Qualifier Sets.................................................................................................11
3.3.7. Rating Models..............................................................................................................11
3.4. Content Types......................................................................................................................12
3.4.1. Properties....................................................................................................................12
3.4.2. Relationships................................................................................................................12
3.4.3. Subscribers...................................................................................................................12
3.5. Content Items......................................................................................................................13
3.5.1. Item Properties............................................................................................................13
3.5.2. Related Content Items.................................................................................................13
3.5.3. Proficiency Descriptions...............................................................................................13
3.6. Profile Types........................................................................................................................13
3.6.1. Person Profile...............................................................................................................13
3.6.2. Model Profile...............................................................................................................14
4. Key Design Considerations...........................................................................................................15
5. Integration Points........................................................................................................................16
5.1. Third Party Performance Rating...........................................................................................16
6. Reporting 17
6.1.1. Standard Reports.........................................................................................................17
6.1.2. Additional Reports.......................................................................................................17
7. Open & Closed Issues..................................................................................................................18

Oracle Consulting Services | <Customer Name> | <Document Date> | Page 3 of 17

2. Introduction
2.1. Objective
The purpose of this document is to:

 Describe the high-level features available in Oracle HCM Cloud to support the Profile
Management process, as available in HCM Cloud Release 13 (19 A);

 Provide an overview of the standard Oracle Modern Best Practices associated with the
Profile Management solution set;
 Highlight any key design considerations that Petrofac should be prepared to assess in
preparation for implementation of HCM Cloud for Profile Management;

 Highlight any material areas where current Petrofac operating processes may need to be
challenged in order to align with standard HCM Cloud processes.

The content of this document is based on the standard flows and embedded business processes
within Oracle HCM Cloud Profile Management, as validated in the familiarization workshop
conducted by Oracle Consulting Services for Petrofac.

Oracle HCM Cloud is delivered via the underlying Oracle Cloud Applications suite. Oracle Cloud
Applications have been designed around business process best practices and are open-standards-
based business applications.

2.2. Related Solution Design Documents

Global Core HR is part of the integration Global HCM suite of modules. We recommend that in order
to understand the overall solution and also to understand the linkages of Global Core HR with other
modules, reviewers of this document also go through following documents:

 Foundation Design Document – Core HR

 Foundation Design Document – Compensation

Oracle Consulting Services | <Customer Name> | <Document Date> | Page 4 of 17

2.3. References
Reference Description Version

Oracle Modern Any reference to best practices are intended to refer to Oracle Modern Best Practice N/A
Best Practice processes [OMBP]. The official Oracle Modern Best Practice business process repository
for an exhaustive overview of our detailed processes can be found here.
[https://www.oracle.com/applications/modern-best-practice/hr-and-talent-
management/index.html]

Oracle Consulting Services | <Customer Name> | <Document Date> | Page 5 of 17

3. Profile Management
3.1. Process Overview
Profile Management is a framework for developing and managing talent profiles that meet your
organizational requirements. Profiles summarize the qualifications and skills of a person or a
workforce structure such as a job or position.

Profiles are used for tracking workers' skills, competencies, and accomplishments, and for various
talent management activities, such as career planning, identifying training needs, performance
management, and in the recruitment process for identifying job requirements and suitable
applicants.

Profile Management is called in as a sub process in a number of main processes like Core HR for
Career History, Performance Management for Performance Rating and Competencies and Talent
Review with Risk of Loss, Potential and Talent score.

The processes covered are:

 Define Talent Profile

 Manage Content Types

3.1.1. Seeded Oracle Roles

The seeded roles involved in the Profile Management process:

Role Description

HR Specialist View employees’ Development and Growth details, Career Statement,

experience and qualifications. Find best fit jobs and persons, and compare
profiles of employees. Update the performance and potential details of the
employees. Creating and maintaining Model profiles.

HR Administrator Setups Content Types and maintains Content Items

Line Manager View their direct reports’ Development and Growth details, Career
Statement, experience and qualifications. Find best fit jobs and persons,
and compare profiles of their direct reports. Update the performance and
potential details as well.

Employee Update Development and Growth details, Career Statement, add jobs or

Oracle Consulting Services | <Customer Name> | <Document Date> | Page 6 of 17

 Role Description

positions to their interest lists, review suggested jobs, identify career

preferences, update their experience and qualifications, find best fit jobs
and persons, and compare profiles

3.2. Process Descriptions

3.2.1. Business Process: Define Talent Profile

Oracle Modern Best Practice

Oracle Fusion Profile Management enables organizations to manage talent profiles. The module
enables managers and HR specialists to maintain person profiles with their skills, qualifications and
accomplishments. They can also define model profiles with targeted skills and qualifications of the
jobs and positions within the company. Worker can manage their own careers by keeping their
talent profiles up-to-date so their skills, qualifications and accomplishments reflect their current
performance and future career goals.

Profile management provides a framework for developing and managing talent profiles that meet
your industry or organizational requirements.

Oracle Consulting Services | <Customer Name> | <Document Date> | Page 7 of 17

The full business process flow is attached below:

Profiles are not only valuable for tracking workers' skills, competencies, and accomplishments, but
also for various talent management activities, such as career planning, identifying training needs and
performance management.

Workers are able to manage their Competencies, Licenses and Certifications, Degrees, Languages
skills, Memberships and Honors and Awards. The approval flow may include line managers and HR
Specialists based on Petrofac requirements. Workers can also maintain their career aspirations as
well as work requirements in the Career Planning section.

Line Managers can manage the Competencies, Licenses and Certifications, Degrees, Languages skills,
Memberships and Honors and Awards for themselves as well as on behalf of their direct report
employees.

HR Specialist can create and maintain model profiles and update all content on behalf of the worker.

3.2.2. Business Process: Manage Content Types

Oracle Modern Best Practice

Content Types are structure to register talent profile content. A typical example of content type
would be Competencies, Languages, Prior work history etc. Two types of content types are provided:
free format or not free format.

 A free-form content type contains only a code, name, and a description, and does not have
any properties defined for it until you add it to a profile type. Free-form content types do
not include any content items.
 A non-free-form content type contains Content Type ID, Content Item ID, Name, From Date
and Content Supplier code that are automatically generated and can't be edited. A non-free-
form content types contains content items.
HR Administrators can define new content types, change or disable existing content types in the
Application. Content types are the skills, qualities, and qualifications that you want to track in talent
profiles. The content library contains predefined content types such as competencies, languages,
and degrees, but you can create custom content types as needed. You can also create free-form
content types. The Manage Content Types process is used to create a custom content type.

Oracle Consulting Services | <Customer Name> | <Document Date> | Page 8 of 17

3.3. Profile Management Components
You can configure Oracle Fusion Profile Management to meet your business requirements using
these components: the content library, profiles and profile types, content subscribers, educational
establishments, instance qualifier sets, and rating models.

This figure illustrates how the components of Profile Management fit together.

Figure that illustrates how the components of Profile Management fit together

3.3.1. Content Library

The content library provides the foundation for profiles as it stores both content types and content
items.

Oracle Consulting Services | <Customer Name> | <Document Date> | Page 9 of 17

3.3.2. Profile Types
Profile types are templates that you use to create profiles. Profile types determine whether the
profile is for a person or for a workforce structure such as a job or a position, and the content of the
profile.
You select content types from the content library to create content sections for the profile type.

3.3.3. Profiles
You create person profiles for individual workers and model profiles for workforce structures, such
as a jobs or positions. The information that you complete for the profile is determined by how the
profile type has been set up. For example, a person profile might contain information about a
person's education, language skills, competencies, and activities and interests. A job profile might
contain information about the competencies required for the job, such as competencies, language
skills, degrees, or certifications.

3.3.4. Content Subscribers

Content subscribers are applications external to Oracle Fusion Profile Management that use content
types.

3.3.5. Educational Establishments

You can define educational establishments for workers to use when they add education information,
such as degrees, to their profile

3.3.6. Instance Qualifier Sets

You assign instance qualifiers to content types. Instance qualifier sets uniquely identify multiple
instances of a content item on a profile. For example, if multiple people update a performance rating
for a competency on a worker's profile, instance qualifiers provide a unique identifier to each
instance of the competency so that you can determine who provided each rating.

3.3.7. Rating Models

When you create content types in the content library, you can attach rating models to determine the
scale for measuring performance and/or proficiency. You can also use rating models to measure the
risk and impact of loss for workers, and to measure their potential.

Oracle Consulting Services | <Customer Name> | <Document Date> | Page 10 of 17

3.4. Content Types
Content types are the skills, qualities, and qualifications that you want to track in profiles. The
content library contains predefined content types such as competencies, languages, and degrees,
but you can create new content types as needed. You can also create free-form content types
Content types contain:
 Properties
 Relationships
 Subscribers
Note: Free-form content types do not contain relationships and do not contain properties until you
add them to a profile type.

3.4.1. Properties
For each content type, you define the properties that all content items of the content type can or
must have. To define properties of the content type, you select fields to be displayed when setting
up the content items and the attributes of those fields. The attributes that you specify for each field
are: field label, default value, whether the field is required, and whether the field is hidden, display-
only, or editable. If the field is attached to a predefined list of values, you also specify the source of
the list.

3.4.2. Relationships
Specify where one content type is a parent of another, or where one content type supports another.
Content items of content types with relationships inherit the relationship. You cannot create two
kinds of relationships between two types or create a relationship between a type and itself. For
example, content type A cannot be both the parent and child of content type B. A content type
cannot be related to itself.

3.4.3. Subscribers
Content subscribers are other Fusion applications, external to Profile Management, that interact
with Profile Management data, such as content and profile items. Use this page to manage
subscriber codes and the content types to which each subscriber has access. For example,
Performance Management has access to Competencies and Goals.

If you do not specify a subscriber code for the content type, you cannot view the content type in
other applications. For example, if you add a new content type called Corporate Citizenship to the
person profile type, you cannot view the content section for Corporate Citizenship in person profiles
until you add the new content type to the HRMS content subscriber code.

Oracle Consulting Services | <Customer Name> | <Document Date> | Page 11 of 17

3.5. Content Items
Content items are the individual skills, qualities, and qualities within the content types in the content
library. For example, within the Competencies content type, communication is a content item. You
can create content items to meet your business needs. When determining Content Items, you also
need to consider:

 Item properties
 Related content items
 Proficiency descriptions

3.5.1. Item Properties

Content items inherit the fields and field properties that you define for the content type to which
the item belongs. For example, one of the fields defined for the Memberships content type is
ITEM_DESCRIPTION field. The attributes of this field are set up so that the label is Description, the
field is editable, and the field does not require an entry. When you set up a content item for the
Memberships content type, you will see a field called Description where you can enter text to
describe the agency, but the field will not be required.

3.5.2. Related Content Items

If the content type for which you are creating an item has related content types, then you can enter
the related content items for the item.

3.5.3. Proficiency Descriptions

If the content item belongs to a content type that has a rating model defined for it, then you can
either use the existing descriptions for the ratings within the model, or define descriptions for the
ratings that are specific to the content item. When ratings are given for the content item, the
descriptions defined for the item are used instead of those on the rating model.

3.6. Profile Types

Profile types include person profile types and model profile types. To define profile types, you first
specify whether the profile type is a person or model profile.

3.6.1. Person Profile

The person profile type is the template that you use to create profiles of your workers. The person
profile contains the skills, qualities, and qualifications that you want to track for your workers. The
person profile type is predefined, and you can have only one. The person profile is automatically

Oracle Consulting Services | <Customer Name> | <Document Date> | Page 12 of 17

associated to the Core HR person, and is created automatically whenever a user attempts to access a
person’s profile for the first time.

3.6.2. Model Profile

Model profile types are templates for workforce structures such as jobs and positions. Model
profiles identify the targeted and required skills and qualifications for a job or position, and also
identify work requirements, such as work schedule and travel frequency. You can set up multiple
model profile types.

For model profiles, you also specify the workforce structures for which the model profile can be
used. For example, if you specify that the model profile can be used for jobs and positions, then you
can use the profile type to create both job and position profiles.

A job or position (or other workforce structure) can only have one active model profile, but a model
profile such as a job or position profile can be associated to multiple workforce structures.

Model profiles are not created automatically. HR Specialists create job or position profiles either
through the dedicated Profiles work area, or through the Core HR Jobs or Positions work area.

Note: The Job profile type can be associated to different levels of workforce structures, such as
position, job, or job family. Performance Management makes use of this feature to identify which
competencies are pulled into a performance document.

Oracle Consulting Services | <Customer Name> | <Document Date> | Page 13 of 17

4. Key Design Considerations
As part of the review of HCM Profile Management, a number of key design considerations were
highlighted, which should be reviewed in preparation for and as part of the initial stage of an HCM
Cloud (Profile Management) implementation for Petrofac.

The following design decisions have been made around profile management:
 Job Profiles will be used for Petrofac. Content Types associated with the Job Profile will be
decided as part of the Job Framework activities.
 Position Profiles will be not used for Petrofac during this implementation. However, the
feature is available in the system and could be enabled as and when required.
 Along with the seeded content types additional content types will be associated with the
Person Profiles for Petrofac. Refer “02 PFC_HCM_034_Person Profile Questionnaire_V1.0”
for details about the custom content types created for Petrofac.

Oracle Consulting Services | <Customer Name> | <Document Date> | Page 14 of 17

5. Integration Points
Oracle HCM Cloud will be embedded in a landscape of other Oracle Cloud applications and
surrounding external applications/systems. Oracle Cloud applications for HCM, ERP and SCM share
common data components like departments, locations, jobs, employees, cost centres, etc. across
these applications. They are an integral part of the Oracle solution and will not be described in this
section.
Oracle Profile Management cloud also has native integration with other modules within Oracle
Talent Management.

5.1. Third Party Performance Rating

Performance Management will stay outside cloud and an interface will be built to load and display
the Performance Rating History to the employees

Oracle Consulting Services | <Customer Name> | <Document Date> | Page 15 of 17

6. Reporting
6.1.1. Standard Reports
No standard reports are provided within Profile Management.

6.1.2. Additional Reports

The following additional Reports must be created to support the Profile Management processes,
delivered via the Oracle Transactional Business Intelligence (OTBI) or Business Intelligence Publisher
(BI Publisher) tools.

Report Name Report Description Type

Oracle Consulting Services | <Customer Name> | <Document Date> | Page 16 of 17

7. Open & Closed
Issues
This section is used to summarise any issues
relating to HCM Solution Sets and responses to
these questions when known.

ID Topic Question Status Response

Pro 01 Person Profile Configuration Questionnaire for Open Pending with Petrofac
Profiles needs to be reviewed and
finalised

Pro 02 Reports Additional Reports will be discussed Open

during Custom Reports workshop

Copyright © 2015, Oracle and/or its affiliates. All rights reserved. This
document is provided for information purposes only and the contents
hereof are subject to change without notice. This document is not
warranted to be error-free, nor subject to any other warranties or
conditions, whether expressed orally or implied in law, including implied
warranties and conditions of merchantability or fitness for a particular
purpose. We specifically disclaim any liability with respect to this
document and no contractual obligations are formed either directly or
indirectly by this document. This document may not be reproduced or
transmitted in any form or by any means, electronic or mechanical, for any
purpose, without our prior written permission.

Oracle and Java are registered trademarks of Oracle and/or its affiliates.
Other names may be trademarks of their respective owners.

AMD, Opteron, the AMD logo, and the AMD Opteron logo are trademarks
or registered trademarks of Advanced Micro Devices. Intel and Intel Xeon
are trademarks or registered trademarks of Intel Corporation. All SPARC
trademarks are used under license and are trademarks or registered
trademarks of SPARC International, Inc. UNIX is a registered trademark
licensed through X/Open Company, Ltd. 1212

Connect with us

blogs.oracle.com

facebook.com/oracle

twitter.com/oracle

oracle.com

Oracle Consulting Services | <Customer Name> | <Document Date> | Page 17 of 17