PFC - HCM - 026 - FDD - CoreHR - 1.3

Petrofac
Human Capital Management – Global HR

Foundation Design Document – Oracle HCM Cloud – Global HR
April 2019
Version 1.3
Approval
Name Position Signature
Russell Gomes Global HCM Business Lead
Oracle Consulting (OC)

Document Control
Change Record
4
Date Author Version Change Reference
23-Mar-2019 Sahil Mahajan 0.1 Initial Version

31-Mar-2019 Vimala Muthuswamy 1.0 Reviewed and Baselined for Release
07-Apr-2019 Vimala Muthuswamy 1.1 Updated for ORC inclusion
16-Apr-2019 Sahil Mahajan 1.2 Updated after walkthrough session
with Petrofac
18-Apr-2019 Vimala Muthuswamy 1.3 Added “Agency Staff” in the Person
Types Section
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
Petr Oracle Consulting Services | Petrofac | 23-Mar-2019 | Page 2 of 29
Document Control.................................................................................................................................2
Introduction...........................................................................................................................................5
Objective...........................................................................................................................................5
Related Solution Design Documents..................................................................................................5
References.........................................................................................................................................6
Process Overview..................................................................................................................................7
Hire to Retire.....................................................................................................................................7
Oracle Modern Best Practice.........................................................................................................7
Seeded Oracle Roles......................................................................................................................8
Process Descriptions..........................................................................................................................8
Business Process: Manage Workforce Structures..........................................................................8
Business Process: Add a Person.....................................................................................................9
Business Process: Manage Personal Information........................................................................11
Business Process: Manage Employment Information..................................................................12
Business Process: Transfer Worker..............................................................................................13
Business Process: Promote Worker.............................................................................................14
Business Process: Terminate Worker...........................................................................................14
Business Process: Approvals........................................................................................................15
Key Design Considerations..................................................................................................................16
Enterprise Structures.......................................................................................................................16
Work Structures...............................................................................................................................17
Jobs..............................................................................................................................................17
Positions......................................................................................................................................17
Grades.........................................................................................................................................17
Trees............................................................................................................................................18
Data segregation..............................................................................................................................19
Employment Model.........................................................................................................................19
Person Model..................................................................................................................................20
Person Numbering...........................................................................................................................21
Assignment Status...........................................................................................................................21
Seniority Date Mapping...................................................................................................................22
Transactions and Approvals.............................................................................................................23
Key Decisions...................................................................................................................................23
Integration...........................................................................................................................................24
Fusion to Taleo................................................................................................................................24
Taleo to Fusion................................................................................................................................24

Fusion to EBS...................................................................................................................................24
Fusion to Identity Management (SSO).............................................................................................24
Identity Management (SSO) to Fusion.............................................................................................25
Reporting.............................................................................................................................................26
Standard Metrics.............................................................................................................................26
Standard Reports.............................................................................................................................26
Additional Reports...........................................................................................................................26
Security................................................................................................................................................27
Open & Closed Issues..........................................................................................................................28

Introduction
Objective
The purpose of this document is to:
 Describe the high-level features available in Oracle HCM Cloud to support the Hire to Retire
process, as available in HCM Cloud Release 13 (version 19A);
 Provide an overview of the standard Oracle Modern Best Practices associated with the Core
Human Resources, employee Self-service, Manager Self-Service;
 Highlight any key design considerations that Petrofac should be prepared to assess in
preparation for implementation of HCM Cloud for Core Human Resources;
 Highlight any material areas where current Petrofac operating processes may need to be
challenged in order to align with standard HCM Cloud processes;
 This document will serve as a baseline for what functionality will be used in solution;
 The foundation design document is based on Action Log, Key design decisions and
Questionnaires gathered from Petrofac during the Familiarization Sessions;
The content of this document is based on the standard flows and embedded business processes
within Oracle HCM Cloud Global Human resources, as validated in a 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.
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 – Absence
 Foundation Design Document – Time and Labour
 Foundation Design Document – Payroll
 Foundation Design Document – Compensation
Oracle Consulting Services | Petrofac| 23-Mar-2019 | Page 5 of 29

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]

Process Overview
Hire to Retire
Oracle Modern Best Practice
The Core HR Solution Set supports the Hire to Retire business process. The process allows to
 Manage and analyze a dynamic workforce throughout the employee lifecycle;

 Leveraging one global solution that aligns your common HR processes;
 Decrease administrative costs and increase operational effectiveness;
 Support local compliance with one integrated system.
The processes covered are:
 Manage Work Structures

 Add a Person
 Manage Employment Information
 Manage Personal Information
 Transfer Worker
 Promote Worker
 Terminate Worker

 Enable Workforce Analysis
Seeded Oracle Roles

The seeded roles involved in the Hire to Retire process:
Role Description
Human Resource Specialist Can view and edit all HR data for all employees. As a best practice the data
security is regulated using the Area of Responsibility.
Line Manager Can view all non-confidential data for their own direct and indirect reports.
Line managers can initiate among others transfers, promotions, working hour
changes, location changes and manage salary and compensation for their
reports.
Employee Can view their own data only. They are able to edit selected personal details
like address, marital status and upload documents. Employees are not able to
edit their employment information.
Process Descriptions
Business Process: Manage Workforce Structures
The manage work structures process consists of processes contributing to the configuration of the
Enterprise to fit the structure at Petrofac. Using these processes Petrofac can create work structures
to register their workforce correctly.
Workforce Structure

The full business process is inserted for reference purposes:
Business Process: Add a Person

The Add a person process is used to add people to the Enterprise, this can be employees, contingent
workers, non-workers or pending workers. The process itself is very similar for these different groups
of people, there are small differences in the functionality though, for employees there are more
required fields then for contingent workers and non-workers. As it isn’t possible to deviate from the
flow in the system there is no best practice from a configuration perspective.
The business flow for adding persons to Oracle HCM Cloud looks, in a simplified way, as follows:

Adding of a person process consists of a number of very similar sub processes. These processes differ
on a few small details, mainly the worker type selection. The rehire flow is entered when adding a
person results in a duplicate match and the new person is identified as a rehire. The continuation of
the flow is the same as for adding a worker (of any type).
Adding a person to the Petrofac enterprise can start either in an external recruiting system or in
Oracle HCM Cloud. If the person is hired through the recruiting process the data will be interfaced to
Oracle HCM Cloud as an employee. From this point the data can be enriched and extra information
can be added if needed.
If the person is not hired through the recruitment process the creation of the person can be initiated
in Oracle HCM Cloud where all the information regarding the person must be entered.

Person Types
Oracle HCM Cloud provides four worker types to differentiate between Employee, Contingent
Worker, Non-worker and Pending Worker.
 Pending workers are people who will be hired or start as contingent worker. The pending
worker record is used to mark them before the effective hire or start date. When the new
hire or placement is finalized, you convert the new worker to the proposed worker type.
 Employees are the standard type for all workers with an employment contract and on the
Petrofac payroll.
 Contingent workers are usually self-employed or agency workers who have a work
relationship for a specified duration. Contingent workers are typically paid by invoices.
 Non-workers are people such as volunteers or retirees who are not engaged in the core
business of the company or legal employer but may receive payments.
Documents of Record
Oracle HCM Cloud is delivered with many document types which can be used in Document of
Record. The best practice is to limit the list to those document types that are needed by Petrofac.
This will make it easier for the users to select the correct document type when uploading a
document.
Approval of document of records is based on the document type setting: Approval required, this
setting can be Yes or No. If Yes then approval by HR is required, otherwise the document is auto
approved. Approval for Document of Record (DOR) will be as captured in Global HR Configuration
workbook.
Business Process: Manage Personal Information

Employee can initiate self-service transactions on their own data, changing their address, adding a
bank account, update their marital status, adding contacts, view their employment and salary
information, and utilize the compare and share functionality. Petrofac has decided that change in
personal information by employee will be auto-approved.

Business Process: Manage Employment Information
Oracle Modern Best practice is centered on employee and manager to utilize the self service
capabilities to keep information up to date. Manager can initiate numerous transactions for their
direct reports. They can change manager, manage direct reports, manage third party identifiers,
manage location, manage working hours, and utilize the compare and share functionality
The processes can be initiated by managers and require approval from HR Specialist. HR specialist
will check if required documents have been uploaded (if required) and if the transaction has been
entered correctly. After approval of the transaction the employment information will be updated in
the system, in case the transaction is rejected the information is not updated.
Relevant transactions are:
 Change Manager
 Upload Documents
 Manage Seniority Dates
 Manage Work Relationships
Compare
Employees and managers are able to utilize the compare functionality to compare themselves with
other employees. Employees will only see the public information of other employees to compare
unless information has been shared with them by their colleagues. The public information doesn’t
include grade, salary and other compensation information.
Managers can compare their direct reports with other employees but will only see the public
information of non-directs reports unless the employee has shared information with them. Within
the compare functionality employees and managers can compare against other people but also jobs
and positions.
Share Information
Oracle HCM Cloud includes functionality where employees and line mangers can share information
with others in the organization but also externally.
Employees can share their information internally or externally. When sharing externally employees
can select the information to share and limit sharing to a certain duration (in days) or number of
visits. The external party receives a user and access password and can view the information shared
by the employee.

Line managers also can share the information of their direct reports with others in the organization.
The receiver of the shared information can then see this employee in the same way the line manager
can and can then compare this employee with others. The sharing of information can also be used
between managers if the employee needs to be transferred and the receiving manager is initiating
the transaction. The receiving manager will not have access to this employee as the employee is not
in his hierarchy yet. By sharing the information with the receiving manager, he can initiate the
transfer of this employee to his team.
Sharing of information by managers requires approval from employees. If they reject the approval
notification sharing of his information will not be enabled.
Business Process: Transfer Worker

Managers are empowered to initiate transactions for their direct reports. They can transfer their
direct reports taking into account the approval rules that have been set. An approval flow is initiated
including HRBP, next level manager and Head of department to validate the transaction for
correctness and budgetary compliance.
Global Transfer
There are two types of transfers and the main difference is whether there is a change in legal
employer involved. In a global transfer the legal employer changes, which from a legal perspective is
a termination in one employer and a hire in the new employer.
Scenario Types Action

Employee moves from one entity
Global Temporary
to another entity globally for a
Assignment
short term
Secondment
Employee moves from one entity
Global Temporary
to another entity locally for a
Assignment
short term
Inter Company Outside Country
Global Transfer
Transfer Within Country
In case of Global transfer HR will see data as per below:
1. Home HR will no longer have the access to employee's record. (Neither Active nor
Inactive).
2. Host HR will access both records of employee i.e. Active as well as Inactive.
In case of Global temporary assignment HR will see data as per below:

1. Home HR will have access to employee's record. (Active or Inactive).
2. Host HR will have access to employee's record. (Active or Inactive).
In case of End Global temporary assignment HR will see data as per below:
1. Home HR will have the access to employee's record. (Active or Inactive).
2. Host HR will not have the access to employee's record. (Active or Inactive).
Business Process: Promote Worker

Managers are empowered to initiate transactions for their direct reports. They can promote their
direct reports taking into account the approval rules that have been set. An approval flow is initiated
including HR Business Partner, next-level manager, Head of department to validate the transaction
for correctness and budgetary compliance.
Business Process: Terminate Worker

Employees, line managers and HR Specialists can initiate a termination. Employees can enter their
resignation, which is a voluntary termination, whereas Line Managers and HR Specialists can also
enter an involuntary termination.
Given the impact of a termination there is an approval flow available.
 Employee initiated terminations will follow approval hierarchy as, Line manager, HR Business
Partner and Head of Department approval with a for-your-information notification to HR
Shared services and Payroll team
 Line manager initiated terminations will follow approval hierarchy as next level manager, HR
Business partner, Head of department with a for-your-information notification to HR Shared
services
 HR initiated terminations will follow approvals as HR Business Partner, Line Manager

(Employee’s Line manager) Head of department.

Reverse Termination
Sometimes terminations need to be corrected or even reversed. Examples are changes to the
termination date or employees deciding to stay after discussions with Petrofac representatives. HR
Specialists can administer these changes.
Business Process: Approvals

HR specialist can maintain all employee data with, by default, no approvals on these transactions.
However, for Petrofac HR initiated transactions will follow approval hierarchy as per attached sheet.

Key Design Considerations
Enterprise Structures
Oracle Cloud Applications provide many organization structure components to configure the
enterprise structure to reflect Petrofac’s business model. These components differ in the
classification they have. Organization classifications define the purpose of the organization, whether
it's a department, a division, or a legal entity.
In some enterprises, organization classifications overlap, which means that the same organization
can be assigned multiple classifications. For example, one organization within an enterprise might be
both a project organization and a department. The classifications of organizations vary according to
business objectives, legal structure, industry, company culture, size and type of growth. You can
create organizations in Oracle Fusion with one or more classifications to reflect your enterprise
structure.
Oracle Cloud Applications also enables the configuration of trees/hierarchies of departments and
organizations. In the department hierarchy only departments can be included, whereas in the
organization hierarchy also other internal organizations can be included.
The following items will form part of the HCM Enterprise Structure for Petrofac:
 Enterprise
 Divisions
 Legislative Data Groups
 Legal Entities
 Legal Reporting Units
 Departments
 Business Units
 Locations
Item Definition
Enterprise  One for Petrofac - holds the basic information about the enterprise such as
primary industry and location of the headquarters. The rest of the
organization structures are built under the Enterprise.
Division  A business-oriented subdivision within an enterprise, in which each division

organizes itself differently to deliver products and services or address
different markets. A division can operate in one or more countries and can
be comprised of many companies or parts of different companies that are

Item Definition
represented by business units.

 This is majorly for reporting and it is not visible at each employee record in
the system.
Legislative  Typically, at least one LDG per country is required to facilitate regulatory
Data group and government reporting requirements and support any delivered
functionality.
Legal  Represents in HCM the legal employer. A legal employer is a legal entity
Entities that employs people.
Business  Business unit is a logical unit that is managed to align, track and report
Unit specific business rules to share data.
 It can be used for: a). Management reporting, b). Transaction processing c).
Transactional data security and d). Reference data sharing and definition
Departmen  A department is an organization to which you assign workers. It can be

t used for roll up reporting and security. Cost Centers are maintained against
each department.
Locations  Physical site or location (with address). Employees can also be working out
of this location
Work Structures
Jobs
Jobs are typically used in industries where flexibility and organizational change are key features.
Using jobs gives an enterprise the flexibility to determine where to use head count, because the job
only exists through the person performing it.
Positions
Positions are typically found in organizations which can be marked as: static, with strict budget
controls and/or centrally lead. Using positions gives an enterprise the ability to regulate
employment, roles, and compensation according to strict policies and procedures. Fixed roles tend
to endure over time, surviving multiple incumbents. Industries that manage roles rather than
individuals, where roles continue to exist after individuals leave, typically model the workforce using
positions.
Grades
The level of compensation for workers is set with the grade structures. Grades show relative
seniority and are used to compare roles across the organization. Oracle HCM Cloud can be used for
direct pay and for indirect pay. Direct pay sets grades with salary ranges (like minimum and

maximum wages), so workers can have their salary within these boundaries. Indirect pay includes
grade steps and workers inherit their salary from the grade step they are on.
Trees
Department Trees
Using the predefined tree structure for a department tree, you can create multiple department trees
and then create multiple versions of each tree to build hierarchical representations of the
departments within your organization. The top node of the tree is a department, and all of the child
nodes are also departments. You can secure data by using department trees in an organization
security profile.
Organization Trees
Using the Organization Tree, you can create the hierarchical representation of your enterprise. In an
organization tree, you can select any type of organization like Divisions, Legal Employer, Business
Unit or Department for the first node and for the child nodes, but have only one first node. You can
secure HCM data using an organization tree, to identify organizations in an organization security
profile.
The following items will form part of the Work Structures for Petrofac:
 Jobs
 Job Family
 Job Profile
 Grades
 Grade Rates
 Organization Trees
 Department Trees
Item Definition
Job  Description of the task the employee performs for the organisation.
Job Family  A group of jobs that have different but related functions, qualifications,
and titles. They are beneficial for reporting.
Job Profile  Describe the job requirements or attributes of a job (model profile) such as
Competencies, Degrees and Job profile is associated to Job.
Grade  Grade shows relative seniority and is used to compare roles across an
enterprise.
Grade Rate  Grade contains grade rates. Rates set grades with salary ranges (like
minimum and maximum wages), so workers can have their salary within
these boundaries.
Organization  The Organization Tree would be used to depict the Organization Structure
Tree of the Company
 Different types of Organizations like Legal Employers, Business Units,

Item Definition
Divisions and Departments can be added to Organization tree

 There could be multiple active organization trees defined in the
application
 The Organization tree could be used to secure access to Organizations by
identifying an Organization hierarchy in an Organization security profile
Department  The Department Tree could be used to depict the Department Hierarchy of
Tree the Company.
 Only the department could be used while defining the department trees
 There could be multiple active department trees defined in the application
 The Department tree could be used secure access to Departments by
identifying a Department hierarchy in an Organization security profile
 Department Trees can be used to drive the data security access through
Area of Responsibility or Organization Security Profiles.
Data segregation
Oracle HCM Cloud provides the ability to segregate common work structures by business unit. The
standard usage is to use common sets for jobs, grades and locations to standardize HR data.
Common Sets are used for Global List of Values.
Petrofac has chosen to for the following segregations:
Item Level of Segregation
Location  Common Set.

 All Locations are defined in Common Set.
Job  Common Set.

 All Jobs are defined in Common Set.
Grade  Common Set.

 All Grades are defined in Common Set.
Departmen  Division Set.

t  All Departments will be defined in Division Set.
Employment Model
The employment model comprises two types of entities, which are work
relationships and assignments.
When you configure the employment model for the enterprise (when you create or update the
enterprise), you can select from three options:
 Single Assignment

 Single Assignment -Single Contract
 Multiple Assignment
For Petrofac “Single Assignment- Single Contract” Employment Model would be used for all
countries in scope.
Person Model
 Global Person Model:
– Person exists once in an enterprise with a unique identifier.

– Legislative-specific name format definitions
 Person Relationships:
– Person-to-person (the contacts of the employees are also captured as a person

information in Fusion thus creating a person – person relationship)
 Work Relationships:
– Person-to-organization (A work relationship is built when an employee is hired in the

organization and this is built between person and the Legal Employer which is the
organization)
 Person Types:
– Enable identification of different groups of people in an organization

– Define the type of relationship a person has with an organization
– Person Types are categorized as System and User Person Type.

For Petrofac the person types are as:
System Person Type User Person Type Default
Contingent Worker External Client Representative N
Contingent Worker JV Partner N
Contingent Worker Limited Company Contractor N
Contingent Worker Third Party Contractor Y
Contingent Worker Agency Staff N
Employee Direct Consultant N
Employee Graduate N
Employee Intern N
Employee Regular Employee - Local Hire N
Employee Temporary Employee - Local Hire N
Employee One-Off Payment N
Employee Regular Employee Y
Employee Temporary Employee N
Ex-contingent Worker Ex-contingent Worker N
Ex-employee Ex-employee N
Person Numbering
The Person Number is a Unique Global Identifier in Oracle HCM Cloud Applications.
 Single sequence will be used for all types of workers viz. Employee/Contingent Worker/Non-
Worker/Contact.
 During data migration all employees will be migrated with their existing numbers.
 New hire in Cloud HCM will get new number generated by system.
 The starting sequence will be set to 2100001 in Cloud HCM.
Assignment Status
Each assignment contains an assignment status. The assignment status contains an "HR status", a
"payroll status”, and optionally user statuses. The HR status and payroll status values are linked to
the assignment status and are set automatically when the assignment status changes.

User Status Assignment Status HR Status Pay Status
Active - Payroll Eligible ACTIVE_PROCESS Active Process
Active - No Payroll ACTIVE_NO_PROCESS Active Do Not Process
Inactive - Payroll Eligible INACTIVE_PROCESS Inactive Process
Inactive - No Payroll INACTIVE_NO_PROCESS Inactive Do Not Process
Suspended - Payroll Eligible SUSPEND_PROCESS Suspended Process
Suspended - No Payroll SUSPEND_NO_PROCESS Suspended Do Not Process
Seniority Date Mapping

A seniority date is a date on which the calculation of a person's seniority with the enterprise,
department, grade, or other entity, is based. In most cases, seniority dates are the same as start
dates; however, using separate seniority dates you can manage them independent of start dates.
Below would be the seniority date scenarios and how it would be captured in Petrofac.
Case 1: Rehire and old employee
Employee Type: Regular Employee
First Work relationship date: 2010-2013
Rehire Date: 2015-2016 (Old LE)

Global Transfer: 2016(New LE) - till date
The New Work relationship dates as captured after Rehire would be as below:
Enterprise Hire Date: 2010

Enterprise Seniority Date: 2015 (Group Hire date which will be used to calculate continues period of
service or Latest Rehire Date, and also for calculation of gratuity and all other benefits)
LE Hire Date: 2016

LE Seniority Date: Same as LE Hire Date or can be edited
Case 2: Hire an employee through Merger/Acquisition
Employee Type: Acquired employee in Petrofac
Acquiring Details: New Company acquired by Petrofac on 01-Jan-2017, thus the acquisition date and
new legal entity creation date is 01-Jan-2017.

Employee’s previous company tenure: 2010 till company acquired date without any break
In this case the new work relationship dates post acquisition would be as below:
Enterprise Hire Date: 2017 (Acquisition Date this is to calculate continues period of service for
service award)
Enterprise Seniority Date: 2010 (is used for gratuity and all other benefits)
LE Hire Date: 2017

LE Seniority Date: Same as LE Hire Date or can be edited
Transactions and Approvals

The following file details the list of transactions and approvals for Core HR
Key Decisions
The following file details the list of Key Decisions for Core HR

Integration
Oracle HCM Cloud will be embedded in a landscape of other Oracle Cloud applications and
surrounding external applications/systems. Oracle Cloud applications 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.
This section needs to be revised for ORC
Fusion to Taleo
Custom integration will be developed from Fusion to Taleo to send workforce structure (like
Job/Grade/Location/department) create/update.
Taleo to Fusion
Custom Interface from Taleo to HCM Cloud to hire candidate (Offer Accepted) as employee. On-
boarding documents from Taleo for candidates will be uploaded to employee records in Document
of records as part of interface. Once an employee is terminated in HCM Cloud the data will be
interfaced to Taleo to inactivate employee user account.
Fusion to EBS
Custom integration to push employee master data to the ERP system for payroll processing including
 New Hires
 Employee Movements
 Transfers
 Absences
 Salary
 Allowances
 Terminations
EBS to payroll
Custom integration to push payslips from EBS to Fusion
 Payroll
Fusion to Identity Management (SSO)

Custom integration to push employee details to the Identity Management System for Single Sign On

 New Hires
 Terminations
Identity Management (SSO) to Fusion

Custom integration to update email id in Fusion from Identity Management System
 Email

Reporting
Standard Metrics
The following standard metrics are provided as part of Oracle Cloud to support Hire to Retire
processes as Key Performance Indicators (KPIs), delivered via the Oracle Transactional Business
Intelligence (OTBI) tool.
Subject Area Metric Description
Workforce Management Head Count Headcount of all workforce including contractors,

– Worker Assignment part time and full time (inactive employees are
Real-Time included)
Workforce Management Full-Time Equivalent FTE of active employees (includes contractors and
– Worker Assignment temporary employees). This excludes employees
Real-Time on leave.
Standard Reports
The following standard reports are provided as part of Oracle Cloud to support Hire to Retire
processes, delivered via the Oracle Transactional Business Intelligence (OTBI) or Business Intelligence
Publisher (B.I. Publisher) tools.
Additional Reports
The following reports are defined by Petrofac
Report Name Report Description Type

Security
The following roles have been identified to support the Absence Management processes for
Petrofac.
Role Name Description
Employee This is an Auto Provisioned Role Attached to all Employees
Line Manager This is an Auto Provisioned Role which is attached to the Managers
having Employee’s reporting under them.
HR Business Partner This is an Auto Provisions role based on the Area of Responsibility
tagged in the Core HR record.
HR Shared Services This is an Auto Provisions role based on the Area of Responsibility
tagged in the Core HR record.

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
GHR Enterprise Enterprise Structure is not In Progress Reviewing the received

01 Structure yet finalized data.
GHR Work Which reference set will Closed This has been shared
02 Structure be used while defining and updated accordingly
location and departments in FDD.
GHR People Group People Group KFF fields In Progress Reviewing the received
03 and their corresponding data.
values
GHR Action and Action and Action reasons In Progress Reviewing the received
04 Action to be shared data.
reasons
GHR AOR List of AOR required to be Open Pending with Petrofac

05 configured need to be
shared
GHR Checklist Off-boarding/Termination In Progress Reviewing the received

06 Checklist details to be data.
shared
GHR ORC Impact of ORC on Core HR Open

07 to be assessed

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PFC - HCM - 026 - FDD - CoreHR - 1.3

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PFC - HCM - 026 - FDD - CoreHR - 1.3

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Petrofac

Human Capital Management – Global HR

Name Position Signature

Russell Gomes Global HCM Business Lead

Oracle Consulting (OC)

23-Mar-2019 Sahil Mahajan 0.1 Initial Version

Vimala Muthuswamy HCM Lead Consultant

Copy Name Location

1 Library Master Project Library in Oracle Beehive

Petr Oracle Consulting Services | Petrofac | 23-Mar-2019 | Page 3 of 29

Petr Oracle Consulting Services | Petrofac | 23-Mar-2019 | Page 4 of 29

Related Solution Design Documents

 Foundation Design Document – Absence

 Foundation Design Document – Time and Labour

 Foundation Design Document – Payroll

 Foundation Design Document – Compensation

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 Manage and analyze a dynamic workforce throughout the employee lifecycle;

The processes covered are:

 Manage Work Structures

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Seeded Oracle Roles

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Business Process: Add a Person

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Business Process: Manage Personal Information

The full business process is inserted for reference purposes:

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The full business process is inserted for reference purposes:

Relevant transactions are:

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Business Process: Transfer Worker

Scenario Types Action

In case of Global transfer HR will see data as per below:

In case of Global temporary assignment HR will see data as per below:

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2. Host HR will have access to employee's record. (Active or Inactive).

1. Home HR will have the access to employee's record. (Active or Inactive).

Business Process: Promote Worker

Business Process: Terminate Worker

Given the impact of a termination there is an approval flow available.

 HR initiated terminations will follow approvals as HR Business Partner, Line Manager

The full business process is inserted for reference purposes:

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Business Process: Approvals

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Division  A business-oriented subdivision within an enterprise, in which each division

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represented by business units.

Departmen  A department is an organization to which you assign workers. It can be

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Divisions and Departments can be added to Organization tree

Item Level of Segregation

Location  Common Set.

Job  Common Set.

Grade  Common Set.

Departmen  Division Set.

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– Person exists once in an enterprise with a unique identifier.