11i Oracle HRMS Implement

Oracle HR and Payroll (US)
Student Guide Vol. 1

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14806GC20
Edition 2.0

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April 2002
D34544

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Copyright © Oracle Corporation, 2002. All rights reserved.
This documentation contains proprietary information of Oracle Corporation. It is provided under a license agreement containing
restrictions on use and disclosure and is also protected by copyright law. Reverse engineering of the software is prohibited. If this
documentation is delivered to a U.S. Government Agency of the Department of Defense, then it is delivered with Restricted Rights
and the following legend is applicable:
Restricted Rights Legend
Use, duplication or disclosure by the Government is subject to restrictions for commercial computer software and shall be deemed
to be Restricted Rights software under Federal law, as set forth in subparagraph (c)(1)(ii) of DFARS 252.227-7013, Rights in
Technical Data and Computer Software (October 1988).
This material or any portion of it may not be copied in any form or by any means without the express prior written permission of the
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criminal penalties.
If this documentation is delivered to a U.S. Government Agency not within the Department of Defense, then it is delivered with
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The information in this document is subject to change without notice. If you find any problems in the documentation, please report
them in writing to Worldwide Education Services, Oracle Corporation, 500 Oracle Parkway, Box SB-6, Redwood Shores, CA 94065.
Oracle Corporation does not warrant that this document is error-free.
Oracle and all references to Oracle Products are trademarks or registered trademarks of Oracle Corporation.
All other products or company names are used for identification purposes only, and may be trademarks of their respective owners.

Author
Mark Rowe, Alison Crabbe, Juliette Fleming, Ruth Charles, Richard Sharp, Mike Laverty, John
Cafolla

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Technical Contributors and Reviewers

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John Cafolla, Margaret Wong, Louise Raffo, Ratna Kuplish, Kevin Kelley

This book was published using:

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Table of Contents
Work Structures ..............................................................................................................................................1-1
Work Structures.............................................................................................................................................1-2
Objectives ......................................................................................................................................................1-3
Modules .........................................................................................................................................................1-4
Overview of Enterprise Work Structures......................................................................................................2-1
Overview of Enterprise Work Structures.......................................................................................................2-2
Topics ............................................................................................................................................................2-4
Module Overview ..........................................................................................................................................2-5
Overview of Enterprise Work Structures.......................................................................................................2-6
Oracle HRMS An Information Model ...........................................................................................................2-7
Oracle HRMS Information Model.................................................................................................................2-8
Typical Types of Enterprise...........................................................................................................................2-9
Project Based Enterprise Characteristics .......................................................................................................2-10
Project Based Enterprise System Needs ........................................................................................................2-11
Project Based Enterprise Oracle Solution......................................................................................................2-12
Rule Based Enterprise Characteristics...........................................................................................................2-13
Rule Based Enterprise System Needs............................................................................................................2-14
Rule Based Enterprise Oracle Solution ........................................................................................................2-15
Hybrid Enterprise Characteristics..................................................................................................................2-16
Hybrid Enterprise Oracle Solution ...............................................................................................................2-17
Understanding Work Structure Components ...............................................................................................3-1
Understanding Work Structure Components 1 ..............................................................................................3-2
Work Structures Overview ............................................................................................................................3-3
Work Structures Representing the Employer ................................................................................................3-4
Business Groups in Oracle HRMS ................................................................................................................3-5
The Startup Business Group ..........................................................................................................................3-6
Business Groups ............................................................................................................................................3-7
One or Many Business Groups Reasons........................................................................................................3-9
One or Many Business Groups Oracle HRMS ..............................................................................................3-10
One or Many Business Groups Options ........................................................................................................3-12

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Understanding Work Structure Components 2 ............................................................................................4-1
Understanding Work Structure Components 2 ..............................................................................................4-2
Locations .......................................................................................................................................................4-3
Organizations.................................................................................................................................................4-4
Organization Hierarchies ...............................................................................................................................4-5
Jobs and Positions..........................................................................................................................................4-7
Using Jobs or Positions..................................................................................................................................4-8
Additional Information for Jobs and Positions ..............................................................................................4-10
Jobs................................................................................................................................................................4-11
Job Key Flexfield ..........................................................................................................................................4-12
Positions ........................................................................................................................................................4-13
Positions and Organizations ..........................................................................................................................4-14
Position Hierarchies.......................................................................................................................................4-15
Position Key Flexfield ...................................................................................................................................4-16
Security Based on Work Structures ...............................................................................................................4-17

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Understanding Work Structure Components 3 ............................................................................................5-1
Understanding Work Structure Components 3 ..............................................................................................5-2
Grades............................................................................................................................................................5-3
Grade Key Flexfield ......................................................................................................................................5-4
Work Structures Grades and Pay ...................................................................................................................5-5
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Work Structures Grade Rates .......................................................................................................................5-6
Grade Steps and Progression Points ..............................................................................................................5-7
Pay Scales......................................................................................................................................................5-8
Payroll Groups for HR Users.........................................................................................................................5-9
People Groups ...............................................................................................................................................5-10
People Group Key Flexfield ..........................................................................................................................5-11
Defining Common Data...................................................................................................................................6-1
Defining Common Data.................................................................................................................................6-2
Topics ............................................................................................................................................................6-4
Module Overview ..........................................................................................................................................6-5
Defining Common Data.................................................................................................................................6-6
Flexfields Overview ......................................................................................................................................6-7
Key Flexfields in Oracle HRMS Special Considerations .............................................................................6-8
Standard Features ..........................................................................................................................................6-9
A Key Flexfield .............................................................................................................................................6-10
Cost Allocation and Flexfield Qualifiers Special Considerations.................................................................6-11
Soft-Coded Legislation Key Flexfield Special Considerations ....................................................................6-12
Bank Details Key Flexfield Special Considerations......................................................................................6-13
Steps for Defining a Key Flexfield Special Considerations ..........................................................................6-15
Practice: Configure the People Group Key Flexfield ...................................................................................6-16
Practice: Configure the Personal Analysis Flexfield ....................................................................................6-17
Defining Descriptive Flexfields .......................................................................................................................7-1
Defining Descriptive Flexfields.....................................................................................................................7-2
Descriptive Flexfields in Oracle HRMS Special Considerations .................................................................7-3
Standard Features ..........................................................................................................................................7-4
A Descriptive Flexfield .................................................................................................................................7-5
Descriptive Flexfields in Several Windows Special Considerations ............................................................7-7
Descriptive Flexfields and Business Groups .................................................................................................7-8
Descriptive Flexfields With Predefined Data ................................................................................................7-9
Protected Descriptive Flexfields....................................................................................................................7-10
Context Sensitive Descriptive Flexfields.......................................................................................................7-11
Steps for Defining a Descriptive Flexfield Special Considerations..............................................................7-13
Practice: Key and Descriptive Flexfields Overview .....................................................................................7-14

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Extra Information Types in Oracle HRMS...................................................................................................8-1
Extra Information Types in Oracle HRMS....................................................................................................8-2
Overview .......................................................................................................................................................8-3
Standard Features ..........................................................................................................................................8-6
Extra Information Type Descriptive Flexfields .............................................................................................8-7
Using Extra Information or Special Information for People.........................................................................8-9
Security..........................................................................................................................................................8-10
Steps for Registering Extra Information Types .............................................................................................8-11
Practice: Extra Information Types.................................................................................................................8-12

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Defining Lookups and Values.........................................................................................................................9-1
Defining Lookups and Values .......................................................................................................................9-2
Overview .......................................................................................................................................................9-3
User Access Levels........................................................................................................................................9-4
Practice: Define Lookup Types and Values...................................................................................................9-5
Managing Currencies and Exchange Rates....................................................................................................9-6
Overview .......................................................................................................................................................9-7
Typical Requirements....................................................................................................................................9-8
Enabling Currencies in Oracle HRMS...........................................................................................................9-9
Exchange Rates in Oracle HRMS..................................................................................................................9-11
Exchange Rate Variations..............................................................................................................................9-12
Steps to Enable Currencies ............................................................................................................................9-13
Currency Precision ........................................................................................................................................9-14

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Exchange Rates .............................................................................................................................................9-15
Practice: Define an Exchange Rate................................................................................................................9-16
Work Structures - Case Study........................................................................................................................9-17
Creating a Business Group .............................................................................................................................10-1
Setting up Business Groups, Locations, and Organizations ..........................................................................10-2
Topics ............................................................................................................................................................10-3
Module Overview ..........................................................................................................................................10-4
Creating a Business Group ............................................................................................................................10-5
Representing Your Enterprise........................................................................................................................10-6
The Business Group.......................................................................................................................................10-7
Sharing Information.......................................................................................................................................10-8
HR:Cross Business Group .............................................................................................................................10-9
Initial Tasks ...................................................................................................................................................10-10
Information Associated with a Business Group.............................................................................................10-12
Standard Information.....................................................................................................................................10-13
Standard Information (U.S. only) ..................................................................................................................10-14
Employee and Applicant Numbers ................................................................................................................10-15
Practice: Create a Business Group.................................................................................................................10-17
Practice: Grant User Access to a New Business Group.................................................................................10-18
Creating a Location .........................................................................................................................................11-1
Creating Locations.........................................................................................................................................11-2
Overview .......................................................................................................................................................11-3
Address Validation for US and Canada.........................................................................................................11-4
Closing Down a Location ..............................................................................................................................11-5
Practice: Create a Location............................................................................................................................11-6
Creating Organizations ..................................................................................................................................11-7
Overview .......................................................................................................................................................11-8
Organization Overview..................................................................................................................................11-9
Organization Classifications Special Considerations ...................................................................................11-10
Additional Organization Information ............................................................................................................11-11
Practice: Create an Organization ...................................................................................................................11-12
End Dates on Organizations ..........................................................................................................................11-13
Deleting Organizations ..................................................................................................................................11-14
Creating Organization Hierarchies ................................................................................................................11-15
Practice: Create an Organization Hierarchy ..................................................................................................11-16
Practice: Assign an Employee to an Organization.........................................................................................11-17

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Application Data Exchange ............................................................................................................................12-1
Application Data Exchange ...........................................................................................................................12-2
Application Data Exchange (ADE) ...............................................................................................................12-3
Three Modes of Working with ADE .............................................................................................................12-4
ADE in Applications Mode ...........................................................................................................................12-7
Using ADE ....................................................................................................................................................12-10
ADE Security.................................................................................................................................................12-11
ADE Styles and Views ..................................................................................................................................12-12
Practice: Using ADE .....................................................................................................................................12-14

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Representing Financial Reporting Structures...............................................................................................13-1
Representing Financial Reporting Structures ................................................................................................13-2
Module Overview ..........................................................................................................................................13-3
Parallel Reporting Structures HR and GL .....................................................................................................13-4
Parallel Reporting Structures Similar but Not the Same................................................................................13-6
Integration It's Okay to Be Different! ............................................................................................................13-7
Integration Understanding the Other Side .....................................................................................................13-8
Cost Allocation Key Flexfield .......................................................................................................................13-9
Multi-Orgs and Business Groups Similar but Not the Same ........................................................................13-10
Multi-Company and Multi-National Mapping Options .................................................................................13-12

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Mapping Options ...........................................................................................................................................13-13
Costing Considerations..................................................................................................................................13-14
Practice: Entering Cost Information ..............................................................................................................13-15
Representing Legal and Government Reporting Structures (US) ..............................................................14-1
Representing Legal and Government Reporting Structures (U.S.)................................................................14-2
Topics ............................................................................................................................................................14-3
Module Overview ..........................................................................................................................................14-4
Representing Legal and Government Reporting Structures (U.S.)................................................................14-6
Identifying GRE's ..........................................................................................................................................14-7
One Company - One Employer - One GRE...................................................................................................14-8
Many Employers - Many GREs ....................................................................................................................14-9
Multi-Establishment Hierarchies ...................................................................................................................14-10
Headquarters Hierarchy for Multi-Establishment Companies.......................................................................14-12
Headquarters for Multi-Establishment Companies........................................................................................14-14
Defining Organization Information for Government Mandated Reporting ..............................................15-1
Defining Organization Information for Government Mandated Reporting ...................................................15-2
Mandated Government Reports .....................................................................................................................15-3
Reporting Categories and Statuses ................................................................................................................15-4
Classifying Organizations as GREs...............................................................................................................15-5
Classifying Organizations as Reporting Establishments ...............................................................................15-6
Overriding Establishment Hierarchies...........................................................................................................15-7
Classifying an Organization as the Corporate Headquarters .........................................................................15-8
Setting Up Non-AAP Establishment Hierarchies ..........................................................................................15-9
AAP Reporting ..............................................................................................................................................15-10
AAP Establishment Hierarchies ....................................................................................................................15-11
EEO-1 Reporting Checklist ...........................................................................................................................15-12
AAP Reporting Checklist ..............................................................................................................................15-13
VETS-100 Reporting Checklist.....................................................................................................................15-14
ADA Reporting .............................................................................................................................................15-15
ADA Requests for Accommodation .............................................................................................................15-16
OSHA Recording Information.......................................................................................................................15-17
Practice Classifying HR Organizations .........................................................................................................15-18

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Representing Grades and their Relationship to Pay.....................................................................................16-1
Representing Grades and their Relationship to Pay.......................................................................................16-2
Topics ............................................................................................................................................................16-3
Module Overview ..........................................................................................................................................16-4
Grades............................................................................................................................................................16-5
Grade Key Flexfield ......................................................................................................................................16-6
Grade Key Flexfield Structure Simple or Complex.......................................................................................16-7
Grade Key Flexfield Checklist ......................................................................................................................16-8
Practice: Define a Grade Structure ...............................................................................................................16-9
Practice: Define Grades .................................................................................................................................16-10
Defining Grade Rates and Pay Scales............................................................................................................16-11
Grades and Pay Direct or Indirect .................................................................................................................16-12
Grade Rates ...................................................................................................................................................16-13
Practice: Define a Grade Rate Table.............................................................................................................16-14
Pay Scales......................................................................................................................................................16-15
Pay Scale Characteristics...............................................................................................................................16-16
Pay Scales......................................................................................................................................................16-17
Pay Scale Checklist .......................................................................................................................................16-18
Practice: Define a Pay Scale ..........................................................................................................................16-19

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Representing Jobs and Positions ....................................................................................................................17-1
Representing Jobs and Positions....................................................................................................................17-2
Topics ............................................................................................................................................................17-3
Module Overview ..........................................................................................................................................17-4
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Representing Jobs and Positions....................................................................................................................17-5
Jobs and Positions..........................................................................................................................................17-6
Using Jobs or Positions..................................................................................................................................17-7
Additional Information for Jobs and Positions ..............................................................................................17-8
Jobs................................................................................................................................................................17-9
Job Groups.....................................................................................................................................................17-10
Job Groups and Supplementary Roles ...........................................................................................................17-11
Job Key Flexfield ..........................................................................................................................................17-12
Job Key Flexfield Checklist...........................................................................................................................17-13
Job Key Flexfield Structure Simple or Complex...........................................................................................17-14
Practice: Define Job Structure and Jobs .......................................................................................................17-15
Practice:Create a Job Group ..........................................................................................................................17-16
Representing Positions ....................................................................................................................................18-1
Representing Positions ..................................................................................................................................18-2
Positions ........................................................................................................................................................18-3
Position Key Flexfield ...................................................................................................................................18-5
Key Flexfield Structure .................................................................................................................................18-7
Practice: Define Position Structure and Positions ........................................................................................18-9
Position Hiring Status Special Considerations ..............................................................................................18-10
Position Hierarchies ........................................................................................................................................19-1
Position Hierarchies.......................................................................................................................................19-2
Position Hierarchy - Example........................................................................................................................19-4
Defining and Changing Position Hierarchies ................................................................................................19-5
Hierarchy Diagrammers ................................................................................................................................19-6
Practice: Using the Graphical Diagrammers.................................................................................................19-7
Additional Information for Jobs and Positions ..............................................................................................19-8
Work Choices ................................................................................................................................................19-9
Practice: Entering Work Choice Information ..............................................................................................19-10
Changing Job and Position Definitions .........................................................................................................19-11
Changing Definitions.....................................................................................................................................19-12
Changing Details ...........................................................................................................................................19-13
Practice: Job and Position windows Demo...................................................................................................19-14

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Mass Move Updates.........................................................................................................................................20-1
Mass Move Updates ......................................................................................................................................20-2
Overview .......................................................................................................................................................20-3
Reorganization...............................................................................................................................................20-4
Moving Assignments.....................................................................................................................................20-5
Considerations Before a Mass Move .............................................................................................................20-6
Practice: Mass Moves....................................................................................................................................20-8

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Setting up Workers Compensation ................................................................................................................21-1
Setting Up Workers Compensation (U.S.).....................................................................................................21-2
Module Overview ..........................................................................................................................................21-3
WC Insurers...................................................................................................................................................21-4
WC Codes and Rates .....................................................................................................................................21-5
Workers' Compensation Liability ..................................................................................................................21-6
Additional Elements/Modifications Required ...............................................................................................21-7
Practice: Workers Compensation Codes and Rates ......................................................................................21-8

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Work Structures ..............................................................................................................................................22-1
Work Structures.............................................................................................................................................22-2
Modules .........................................................................................................................................................22-3
Summary........................................................................................................................................................22-4

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Defining Common Data Instructor Demonstrations and Practice Solutions .............................................23-1
Defining Common Data Instructor Demonstrations and Practice Solutions..................................................23-2
Instructor Demonstration...............................................................................................................................23-3
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Instructor Demonstration and Practice Solution ............................................................................................23-4
Instructor Demonstration...............................................................................................................................23-8
Instructor Demonstration and Practice Solution ............................................................................................23-9
Practice ..........................................................................................................................................................23-13
Practice Solution............................................................................................................................................23-14
Practice Questions .........................................................................................................................................23-15
Practice Solutions ..........................................................................................................................................23-16
Instructor Demonstration...............................................................................................................................23-17
Instructor Demonstration and Practice Solution ............................................................................................23-18
Instructor Demonstration...............................................................................................................................23-20
Instructor Demonstration and Practice Solution ............................................................................................23-21
Work Structures Case Study..........................................................................................................................23-22
Business Scenario Questions (US) ................................................................................................................23-26
Business Scenario (US) Solution...................................................................................................................23-27
Business Scenario Questions (UK)................................................................................................................23-28
Business Scenario (UK) Solution ..................................................................................................................23-29
Setting up Business Groups, Locations, and Organizations Instructor Demonstrations and Practice Solutions
...........................................................................................................................................................................24-1
Setting up Business Groups, Locations, and Organizations Instructor Demonstrations and Practice Solutions
.......................................................................................................................................................................24-2
Instructor Demonstration (US) ......................................................................................................................24-3
Instructor Demonstration and Practice Solution ............................................................................................24-4
Instructor Demonstration...............................................................................................................................24-6
Instructor Demonstration and Practice Solution ............................................................................................24-7
Instructor Demonstration...............................................................................................................................24-10
Instructor Demonstration and Practice Solution ............................................................................................24-11
Instructor Demonstration...............................................................................................................................24-12
Instructor Demonstration and Practice Solution ............................................................................................24-13
Instructor Demonstration...............................................................................................................................24-15
Instructor Demonstration and Practice Solution ............................................................................................24-16
Instructor Demonstration...............................................................................................................................24-18
Instructor Demonstration and Practice Solution ............................................................................................24-19
Instructor Demonstration (UK)......................................................................................................................24-20
Instructor Demonstration and Practice Solution ............................................................................................24-21
Instructor Demonstration...............................................................................................................................24-23
Instructor Demonstration and Practice Solution ............................................................................................24-24
Instructor Demonstration...............................................................................................................................24-27
Instructor Demonstration and Practice Solution ............................................................................................24-28
Instructor Demonstration...............................................................................................................................24-29
Instructor Demonstration and Practice Solution ............................................................................................24-30
Instructor Demonstration...............................................................................................................................24-31
Instructor Demonstration and Practice Solution ............................................................................................24-32
Instructor Demonstration...............................................................................................................................24-33
Instructor Demonstration and Practice Solution ............................................................................................24-34
Instructor Demonstration...............................................................................................................................24-35

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Representing Financial Reporting Structures Instructor Demonstrations and Practice Solutions .........25-1
Representing Financial Reporting Structures Instructor Demonstrations and Practice Solutions .................25-2
Instructor Demonstration...............................................................................................................................25-3

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Representing Legal and Government Reporting Structures Instructor Demonstrations and Practice Solutions
...........................................................................................................................................................................26-1
Representing Legal and Government Reporting Structures Instructor Demonstrations and Practice Solutions
.......................................................................................................................................................................26-2
Instructor Demonstration...............................................................................................................................26-3
Instructor Demonstration and Practice Solution ............................................................................................26-4

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Costing ..............................................................................................................................................................27-1
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Costing...........................................................................................................................................................27-2
Modules .........................................................................................................................................................27-3
Objectives ......................................................................................................................................................27-4
Setting Up the Cost Allocation Key Flexfield ................................................................................................28-1
Setting Up the Cost Allocation Key Flexfield ...............................................................................................28-2
Parallel Reporting Structures HR and GL .....................................................................................................28-3
Parallel Reporting Structures Similar but Not the Same................................................................................28-4
Costing in HRMS ..........................................................................................................................................28-5
The Oracle HRMS Costing Solution .............................................................................................................28-7
Cost Allocation Setup Headings and Levels..................................................................................................28-8
Cost Allocation Key Flexfield .......................................................................................................................28-9
Multi-Company and Multi-National Mapping Options .................................................................................28-10
Setting Up the Cost Allocation Key Flexfield ...............................................................................................28-11
Practice: Defining the Cost Allocation Key Flexfield ..................................................................................28-13
Allocating Cost Details ....................................................................................................................................29-1
Allocating Cost Details..................................................................................................................................29-2
Mapping Cost Segments to GL Segments .....................................................................................................29-3
Cost Allocation Entry Levels.........................................................................................................................29-5
Suspense Codes and Balancing Values .........................................................................................................29-6
Costable Types on Element Links .................................................................................................................29-7
Payroll Level Costs Special Factors ..............................................................................................................29-8
Element Link Level Special Factors..............................................................................................................29-9
Element Link Level Special Factors for Benefits .........................................................................................29-10
Assignment Level Special Factors................................................................................................................29-11
Element Entry Level Special Factors............................................................................................................29-12
Payroll Processing Processing Overview ......................................................................................................29-13
Costing Processes in Oracle Payroll ..............................................................................................................29-14
Demonstration: Entering Cost Details ...........................................................................................................29-15

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Costing Tax Information (UK) .......................................................................................................................30-1
Costing Tax Information (UK) ......................................................................................................................30-2
Tax Considerations Costing All Taxes by Tax Type.....................................................................................30-3

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Costing Tax Information (US)........................................................................................................................31-1
Costing Tax Information (US).......................................................................................................................31-2
Tax Considerations Costing All Taxes by Tax Type.....................................................................................31-3
Costing State and Local Taxes by Jurisdiction ..............................................................................................31-4

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Costing ..............................................................................................................................................................32-1
Costing...........................................................................................................................................................32-2
Summary........................................................................................................................................................32-3

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Costing - Instructor Demonstrations and Practice Solutions ......................................................................33-1
Instructor Demonstration and Practice ..........................................................................................................33-2
Instructor Demonstration and Practice Solution ............................................................................................33-5
Instructor Demonstration...............................................................................................................................33-9

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Modeling the Employment Relationship .......................................................................................................34-1
Modeling the Employment Relationship .......................................................................................................34-2
Objectives ......................................................................................................................................................34-3
Modules .........................................................................................................................................................34-4

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Introducing Employment Relationships........................................................................................................35-1
Introducing Employment Relationships ........................................................................................................35-2
Topics ............................................................................................................................................................35-3
Introducing Employment Relationships ........................................................................................................35-4
Overview .......................................................................................................................................................35-5
Integrated Business Processes for HR Management......................................................................................35-6
Hiring and Deploying People ........................................................................................................................35-7

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....................................................37-10 Person Types for Benefits...............................................38-6 Collective Agreements ...................................................................................................................................................................................................................................................................................................37-7 Predefined System and User Person Types .................................................................................................................................................................................................................................................................................................35-12 Personal Development and Deployment Options .............................................................Entering and Changing Personal Information.........................................................................36-13 Tracking Changes to an Assignment ...............................................................................................39-1 Defining Employee Assignment Statuses.................................................................................................................................................................................................................................................................................................................................................36-15 Terminating Employees.......................................................................................................................................................35-11 Addresses for Employees .....................................................................36-9 Periods of Service and Multiple Assignments .....................................................................38-16 Practice: Enter Contract Details....................................36-4 Employment Relationships and Assignments....................................................................................................................................................................................................................................35-15 Modeling the Employment Relationship ........................................................................................... 2001........................................37-12 Practice: Define Person Types.................................................................................................................................................37-11 Benefits User Person Types.........39-7 Secondary Assignment Statuses ........................................... Bargaining Units and Contracts ..........................................................................................................................................................................................38-5 Practice: Defining Bargaining Units..............................................................................................................................................38-10 Practice: Define Bargaining Unit and Employer ....................................................................................................................................................................38-2 Overview .......................40-1 Copyright © Oracle Corporation....................................................................36-17 Representing the Workforce........................................................39-10 Practice: Define Assignment Statuses ....37-5 Person Types Overview.......................39-12 l c a r O Defining the People Group Flexfield...........................................................................................39-5 Primary Assignment Statuses .......................... Bargaining Units and Contracts ........................................39-3 Assignment Statuses ...............................................................................38-1 Defining Collective Agreements.............................................................................................................37-1 Representing the Workforce ........................................................................................................................................................................................................................................................................................................ All rights reserved.......................................................................................................................................................38-9 Collective Agreement Grades......................................................................36-2 Employment Relationship and Work Related Information...................................................................................................................................................................................................................................................................................................................................................38-15 Generating and Printing Contracts.............35-8 Identifying Employees.......................................................................37-13 y l n O e Defining Collective Agreements..................................................................................................................................................................................37-3 Module Overview ..............37-2 Topics .............................................................38-7 Defining Collective Agreements ...........36-5 Assignments in Oracle HRMS........................................................................................................................................................................................... 11i Oracle HRMS Implement Oracle HR and Payroll (US) Table of Contents viii ...............................................................................................................................................................................................35-13 Displaying Personal Information.......................................................................................................................................36-6 Employees and Assignments .......................................................................................................38-4 Bargaining unit .......................38-13 Contract Statuses ..................36-1 Modeling the Employment Relationship ...................................................................................................36-8 Employees and Assignments ...................38-12 Contracts.................38-3 Bargaining Units.36-10 Assignment Statuses ................................................................................................................................................................................................................37-4 Representing the Workforce .....................................................................................................36-14 Ending Assignments ...............................................................................................................................................................................................................................................................................................................................38-11 Practice: Define Collective Agreements............................................................................................35-10 Person Types .............................................................................36-7 Single Assignments in Oracle HRMS ...................................................................................39-2 Overview ...................................................................36-16 Employees and Assignments .................................................................................37-6 System and User Person Types...............................................................................38-17 I A & l a s U O n r te n I e Defining Employee Assignment Statuses ....................................................................................................

.43-6 Practice: Enter Disability Information..........................................................................................................................................................................................................................46-2 Instructor Demonstration and Practice Solution ....................................................44-10 Practice: Terminating One Assignment................................40-3 People Group Key Flexfield ..........................Defining the People Group Key Flexfield ............................................................................................42-1 Managing the Employee Assignment ..............................................40-6 Making People Group Segments Required............................................................44-9 Terminating a Single Assignment ...................................40-5 System Definitions ................................................43-4 Work Incidents ......42-3 Practice: Promote an Employee.............................................................................43-1 Occupational Health ................................................................................................................................................................................................................................................45-1 Modeling the Employment Relationship ....................................................................................43-3 Medical Assessments........................44-3 Terminating and Rehiring an Employee ................................................................................................42-6 Practice: Enter a Second Assignment ......... 2001..................................................................................................................................................................................................41-4 Managing Employee Information.....................................................................................................................................41-14 Managing the Employee Assignment................................................................43-5 Disabilities...............................................44-8 Practice: Terminating Employment .............................................................................................................................................................................................................................................................................42-10 Mass Update of Assignments ..........................................42-11 Demo: Mass Assignment Update .................................................................................................................................................................41-12 Headcount Report Set................................................................................................................................44-2 Topics ......... Disabilities and Work Incidents .......42-7 Changing a Secondary Assignment into the Primary Assignment ...........................................................................................41-1 Managing Employment Information ...............................................................................................41-10 Supplementary Roles.....................................................................................46-1 Instructor Demonstration......................................................................................................................................................41-2 Topics ................................44-15 Practice: Rehire an Employee........................................................................................................................................................................................42-5 Multiple Assignments for an Employee .................................................42-2 Changing Assignment Information....................................................................44-11 Cancel Termination Or Rehire................................................................................................44-14 Practice: Cancelling a Termination........................................................45-3 r O Representing the Workforce Instructor Demonstrations and Practice Solutions ............................................................................................................................................................................................................................41-11 People Management Templates ............................................................................................................................ All rights reserved................44-16 I A & l a O n r te n I e l c a Modeling the Employment Relationship .....................................42-12 y l n Occupational Health......................................................................................................................................................................................................................................................................................................................................41-5 Entering Personal Information for a New Person ......................................................................................................................................................................................................................................................................44-7 Termination Dates ....................42-8 Practice: Changing the Primary Assignment ..................44-1 Terminating and Rehiring an Employee ............................45-2 Summary.....................................................................................................................................44-13 Rehire ...........................................................................................................................................................................................................................................................................................43-2 Medical Assessments.....................................................................................................................................40-2 Employment Groups...........................44-12 Cancel Termination ..41-6 Practice: Hire a New Employee..................................46-3 Copyright © Oracle Corporation....................................................................................................44-5 Overview ...........................................................................................................................................................................40-11 Managing Employee Information .......................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................... 11i Oracle HRMS Implement Oracle HR and Payroll (US) Table of Contents ix ............................................................................................................................................................................................................................................................................................41-3 Overview ...............................................................................................................................................................................................................................................................40-9 Practice: People Group Key Flexfield ...............................................................................................................................43-7 O e s U Terminating and Re-hiring an Employee .....44-4 Terminating Employment........................................................

.............................................................46-6 Instructor Demonstration and Practice Solution .......................................49-12 Administer............................................................................................................................46-10 Instructor Demonstration and Practice Solution ................................................................................................................................46-5 Instructor Demonstration..........................................................................49-15 Oracle Payroll Process Overview ....................................................................................................................................................50-3 Plan Design..................................................................................................49-7 Total Compensation Framework in Oracle HRMS ....................... Calculate....................................................................................................................................................................46-9 Instructor Demonstration.....49-20 y l n O e I A & l a s U O Overview of Benefits Management .............................................................................................................................................................................................................................................................................................................................................50-7 Contribution Management .....................................................................................................................................................................47-1 Instructor Demonstration.........................................................48-3 Instructor Demonstration....................................................................................................................................50-14 Life Event Management .................................................................................................................. Pay Payroll Processing...................50-13 Advanced Benefits Processes ..............................................46-4 Instructor Demonstration and Practice Solution ........50-6 Enrollment Management ............48-2 Instructor Demonstration and Practice Solution ............... or Advanced Benefits 3 Levels of Functionality ..48-1 Instructor Demonstration........50-8 Distribution Management ............50-17 n r te n I e l c a r O Copyright © Oracle Corporation...........................................................................................................................................................................................................50-10 Life Event Management Advanced Benefits ................................................................49-17 Oracle Payroll What About Adjustments?.......................................................................................................................................Motivate ............50-12 Standard Processes in Oracle HR (US)...............................................................................................47-2 Instructor Demonstration and Practice Solution ...............Retain .............................................................................................................. Standard..............................50-4 Plan Types Supported.......................................................50-15 Life Event Management Processes .......................................46-14 Managing Employment Information Instructor Demonstrations and Practice Solutions ................................................................................................................................................................................................................ 11i Oracle HRMS Implement Oracle HR and Payroll (US) Table of Contents x ...................................................................49-4 Oracle HRMS The Basic Information Model...........................49-5 Total Compensation........................................................................................................................................................................................46-7 Instructor Demonstration...........................47-3 Instructor Demonstration and Practice Solution ........49-6 Total Compensation Framework Attract ..................................................................................................................................................................................................................................................................................................................................................................................................49-9 Specific Business Functions Not Just the Framework .....................................................................................Instructor Demonstration...........................49-14 Payroll Gross to Net ............................................................................................................................................................................................................................49-18 Oracle Payroll Process Overview ..........................................................................................................................................................50-11 Standard Processes in Oracle HR ..............................................49-8 Total Compensation Framework ................... 2001..............................................................................................................................................50-2 Benefits Management Overview ...........49-1 Introduction to Compensation and Benefits .................................................................................................50-1 Overview of Benefits Management ..........................................................................................49-2 Objectives ................................................................................................................................................................................................................................................................................................................... All rights reserved......................................................................................................................................................................49-3 Total Compensation Framework ........................48-4 Introduction to Compensation and Benefits...............................................................................................46-8 Instructor Demonstration and Practice Solution ...............................................................................................................50-5 Participation Management ...........................................49-11 Basic..............................................................................................................................................................49-19 Time Management........................................49-13 Oracle Payroll Process Overview ..........50-9 Eligibility Profiles Reusable Definitions .................46-13 Instructor Demonstration and Practice Solution ...............49-16 Oracle Payroll Prepayments and Payments .....................................................................................................................46-12 Instructor Demonstration........................................................................................................................................................................47-7 Terminating and Rehiring an Employee Instructor Demonstrations and Practice Solutions ..........................................................................................50-16 Eligibility Management Processes............................................47-6 Instructor Demonstration and Practice Solution ....................................................................................................................................................................................

....................................................................................................54-14 Processing Input Values ..........................................................................54-4 Three Steps to Set Up an Element .........................51-12 How it works .............................................................................................................................................................................................................................................................................................................................. & Benefits ..........51-14 How it works ........................................................................................................................................................................................................................................................................................................54-16 Using the Pay Value .................................................................................55-2 Predefined Earning Types....................................................51-6 Defining Elements Key Attributes...............................................................................................................................................................................................................................................................................................................................................................................................................................54-2 Elements in Oracle HRMS Common Building Blocks......................................................................................................................................................................................................51-13 Element Entries and Processing............................................................................................53-2 Element Classifications Overview.............................................................................................54-9 Other Processing Options ......................................................................................................................................................................54-17 Practice: Defining Elements ......................51-1 Elements in Oracle HRMS ....................................53-6 Secondary Classifications.............................................................52-2 Objectives .......................................53-1 Understanding Element Classifications .............1 Define Elements ......................................................................51-4 How it works ..................................................................................................................................................................................... Deductions & Benefits ......................................................54-15 Pay Value.............................................................54-3 Defining Elements .................................................................................53-9 y l n O e s U Defining Elements..........................................................................................................................53-3 Primary Classifications...................................................................................................51-15 Predefined Elements .......................................54-18 I A & l a O n r te n I e l c a r O Initiating Earnings and Deductions ................................................................................................................................................................51-10 Element Links Basic Eligibility Rules For Elements ....................................................................................................................................................................................................................................51-17 Total Compensation Elements for Payroll (US)........................................................53-4 Primary Classifications and Costing Options ............54-13 Input Value Example .......................................................................................................55-4 Initiating Earnings and Deductions...2 Define Links .............. All rights reserved..............................................................51-8 How it works ...................................................................................53-7 Predefined Secondary Classifications......................................................................................................................................................................5 Payroll Processing ..............................51-7 Recurring and Nonrecurring Types of Element.......................................................................................................54-10 Termination Processing Rules ...................................................................................................................................54-12 Elements and Input Values .............................4 Benefits Administration........................................................................................................................................52-4 Earnings................. 11i Oracle HRMS Implement Oracle HR and Payroll (US) Table of Contents xi ........................................................51-11 How it works ................................................ Deductions......................................................Enrollment Cycle Automation Processes ...............................................................................................................................................................................................................................................................50-18 Elements in Oracle HRMS..52-5 Elements............................................................52-1 Total Compensation Elements Setup for Payroll (US) ...................................3 Enter Values .............................................................................55-5 Copyright © Oracle Corporation....................................................................................55-3 Hours Worked and Non-Worked Hours .........................54-7 Recurring and Nonrecurring Element Types ..............52-6 Designing Elements.......................................................................................................................54-1 Defining Elements ..............................................................55-1 Initiating Earnings and Deductions.............................................................................................................................................................................................................................................................................................................................................................................................................54-11 Input and Output Currencies..............52-3 Introduction ................................................................... 2001......................................................................................54-8 Comparing Recurring and Nonrecurring Types .........................................................................................................................51-9 Element Links............................................ and Balances .......... Formulas............................51-3 Elements in Oracle HRMS The Building Blocks ...........................................................................................................................................................................................................................................................51-2 Earnings.................................................54-6 Processing Priority.............52-7 Understanding Element Classifications .................................................54-5 Element Definitions.................53-8 Balance Feeds and Element Classifications....................................................................................................................................................

......................................................................................................................................................................................56-7 Controlling Eligibility and Costing for Elements .............................................................................................................................................................................................................................59-11 & l a n r te n I e l c a Writing Formulas ..........................................................................................................................................................................60-4 Input Values from Elements Inputs are … ..55-16 Stop Rules...................................................................................................56-6 Practice Writing a Skip Rule Formula....................................................................................................60-3 Writing Formulas...................................................................................55-14 Initiating a Deduction ........................55-20 Controlling the Frequency of Processing an Element ............................................................................. 11i Oracle HRMS Implement Oracle HR and Payroll (US) Table of Contents xii ...............................................................................55-18 Practice Initiating a Deduction ..........................................................................................................59-6 Practice Defining Limits on Entry Values ....................................................................................59-10 Practice Defining Formula Rules on Entry Values...............................................................................................................................................................................................................................58-4 Batch Element Entry BEE .............................................................................................................................................58-8 Salary Administration Window .........................................59-4 Default Entries on Links...................................................................................................................................................................................................60-1 Writing Formulas.......................................................................................57-10 y l n Planning Methods of Entry.............................................................................................................57-3 Element Links Basic Eligibility Rules For Elements ..............................................................58-7 Manual Entry of Elements .............................................................................................................................................................................................................................................................................................................................................................57-4 Multiple Eligibility Rules ...............................57-1 Element Links..................................................................................................................................................................................................................................................... All rights reserved..................................................................................................................................................................................................................................................................................................................................................................................................................................55-13 Practice Initiating an Earnings Type..............................................................................58-2 Element Entry Method Types......................................59-2 Overview ..............................56-4 Practice Defining Frequency Rules ..................................58-9 Absence Detail Window...................................................................58-3 Automatic Entry of Elements .......................................................................................................................................................................55-17 Amount Rules.........................59-8 Example Validation Formula......... 2001.........................60-6 r O Copyright © Oracle Corporation...........................................................................................................................................58-11 Security in Element Entries Windows .........................................57-6 Element Links and Costing Rules............................55-19 Configuring Generated Components ........................................................................................................................................................60-2 Types of Formulas .......................57-5 Changes to Assignment Impact on Entries ...................................................................59-1 Controlling Element Entry Values...................................................................................................56-1 Controlling the Frequency of Processing an Element...................................................................................................................................................................................................................................................................................................................................................................................................................59-5 Hot Default ...........................................................................................................................................................................................................................................................................................................................57-7 Eligibility Profiles in Standard and Advanced Benefits .....55-6 Initiating an Earnings Type .....59-7 Formula Validation.................................58-12 O e I A s U O Controlling Element Entry Values.......................................57-9 Practice Creating an Element Link ...................................................................................59-9 Formula Validation...................................................................................................................................................................................................................................................58-5 BEE Examples.............................56-2 Overview .........................................................................................................................................................................................59-3 Defaults ............................57-8 Benefit Element Links .................................................................................................................................................................56-3 Frequency Rules ............................................................Generated Components..................................................55-15 Start Rules .....................................................................................................................56-5 Skip Rule Formulas .....................................58-1 Planning Methods of Entry.............................55-12 Earnings by Hourly Rate ...............................60-5 Easy Access to Data in Formulas .....................................................................................................................................................................................................................................58-10 Practice Making an Element Entry ...................................................................................................................................................................................................................................................................................................................................................................

..............................62-5 Balance Dimensions ..............61-3 Formula Processing Rules ...............................................Premium Overtime ..................................................62-10 Defining Feeds Using Element Classifications.........................................................63-8 Inputs................................................................................................................................................................63-9 Example Design for Payroll Overtime................................62-2 Overview .............................62-11 Creating Individual Balance Feeds .............................................................................................................................................................................................................................................................Double Overtime .........................................................................................................................62-9 Defining Balances Feeds ...........................................................................................................................................................................60-16 Global Values ......................................................................................................................................................................................................................................................................................................................................................................................................................................................Details.......................................................................................................................................................63-1 Design Methodology ................60-8 Element Input Values ..................................................63-6 Represent Formula Calculations Flowcharts ........................................................................63-5 Represent Elements and Formula Results See The Whole Picture....................................................62-4 Balance Feeds...60-9 Inputs Statement ............................................................60-7 Formula Statements .......................................60-13 Checking Default Values................................................................................................................62-3 Balances.............................................................................60-12 Setting Default Values...............................................................................................................................................................................................................................................................................................................................................................................63-4 Representing An Element and Formula A Simple Example.....................................64-1 Copyright © Oracle Corporation.............................................................................................................................60-24 Defining Formula Results and Processing Rules ............................................................................................................................................................................................................................................................................................................................................... 11i Oracle HRMS Implement Oracle HR and Payroll (US) Table of Contents xiii ........................................................................................................................................................................61-6 Practice: Creating Formula Rules .............................................................................................................................................................................................................................60-22 Functions Example ................................................................................60-20 Returned Results......................................................................................................63-16 Setup Steps When you know what you want to do.........................................................................................Details...........61-1 Overview ................................................................................................63-3 Overview ....................................................................62-6 Predefined Balance Dimensions ...........63-18 & l a O n r te n I e l c a r O Total Compensation Elements for Payroll (US) ...........................................................................................................................62-7 Example of a Defined Balance ......................60-14 Types of Input................................................................63-15 Premium Overtime .................................................................................................................................................62-12 Defining Balance Feeds.........61-4 Formula Result Types.............................................60-18 IF Statement............................................................................................................................................................................................................................................................................................................................................................................................60-23 Practice Writing a Formula..............60-21 Functions .......................................................................................................................................................................................................62-14 y l n O e I A s U Design Methodology ...............60-10 Multiple Input Values..........63-14 Example Design Premium OT .........62-8 Accessing a Balance in a Formula......Instructor Demoinstrations and Practice Solutions .................. Outputs and Calculations.63-17 Module Summary ..................................................62-1 Understanding Payroll Balances...........................................................................................................................................................60-19 The Return Statement ...........................................................61-8 Understanding Payroll Balances ...............................................................................63-2 Designing Elements and Formulas ..............................Straight Overtime ........................................................................................ All rights reserved.......60-17 Aliases ....................................................................................................................................Easy to Return Formula Results ..............................................................................................................................................................63-12 Example Design for Payroll STO .........................................................................................................63-7 Where Do I Start? Begin at the End ....63-11 Example Design DT ................................................................................................................................................................................................................................................................................................................................................62-13 Practice: Defining a Balance ................63-10 Example Design for Payroll Define Requirements and Make Decisions ..............................................................................................................60-15 Database Items................................... 2001..................................................63-13 Straight Overtime.......................................................................................................................................................................................................................................................................................................................................................................................

.................................................................................................................................................65-12 Validating Salary Entries.....................................................................................................................................................................................................................64-34 Solution: Creating Formula Rules ......................................................................................................................................................Practice: Defining Elements ..............................64-28 Solution: Defining Formula Rules on Entry Values ...........................................................................................................................................65-14 Practice: Creating and Linking Salary Elements .........................................66-2 Salary Components........................................................... All rights reserved.....................67-6 Practice: Assigning............................................................................................65-1 Salary Administration...............................................................................................................................................................64-35 Practice: Defining a Balance ............................................................................................................................................................................................................................................67-4 Entering and Proposing Salaries.............................................................................................................................64-26 Practice: Defining Formula Rules on Entry Values..............................................................................................................................................................67-2 Assign Salary Basis .....................................................................................................67-5 Correcting Salaries .......................................................................... Entering and Approving a Salary Basis ................64-33 Practice: Creating Formula Rules ..................................................................................................................................................................................66-1 Administering Salary Changes ......................................................................65-9 Defining Salary Administration.......................................66-8 Practice: Add the Salary Approval Function to the HRMS Navigator Menu.......................................64-4 Solution: Initiating an Earnings Type.............65-13 Linking Salary Elements ...........66-5 10 Predefined Salary Component Lookups ...............................................................................................................................................................65-3 Introduction .......................................................................................................64-22 Solution: Making an Element Entry ............................................66-4 Using Salary Components .....................................................................................................................................65-10 Salary Elements .................................................................................................................................65-16 Salary Basis ..................................................................................................................................................................................................64-20 Practice: Making an Element Entry .....................66-9 n r te n I e Using Salary Administration ............................................................................64-16 Solution: Writing a Skip Rule Formula ..................................................................................................................................65-11 Defining Salary Elements .............................................................................................................................................................................................................................................................................................................................................................................................................64-5 Practice: Initiating a Deduction ................................................67-1 Using Salary Administration ............................................................................................................................64-2 Solution: Defining Elements.......................64-36 Solution: Defining a Balance.....................................................................................................................................................................................................................................................................64-23 Practice: Defining Limits on Entry Values............................64-15 Practice: Writing a Skip Rule Formula............................................................64-14 Solution: Defining Frequency Rules......................................................................................................................................................................................................................................................................................................................................................67-9 l c a r O Copyright © Oracle Corporation............................................64-17 Practice: Creating an Element Link ..................................................................................................................................................................................................................... 2001.........................................................................................................................................................................................................................................................................66-7 Salary Approval Authority ...............................................................................................64-9 Solution: Initiating a Deduction.............................64-32 Solution: Writing a Formula.........................................................65-4 Implementing Salary Administration............................................................65-5 Salary Administration................................................................................................................64-10 Practice: Defining Frequency Rules ...............................................................................................................64-29 Practice: Writing a Formula......66-6 Practice: Defining Salary Components............65-17 Practice: Defining the Salary Basis ................................................................................................................................................ 11i Oracle HRMS Implement Oracle HR and Payroll (US) Table of Contents xiv ...............................................................64-25 Solution: Defining Limits on Entry Values .........................................................................64-19 Solution: Creating an Element Link ........................................................................................64-3 Practice: Initiating an Earnings Type................................................................................................................................67-8 Salary History Window and Salary Review Report .......................................................65-18 y l n O e I A & l a s U O Administering Salary Changes.................................................................................................65-7 Practice: Introducing the Salary Administration window................67-7 Practice: Proposing Salary Changes ..........................................................................................................64-37 Salary Administration........................................................65-2 Topics ...............................................................................................

....................68-13 Practice: Mapping Salary Surveys to Jobs........................................................................................................ Entering and Approving a Salary Basis ..............................................................................................................................71-6 Practice: Reviewing Current Salaries and Salary History ......................................................72-7 Solution: Mapping Salary Surveys to Jobs ......................................68-6 Practice: Entering Data into Lookup Types...........72-5 Solution: Entering Salary Surveys..................................................................................................................................................................74-9 Absence Types and Balances............................................................................................. Entering and Approving a Salary Basis ..............................72-8 I A & l a O Absence Management and Paid Time Off (PTO) Accruals .....72-6 Practice: Mapping Salary Surveys to Jobs...................68-12 Mapping Salary Survey Lines ..............................................................................................................................................................................................................................74-5 Absence Management Components........................................................69-2 Solution: Introducing the Salary Administration Window ................................................................................................................................................70-3 Practice: Add the Salary Approval Function to the HRMS Navigator Menu......................................................................................................................73-4 Objectives ..........................................................................................68-1 Performing Salary Surveys .............. 2001.........67-11 Application Data Exchange ..........................................................................67-10 Using the Salary Management Folder ....................................................................................................Practice Details and Solutions .........................................................................................68-5 Salary Survey Identifier....................................................................................70-4 Solution: Add the Salary Approval Function to the HRMS Navigator Menu ................73-3 Absence Management and PTO Accruals ..................................................................................68-8 Entering Salary Surveys .....69-5 Practice: Defining the Salary Basis ..............................................................................................................................................................................................................................71-3 Practice: Proposing Salary Changes .................................................................................................................................................................................................................................................................................Practice Details and Solutions .........................71-1 Practice: Assigning..................................................................................Practice Details and Solutions ...................................................................................................72-1 Practice: Entering Data into Lookup Types............................................................................Practice: Reviewing Current Salaries and Salary History .................................71-9 y l n O e s U Performing Salary Surveys ...................................................................................................................................................................................................................................................................................................................................................................................................................................................... 11i Oracle HRMS Implement Oracle HR and Payroll (US) Table of Contents xv ....................................................69-7 Solution: Defining the Salary Basis................................................................................................................................................................................................74-8 Absence Element Definition...........................................................................................................................................................................68-9 Practice: Entering Salary Surveys ..........................................................................................74-4 Setting Up Absence Management ......................................................................................................................................68-2 Setting Up Salary Surveys ................................................................................................................................................68-14 Summary....70-5 Using Salary Administration .71-2 Solution: Assigning................71-8 Solution: Reviewing Current Salaries and Salary History...................................................................................73-5 n r te n I e Setting up Absence Management ..................................................................................................................................................................................................................68-15 Implementing Salary Administration ..................................................................69-1 Practice: Introducing the Salary Administration Window..........................................................................70-1 Practice: Defining Salary Components..........68-4 Salary Surveys .....................................................71-5 Solution: Proposing Salary Changes............................................................................72-3 Practice: Entering Salary Surveys ..................................72-2 Solution: Entering Data into Lookup Types .....................................................74-2 Introduction ........................................................................................................................................................................................................................ All rights reserved..................................74-1 Absence Management..............................69-8 Administering Salary Changes .......................................................................................................74-10 l c a r O Copyright © Oracle Corporation................................................................69-3 Solution: Creating and Linking Salary Elements...........................................................................................................................................73-1 Absence Management and PTO Accruals .....................................................................................................................70-2 Solution: Defining Salary Components ............................................................................Practice Details and Solutions ....................................73-2 Modules ...........................67-12 Performing Salary Surveys.....74-6 Setting Up Absence Management ........................................................................................74-3 Topics ...............................................................................................................................................

...........................................................................................................75-9 Absence Duration Formulas for Business Groups...........77-8 Defining PTO Accrual Plans ................................78-12 When To Run The Process ....................75-6 Validation for Absence Entries.....................................................................................................................................................................................................................................78-7 Practice: Entering Absences ...........................................78-1 Administering Accrual Plans............................................................................................................................. All rights reserved...............................................................................................................................................................................................................................................74-12 Practice: Defining an Absence Type ..75-7 Validating Absence Duration ....................................................................................................................75-1 Managing Absences..........................................................................77-7 PTO Accrual Plan Setup Steps .................................78-9 Viewing Accrual Information..................................................................................................................................................................................................................................................................75-5 Element Entry......................................................................................75-13 Absences Report......................................................................................................................................................................................................................................................................................................................78-15 Practice: Running the PTO Carry Over Process ....76-17 Accrual Balance Maintained By Payroll Run...................................................................................................................................................................................................77-14 Practice: Defining PTO Accrual Plans ...............................................................................................................................................................................................................................76-7 Accrual Calculations...........74-14 Managing Absences .......................................................................75-14 Practice: Viewing Absence Information.......................... 11i Oracle HRMS Implement Oracle HR and Payroll (US) Table of Contents xvi ..............................................................................................................................................................................................................................................................................................................75-12 List Employees by Absence Type Window..............................................................................................................................................................................................78-16 n I e l c a r O Copyright © Oracle Corporation..................................................76-4 Understanding the Accrual Plan Structure.........................................................................................................................................................................................................................................................................................................................75-2 Absence Detail Window.......................................................77-1 Setting Up PTO Accrual Plans ..........74-11 Practice: Defining and Linking Absence Elements ............................................................................................................................................................................................................................................................................................................................................................76-1 PTO Accrual Plans ................................76-5 Accrual Plan Structure.............78-2 Enrolling Employees in Accrual Plans ...............................................................................................................................................................74-13 Paying for Absences ....................................................................................77-6 Length of Service Bands.77-15 & l a O n r te Administering Accrual Plans.............................................................................................................................................Practice: Adding Lookup Values.......................77-5 BEE and the Ineligibility Period......................................................................................76-2 Introduction ...............76-3 Topics ..............................................................................................................................................75-17 PTO Accrual Plans ...............................................................................76-18 y l n O e I A s U Setting Up PTO Accrual Plans ...........77-4 Period of Ineligibility.......................................................76-6 PTO Accrual Plan Rules..................................................75-11 View Absence History Window .....................................................78-5 Practice: Enrolling in an Accrual Plan.............................................................75-8 Absence Duration Formulas ............................................................................................................................................................................................................76-11 When Accruals are Calculated.....................................................................................................................................78-4 Continuous Service Date ...........................................................................78-11 Carry Over Process.................................................................................75-4 Batch Element Entry..........................................................................................................................................................................................................................................77-2 Accrual Start Date for New Hires..............................................................................................................................................................................................76-9 Net Accrual Calculation ..............................................................75-15 Practice: Reporting Absence Information............................................................................................................................................................................ 2001...............................................................75-10 Practice: Recording Absences .......................................76-12 Formulas Used for Accrual Plans .........................................................................................76-16 Element Links for Accrual Plans .........76-13 Elements Used for Accrual Plans ................................78-10 Practice: Viewing Accrual Information..........................................................75-16 Summary............................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................78-6 Recording Accrued Time Taken......................................................................................................................................................................................

...........................................79-19 Changing the Net Calculation Rules .....................................................................................................................................................................................................82-3 Practice: Defining and Linking Absence Elements ......................................................................................................................................81-1 Absence Management and PTO Accruals ...........................................................81-2 Module Summary .........................................................................................................................................................................................................................84-3 n I e Administering Accrual Plans ...............79-12 Predefined Formulas: PTO_HD_ANNIVERSARY_BALANCE ..........................81-4 y l n O e Absence Management ....................................................................................................................................................................................................................83-1 Practice: Recording Absences .............................................................................................................................................................................................................................................79-3 Formula Types: Accrual Formula..................................................................................................................................................82-1 Practice: Adding Lookup Values...................80-4 Creating Additional Elements.......................................................................................................79-5 Formula Types: Carry Over Formula ...............................................82-5 Solution: Defining and Linking Absence Elements...............................................................................................................85-9 l c a r O Copyright © Oracle Corporation.....................................................................79-15 Example of Changing Rules ....................................................................................................................................................................................................80-2 Default Net Calculation Rules ......................80-3 How to Modify Net Calculation Rules ...............................................80-6 Practice: Adding an Additional Accrual Element to the Net Calculation Rules......................................................................................................................................................................................85-3 Practice: Recording Absences ....................80-7 Summary.....................................83-3 Practice: Viewing Absence Information..............................................................................................................................Practice Details and Solutions ............................................................................................79-11 Predefined Formulas: PTO_ROLLING_ACCRUAL......................83-5 Practice: Reporting Absence Information....................79-1 Adapting the Predefined Accrual Formulas.........................................................................................................83-6 & l a n r te Setting Up PTO Accrual Plans ........................................85-5 Practice: Viewing Accrual Information.................................................................................79-18 Practice: Creating Accrual Formulas.................................................................................................................Practice Details and Solutions................................................................................................................................................................................................................79-6 Formula Types: Ineligibility Formula...........................................................................................83-2 Solution: Recording Absences...............................79-13 Predefined Formulas: PTO_HD_ANNIVERSARY_CARRYOVER.................79-14 Changing and Adding Formula Rules .........................................................................85-8 Solution: Running the PTO Carry Over Process ...........................................................................80-1 Changing Net Calculation Rules ..............................................................79-2 Accrual Formulas ...............................Practice Details and Solutions ......85-1 Practice: Enrolling in an Accrual Plan.....85-7 Practice: Running the PTO Carry Over Process ................................................................................................................ All rights reserved.............85-2 Solution: Enrolling in an Accrual Plan ........................................................................................................................................................................................81-3 Summary.................................................................................................................................84-1 Practice: Defining PTO Accrual Plans ......................................................................................................................................................................................................79-9 Predefined Formulas: PTO_SIMPLE_BALANCE_MULTIPLIER...............................82-2 Solution: Adding Lookup Values ...............................................................................79-10 Predefined Formulas: PTO_SIMPLE_CARRYOVER..................................................................................................................................................85-6 Solution: Viewing Accrual Information .......................................82-6 Practice: Defining an Absence Type ....................................................... 11i Oracle HRMS Implement Oracle HR and Payroll (US) Table of Contents xvii ...........................................................................................................................................................79-7 Predefined Formulas: PTO_PAYROLL_BALANCE_CALCULATION ...........Practice Details and Solutions..........79-8 Predefined Formulas: PTO_PAYROLL_CARRYOVER .................................................................................................................. 2001...........................................82-8 I A s U O Managing Absences .........................82-7 Solution: Defining an Absence Type....................................85-4 Solution: Recording Absences...............................79-4 Formula Types: Accrual Sub Formula.................................................................................................................................................................................................................................................................................80-8 Absence Management and PTO Accruals ....................................................................................................................................................80-5 Practice: Creating and Linking Additional Accrual Elements.....................................84-2 Solution: Defining PTO Accrual Plans.............................................................................................................................83-4 Solution: Viewing Absence Information ...................Adapting the Predefined Accrual Formulas..................................................................................................

...........................................................................................................................................91-9 GRE Transmitter Setup Introduction..............................................................................................................................................................................................................................................................................................................................................................................................................................................................................93-2 Introduction ................................89-4 Setting Up Payment Methods ........................................................................Adapting the Predefined Accrual Formulas .91-12 I A & l a s U O n r te Setting up Taxability Rules for Earnings and Deductions ...............................................................................................................................................................................................................................................92-5 Taxability Rules for Pre-Tax Deductions .........................90-10 y l n O e Setting Up Employer Tax Information................................89-11 Practice: Defining Payment Methods ............................................................................................................................................................................................................................................................. 11i Oracle HRMS Implement Oracle HR and Payroll (US) Table of Contents xviii ............Practice Details and Solutions .......................................................................................................................................................................................................................................................................................................................................................92-6 Local Taxability Rules.....................................91-6 Entering Tax Information ............................................................................92-2 Taxability Rules for Regular Earnings .......................................90-6 Setting Up a Payroll.........................................................................................................................................................................................................90-1 Setting Up Payrolls......................................................................................................................................................................................................................89-12 Setting Up Payrolls ............................................................................................................................91-8 Practice: Entering Tax Rules for a GRE...........................................................................93-1 Entering and Calculating FUTA Credits ..................................................................................87-4 Solutions: Adding an Additional Absence Element to the Net Calculation Rules .............89-1 Modeling Payrolls................................................................................................................................92-3 Taxability Rules for Other Earnings..................................................................................................................................88-4 Modeling Payrolls ...........................................................................................92-4 Entering Taxability Rules ...................................................................................................89-2 Topics ......................................................................................................................88-3 Objectives ............90-5 Processing Pay QuickPay or Batch Process ......................................................................................................................................................................91-7 Tax Information for GREs Federal.........................................91-11 Defining Structures for Multiple Worksite Reporting ......................89-10 Currencies...........................91-4 Employer Tax Introduction..92-8 n I e l c a r O Entering and Calculating FUTA Credits.....................................................90-3 Processing Pay Calendars ........................90-2 Payroll Overview...................................................................................................90-9 Practice: Defining a Payroll...................................................................................................................................................89-3 Payroll Overview........................................................................................... State and Local ..89-7 Defining Payment Methods ............................................................................................................................................... 2001.................................................. All rights reserved...............................................................................................................................91-2 Topics ....................................................................................................................................................................................................................91-3 Understanding Employer Tax Information in Oracle Payroll.............Practice Details and Solutions.....................................................89-6 Valid Payment Methods ....................................................................................86-3 Changing Net Calculation Rules ............................................................................................................................................................................................................................................................................87-2 Practice: Adding an Additional Absence Element to the Net Calculation Rules................................................................90-4 Processing Pay The Pay Period Cycle .........................................................................................................................................................................................93-3 Calculating FUTA Credits.........................................................................................................................................................92-7 Practice: Define a New Tax Category ......................................88-2 Modules ....................................86-1 Practice: Creating Accrual Formulas..........87-5 Payroll Setup (US) ......................................................................................................................................................................................................................................86-2 Solution: Creating Accrual Formulas ......................................91-5 Oracle Payroll and Vertex ..........................................90-7 Entering Cost Details for a Payroll ...........93-4 Copyright © Oracle Corporation............................................................................91-10 Multiple Worksite Reporting Overview ...............................................................................................88-1 Payroll Setup (US)........................92-1 Setting up Taxability Rules for Earnings and Deductions .........................................................................................87-1 Practice: Creating and Linking Additional Absence Elements.................................91-1 Setting up Employer Tax Information ...............................................................................................................................................................................................

........................................................................................................................................96-10 Setting Up Wage Attachments........................................97-9 y l n O e Maintaining Wage Attachments for Employees ..................98-2 Entering Wage Attachments For an Employee...............96-6 Practice: Viewing Employee Tax Balance Summary ............................98-4 Payee: Person................................................................................................. 2001...................................................................................................................................................................................................................................................................................................................................94-6 Setting Up Employee Tax Information.................. All rights reserved.......................100-4 l c a Modeling Payroll .................95-5 Practice: Entering Tax Rules for an Employee.........95-9 Practice: Entering an Override for Employee Tax............................................................................................................97-1 Setting Up Wage Attachments...............................101-6 Practice Solution: Defining a Payroll .........................................................................................................................................................................................................................................................................................................................................94-2 Vertex Introduction..................................94-4 Oracle Payroll Tax Rules and Calculations .................................98-7 Practice: Entering Third Party Payment Methods ..................................97-4 Wage Attachments Introduction .......................................98-3 Payee: Organization..................................................................................................................................................................98-1 Maintaining Wage Attachments for Employees ...........................................Instructor Demonstrations and Practice Solutions ................................95-1 Setting up Employee Tax Information......................................................................................................................................................................................101-2 Practice Solution: Defining Payment Methods.......96-1 Viewing Employee Tax Balances....................................................................................................101-7 r O Copyright © Oracle Corporation.....................................96-5 Employee Tax Balance Summary Window..............................................................Entering FUTA Rates ..........................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................99-6 n I e Payroll Setup (US) ...............................................98-9 Practice: Entering Wage Attachments for an Employee................................................99-1 Producing Checks for Wage Attachments .......................................................................................................................97-8 Practice: Creating Wage Attachments .............................................................................................................96-2 Introduction ............................................................................................97-2 Topics ........................................................................................................100-3 Summary................100-2 Module Summary .....................................................................................................................................97-5 User Defined Wage Attachments .......................................................................................................................................................................................................................................................................................................................................................................................................................................................100-1 Payroll Setup (US).................. 11i Oracle HRMS Implement Oracle HR and Payroll (US) Table of Contents xix .....................................................................................................................................................................................................................................................................................................................................................................................95-2 Topics ..........95-3 Entering Employee Tax Rules ......97-3 Creating Wage Attachment Elements..................................................................................93-6 Understanding Vertex and Vertex Updates ...................................................................................................................98-10 I A & l a s U O n r te Producing Checks for Wage Attachments.................................................................................................................................101-3 Practice: Defining a Payroll........................................................................................................................................95-10 Viewing Employee Tax Balances...........................98-8 Entering Wage Attachments for an Employee.....98-6 Wage Attachments for an Employee ..........96-3 Viewing Employee Tax Balances....................................97-7 Wage Attachment Rules .................................99-2 Practice: Producing a Third Party Check......................................94-3 Vertex License..................................................................95-4 Employee Tax Introduction .......................94-5 Vertex Element ...96-4 Practice: Viewing Employee Tax Balances.............................................94-1 Understanding Vertex and Vertex Updates ............................................................................................................................................................................................................................................................................................................................................................................................................................98-5 Practice: Setting Up a Payee Organization ...............................................................................................................................................................................................................................................................................93-5 Practice: Entering FUTA Tax Rates .....................................................................................................................101-1 Practice: Defining Payment Methods ..........................................................................................................................................

Setting Up Employer Tax Information - Instructor Demonstrations and Practice Solutions ..................102-1
Practice: Entering Tax Rules for a GRE........................................................................................................102-2
Practice Solution: Entering Tax Rules for a GRE .........................................................................................102-3
Practice: Define a New Tax Category ...........................................................................................................102-6
Practice Solution: Define a New Tax Category.............................................................................................102-7
Practice: Entering FUTA Tax Rates ..............................................................................................................102-9
Practice Solution: Entering FUTA Tax Rates................................................................................................102-10
Setting Up Employee Tax Information - Instructor Demonstration and Practice Solutions ....................103-1
Practice: Entering Tax Rules for an Employee – Federal Tax Rules.............................................................103-2
Practice Solution: Entering Tax Rules for an Employee – Federal Tax Rules ..............................................103-3
Practice: Entering Tax Rules for an Employee – State Tax Rules.................................................................103-4
Practice Solution: Entering Tax Rules for an Employee – State Tax Rules ..................................................103-5
Practice: Entering Tax Rules for an Employee – Local Tax Rules................................................................103-6
Practice Solution: Entering Tax Rules for an Employee – Local Tax Rules .................................................103-7
Practice: Entering an Override for Employee Tax - Federal and State Tax...................................................103-8
Practice Solution: Entering an Override for Employee Tax – Federal and State Tax....................................103-9
Practice: Entering an Override for Employee Tax – Local Tax.....................................................................103-10
Practice Solution: Entering an Override for Employee Tax – Local Tax ......................................................103-11
Practice: Viewing Employee Tax Balances...................................................................................................103-12
Practice Solution: Viewing Employee Tax Balances ....................................................................................103-13
Practice: Viewing Employee Tax Balance Summary ....................................................................................103-14
Practice Solution: Viewing Employee Tax Balance Summary......................................................................103-15
Setting Up Wage Attachments - Instructor Demonstrations and Practice Solutions ................................104-1
Practice: Creating Wage Attachments ...........................................................................................................104-2
Practice Solution: Creating Wage Attachments.............................................................................................104-3
Practice: Setting Up a Payee Organization ....................................................................................................104-4
Practice Solution: Setting Up a Payee Organization......................................................................................104-5
Practice: Entering Third Party Payment Methods .........................................................................................104-6
Practice Solution: Entering Third Party Payment Methods ...........................................................................104-7
Practice: Entering Wage Attachments for an Employee................................................................................104-8
Practice Solution: Entering Wage Attachments for an Employee .................................................................104-9
Practice: Producing a Third Party Check.......................................................................................................104-10
Practice Solution: Producing a Third Party Check ........................................................................................104-11

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Preface
Profile
Before You Begin This Course
Before you begin this course, you should have the following qualifications:

Thorough knowledge of navigating within Oracle R11i application and HRMS business
requirements within your organization.

Working experience with the following:
− Workstructures
− Costings of payrolls
− Modeling Employment Relationship
− Compensation and Benefits including elements for Payroll
− Salary administration and managing absences and paid time off (PTO) accruals
− Payroll setup requirements

Prerequisites

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

Understanding your own organizations business functions and procedures.

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How This Course Is Organized

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This is an instructor-led course featuring lecture and hands-on exercises. Online demonstrations
and written practice sessions reinforce the concepts and skills introduced.

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Related Publications
Oracle Publications

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Part Number

Using Oracle HRMS – The fundamentals (US)

A73315-01

Managing People Using Oracle HRMS

A73314-01

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Managing Compensation and Benefits using Oracle HRMS

A77144-01

Implementing Oracle HRMS (US)

A75314-01

Managing Total Compensation Using Oracle HRMS

A82930-01

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Additional Publications

System release bulletins

Installation and user’s guides

read.me files

Oracle Magazine

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Typographic Conventions
Typographic Conventions in Text
Convention
Bold italic

Element
Glossary term (if
there is a glossary)

Example
The algorithm inserts the new key.

Caps and
lowercase

Buttons,
check boxes,
triggers,
windows

Click the Executable button.
Select the Can’t Delete Card check box.
Assign a When-Validate-Item trigger to the ORD block.
Open the Master Schedule window.

Courier new,
case sensitive
(default is
lowercase)

Code output,
directory names,
filenames,
passwords,
pathnames,
URLs,
user input,
usernames

Code output: debug.set (‘I”, 300);
Directory: bin (DOS), $FMHOME (UNIX)
Filename: Locate the init.ora file.
Password: User tiger as your password.
Pathname: Open c:\my_docs\projects
URL: Go to http://www.oracle.com
User input: Enter 300
Username: Log on as scott

Initial cap

Graphics labels
(unless the term is a
proper noun)

Customer address (but Oracle Payables)

Italic

Emphasized words
and phrases,
titles of books and
courses,
variables
Interface elements
with long names
that have only
initial caps;
lesson and chapter
titles in crossreferences
SQL column
names, commands,
functions, schemas,
table names
Menu paths
Key names
Key sequences

Do not save changes to the database.
For further information, see Oracle7 Server SQL Language
Reference Manual.
Enter user_id@us.oracle.com, where user_id is the
name of the user.
Select “Include a reusable module component” and click Finish.

Quotation
marks

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This subject is covered in Unit II, Lesson 3, “Working with
Objects.”

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Uppercase

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Arrow
Brackets
Commas

cl

Plus signs

Key combinations

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Use the SELECT command to view information stored in the
LAST_NAME
column of the EMP table.

Select File > Save.
Press [Enter].
Press and release keys one at a time:
[Alternate], [F], [D]
Press and hold these keys simultaneously: [Ctrl]+[Alt]+[Del]

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Typographic Conventions in Code
Convention
Caps and
lowercase
Lowercase

Element
Oracle Forms
triggers
Column names,
table names

Example
When-Validate-Item

Passwords

DROP USER scott
IDENTIFIED BY tiger;
OG_ACTIVATE_LAYER
(OG_GET_LAYER (‘prod_pie_layer’))

PL/SQL objects

SELECT last_name
FROM s_emp;

Lowercase
italic
Uppercase

Syntax variables

CREATE ROLE role

SQL commands and SELECT userid
FROM emp;
functions

Typographic Conventions in Navigation Paths
Typographic Conventions in Navigation Paths
This course uses simplified navigation paths, such as the following example, to direct you
through Oracle Applications.
(N) People > Enter and Maintain > (M) Query-Find > (B) Assignment
This simplified path translates to the following:

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1. (N) From the Navigator window, select People then Enter and Maintain.

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2. (M) From the menu, select Query then Find “your employee”.
3. (B) Click the Assignment button.

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Notations:

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(N) = Navigator
(M) = Menu

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(T) = Tab

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(B) = Button

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(I) = Icon

(H) = Hyperlink

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Typographical Conventions in Help System Paths
This course uses a “navigation path” convention to represent actions you perform to find
pertinent information in the Oracle Applications Help System.
The following help navigation path, for example—
Oracle HRMS > Total Compensation Elements Setup > Elements > How To > Define an
Element
— represents the following sequence of actions:
1. In the navigation frame of the help system window, expand your local Oracle HRMS entry.
2. Under the Oracle HRMS entry, expand Total Compensation Elements Setup.
3. Under Total Compensation Elements Setup, expand Elements.
4. Under Elements, expand How To.
5. Under How To, select Define an Element.
This will display step-by-step instructions on how to complete the Element window.

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Work Structures
Chapter 1

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Work Structures
Chapter 1 - Page 1

Work Structures

Work Structures
HRMS Release 11i

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Work Structures
Chapter 1 - Page 2

Work Structures Chapter 1 .Page 3 .Objectives Objectives After completing this eClass you should be able to do the following: • Recognise different types of enterprise business models and explain how to represent these in Oracle HRMS • Describe the work structure components and understand their use in Oracle HRMS y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. All rights reserved. 2001.

Representing Financial Report Structures • Module 5 .Overview of Enterprise Work Structures • Module 2 .Defining Common Data • Module 3 . All rights reserved.Representing Jobs and Positions • Module 8 .Setting up Workers’ Compensation (US) y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Representing Grades and their Relationship to Pay • Module 7 .Modules Modules Work Structures contains the following modules: • Module 1 .Setting up Business Groups.Page 4 . Locations and Organizations • Module 4 .Representing Legal & Government Reporting Structures (US) • Module 6 . Work Structures Chapter 1 . 2001.

Overview of Enterprise Work Structures Chapter 2 y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. All rights reserved. Overview of Enterprise Work Structures Chapter 2 . 2002.Page 1 .

All rights reserved.Page 2 . 2002.Overview of Enterprise Work Structures None* y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Overview of Enterprise Work Structures Chapter 2 .

Page 3 . All rights reserved.Overview of Enterprise Work Structures Overview of Enterprise Work Structures y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. 2002. Overview of Enterprise Work Structures Chapter 2 .

Topics Topics In this module the following topics will be covered: • Overview of Enterprise Work Structures • Understanding Work Structure Components 1 • Understanding Work Structure Components 2 • Understanding Work Structure Components 3 y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Page 4 . All rights reserved. 2002. Overview of Enterprise Work Structures Chapter 2 .

the business processes and the control systems that operate within the enterprise. • Culture is also reflected in the reward systems. 2002.Page 5 . Overview of Enterprise Work Structures Chapter 2 . All rights reserved.Module Overview Module Overview • Every enterprise has its own individual ‘culture’. which is reflected in the organization of work and the management of people within the enterprise. y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.

Overview of Enterprise Work Structures Chapter 2 .Page 6 . 2002.Overview of Enterprise Work Structures Overview of Enterprise Work Structures y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. All rights reserved.

2002.Oracle HRMS An Information Model Oracle HRMS An Information Model • With Oracle HRMS you create an information model to represent your own enterprise – Work – Pay – People • People are deployed and compensated using the model you setup y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Page 7 . Overview of Enterprise Work Structures Chapter 2 . All rights reserved.

and Conditions Links O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Rules. 2002. Overview of Enterprise Work Structures Chapter 2 .Page 8 .Oracle HRMS Information Model Oracle HRMS Information Model Employee and Applicant Assignment History Employee Pay and Benefit History People Work Details Entries Employment Work Pay y l n Compensation. All rights reserved. Entitlements.

All rights reserved. 2002. Project Based 2. Rule Based 3. Overview of Enterprise Work Structures Chapter 2 .Page 9 . Hybrid y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Typical Types of Enterprise Typical Types of Enterprise • To simplify this section we are going to consider three typical types of enterprise and their characteristics 1.

Overview of Enterprise Work Structures Chapter 2 .Project Based Enterprise Characteristics Project Based Enterprise Characteristics • Typical in consulting. 2002. construction. small manufacturing or software companies – Loosely structured operating groups – Rapidly changing structures in response to changing business opportunities – People are hired and deployed for their skills – Reward systems are usually personal – Individuals are usually more important than roles y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Page 10 . All rights reserved.

Project Based Enterprise System Needs Project Based Enterprise System Needs • Flexibility to represent and change organizational structures and work groups • Flexibility in defining and assigning roles to people • Ability to show multiple activities • Ability to define and manage competence-centric business processes • Flexibility in the compensation management framework to handle individual compensation plans y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. All rights reserved.Page 11 . 2002. Overview of Enterprise Work Structures Chapter 2 .

• Use Elements to record time spent on specific projects Organization Assignment Job I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Page 12 O e y l n .Project Based Enterprise Oracle Solution Project Based Enterprise Oracle Solution Consider using a combination of Organizations and Jobs for the flexibility you need. Overview of Enterprise Work Structures Chapter 2 . 2002. All rights reserved. Person changes organization but keeps the same job. • Use Organizations for detailed reporting groups • Use Jobs to define roles independent of any specific organization.

Overview of Enterprise Work Structures Chapter 2 .Rule Based Enterprise Characteristics Rule Based Enterprise Characteristics • Typical in Government agencies. Health Care. and non-profit agencies – Highly structured operating groups – Posts exist independently of people – Positions are controlled. Public Sector. 2002. Education. All rights reserved.Page 13 . with detailed approvals for budgeting and reporting – Employees hired and assigned to specific positions – Rewards usually associated with the position – Roles usually more important than individuals y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.

All rights reserved. Overview of Enterprise Work Structures Chapter 2 .Page 14 .Rule Based Enterprise System Needs Rule Based Enterprise System Needs • Ability to define and control positions independently of people • Ability to manage some information about positions across organizations • Ability to assign multiple people to one position or one person to many positions y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. 2002.

Rule Based Enterprise Oracle Solution Rule Based Enterprise Oracle Solution Consider using Positions to represent the detailed work structures you need • Positions enable more detailed management information and reporting than jobs alone • Use Orgs to show departmental level information • Use Jobs to represent common types shared across all organizations Organization Position Assignment y l n Job O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. All rights reserved. 2002. Overview of Enterprise Work Structures Chapter 2 .Page 15 .

or larger commercial enterprises • Share characteristics of both project and rule based types of enterprise models – Typically management and administrative roles are fixed – Other roles managed more flexibly y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. 2002.Hybrid Enterprise Characteristics Hybrid Enterprise Characteristics • Typical in large manufacturing.Page 16 . Overview of Enterprise Work Structures Chapter 2 . All rights reserved.

1 Position Production Director Assignment Assignment Person y l n Person I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.1 Org Job Production UnionA.Hybrid Enterprise Oracle Solution Hybrid Enterprise Oracle Solution • Positions for managers Org • Jobs for other employees Job Production Director .Engineer.Page 17 O e . 2002. Overview of Enterprise Work Structures Chapter 2 . All rights reserved.

All rights reserved. 2002. Overview of Enterprise Work Structures Chapter 2 .Page 18 .y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.

2002.Understanding Work Structure Components Chapter 3 y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. All rights reserved. Understanding Work Structure Components Chapter 3 .Page 1 .

2002. All rights reserved.Understanding Work Structure Components 1 Understanding Work Structure Components 1 y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Page 2 . Understanding Work Structure Components Chapter 3 .

Page 3 .Work Structures Overview Work Structures Overview • Work Structures provide the framework in which you place people • They include: – Enterprise and employer structures such as business groups. All rights reserved. Understanding Work Structure Components Chapter 3 . organizations and legal entities – Work roles for employees such as Jobs and Positions – Grade structures with related pay rates – Payroll Groups with processing calendars – User defined groups such as unions or pension groups y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. 2002.

2002. All rights reserved.Page 4 . each with its own reporting and management structures y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Understanding Work Structure Components Chapter 3 .Work Structures Representing the Employer Work Structures Representing the Employer Oracle HRMS lets you model: • A single company with all of its offices in one country • An international company with offices overseas but with a single reporting structure • A multi-national company with subsidiary companies.

2002.Business Groups in Oracle HRMS Business Groups in Oracle HRMS • A Business Group defines a complete set of HR data for operations and processing • Linked with one legislative processing area for HR. All rights reserved. and benefits regulations • May correspond to a single company. payroll. to a holding company or corporation y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Understanding Work Structure Components Chapter 3 .Page 5 . or in large enterprises.

The Startup Business Group The Startup Business Group • Oracle HRMS comes with one predefined Business Group – This is for users of Oracle Applications who do not intend to use HR • You should setup a new Business Group with your own choice of default information y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. 2002.Page 6 . Understanding Work Structure Components Chapter 3 . All rights reserved.

Page 7 . you replace the default assignment y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. All rights reserved. Understanding Work Structure Components Chapter 3 . all employees receive an assignment to the business group you choose when you sign-on • When you enter assignment details to internal organizations such as divisions or departments. 2002.Business Groups Business Groups • By default.

Understanding Work Structure Components Chapter 3 . all employees receive an assignment to the business group you choose when you sign-on • When you enter assignment details to internal organizations such as divisions or departments. work and pay details are regulated by the legislation of the business group O e y l n I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Business Groups Business Groups • By default. All rights reserved. 2002. you replace the default assignment The employee continues to exist within the business group Personal.Page 8 .

Page 9 . Understanding Work Structure Components Chapter 3 . and compensation and benefit policies • You acquire or merge with another company – You want to manage separate structures and processes during a transition phase y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.One or Many Business Groups Reasons One or Many Business Groups Reasons • You want a copy of your live system with example records for training or testing purposes • You are a holding company with a number of subsidiary companies – Each subsidiary has its own structures. 2002. employees. All rights reserved.

Page 10 .One or Many Business Groups Oracle HRMS One or Many Business Groups Oracle HRMS • Oracle HRMS provides legislative support for HR and payroll associated with a business group • If you operate in many countries you might want to define a different business group for each country – Different job and grade definitions – Different compensation policies – Different languages for all information y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Understanding Work Structure Components Chapter 3 . 2002. All rights reserved.

One or Many Business Groups Oracle HRMS One or Many Business Groups Oracle HRMS • Oracle HRMS provides legislative support for HR and payroll associated with a business group • If you operate in many countries you might want to define a different business group for each country – Different job and grade definitions – Different compensation policies – Different languages for all information Set up one or many business groups according to the operating needs of your own enterprise O e y l n I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Understanding Work Structure Components Chapter 3 . All rights reserved.Page 11 . 2002.

One or Many Business Groups Options

One or Many Business Groups
Options
• If you operate in many countries but have only a small
number of employees in each country
– Include all employees in one business group
– Use flexfields to capture additional local data
– Process local payrolls through third-party systems

US Business Group
Legislative Data

Business Data

Legislative Rules

Business Rules

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Understanding Work Structure Components
Chapter 3 - Page 12

One or Many Business Groups Options

One or Many Business Groups
Options



Operations in countries with large numbers of employees
Setup a business group for each major operating country
Setup an ‘other’ group for all other employees.
Process some payrolls with Oracle and others through
third-party systems
Legislative
Data
Legislative
Rules

US Business Group

Business
Data

UK Business Group

Business
Data

Business
Rules

Business
Rules

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Understanding Work Structure Components
Chapter 3 - Page 13

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Understanding Work Structure Components
Chapter 3 - Page 14

Understanding Work
Structure Components 2
Chapter 4

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Understanding Work Structure Components 2
Chapter 4 - Page 1

Understanding Work Structure Components 2

Understanding Work Structure
Components
2

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Understanding Work Structure Components 2
Chapter 4 - Page 2

Locations

Locations
• Define locations for each
physical site where your
employees work
– Local or international
– Specific to one business
group or shared across all

33 Eastcheap
London
United
Kingdom

1400 First Street
New York
USA

• In some legislations work
locations determine
taxability rules
• Define locations for
external organizations

150 Victoria
Street
Melbourne
Australia

– Tax authorities, insurance
and benefits carriers

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Understanding Work Structure Components 2
Chapter 4 - Page 3

Organizations

Organizations
• An organization is any work group smaller than a
business group
– Companies
– Departments or Divisions
– Operating Units

• Define as many separate organizations as you need
within each Business Group
• Organizations can be internal or external
– E.g. recruiting agencies and insurance carriers

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Understanding Work Structure Components 2
Chapter 4 - Page 4

Organization Hierarchies

Organization Hierarchies
• Use hierarchies to group organizations and to show
management reporting lines
– In a hierarchy each organization has one parent
– Unlimited number of hierarchies

• Use hierarchies when running reports to include a group
of organizations
• Use hierarchies to define security
• Use the Organization Hierarchy window to enable
position control
• Use hierarchies to set position control

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Understanding Work Structure Components 2
Chapter 4 - Page 5

Organization Hierarchies

Organization Hierarchies
Global Industries Corporation
Global Executive Board
CEO: Barry Fino
Global Corp Europe

Global Corp LA

MD:

President:

Andrea Chenier

Luisa Gonzales
Global Corp
US
President:
Mike Tenko

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Understanding Work Structure Components 2
Chapter 4 - Page 6

All rights reserved.Jobs and Positions Jobs and Positions Payroll Manager • Use Jobs or Positions to represent the different roles that a person can perform in your enterprise • Oracle HRMS provides two options to suit the needs Payroll Clerk of different enterprises Consultant y l n Senior Engineer O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. 2002.Page 7 . Understanding Work Structure Components 2 Chapter 4 .

All rights reserved. 2002.Page 8 . Understanding Work Structure Components 2 Chapter 4 .Using Jobs or Positions Using Jobs or Positions • Do you manage People or Positions? Payroll Manager – Fixed or Flexible Roles – May be more than one employee in the same role Payroll Clerk Consultant y l n Senior Engineer O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.

2002. All rights reserved. Understanding Work Structure Components 2 Chapter 4 .Page 9 .Using Jobs or Positions Using Jobs or Positions • Do you manage People or Positions? Payroll Manager – Fixed or Flexible Roles – May be more than one employee in the same role • If role continues to exist after the employee leaves then think about Positions Payroll Clerk • If role ceases or is reevaluated when the employee leaves then think about Jobs Consultant y l n Senior Engineer O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.

Page 10 .Additional Information for Jobs and Positions Additional Information for Jobs and Positions • Predefined types of information include: – – – – Valid grades Job Evaluation details Work Choices Competence or Skill Requirements • An unlimited number of user-defined types – Extra Information Types y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. All rights reserved. Understanding Work Structure Components 2 Chapter 4 . 2002.

The jobs Manager and Consultant could occur in many organizations • Oracle HRMS lets you define your own job structure and then enter details for each job in your enterprise y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Page 11 . Understanding Work Structure Components 2 Chapter 4 . 2002. All rights reserved.Jobs Jobs • Jobs are generic roles within a Business Group • They are independent of any single organization – Exist for all organizations – For example.

All rights reserved. Understanding Work Structure Components 2 Chapter 4 .Page 12 .1 s U O n r te n I e l c a r O Copyright © Oracle Corporation. 2002.Job Key Flexfield Job Key Flexfield Job Key Flexfield • Define your own job structure as a key flexfield • Up to 30 segments – Validation on each segment Title Manager Level 1 • Define individual jobs as a combination of segment values • You decide if each segment is required or optional Job y l n O e I A & l a Manager.

Positions Positions • Position is a specific role.g. E. Understanding Work Structure Components 2 Chapter 4 . that exists in one. 2002.Page 13 . y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Department level. All rights reserved. or function. and only one. organization • Positions show more management reporting detail than organizations alone • Position definition includes Job and Organization – Use job to show common job types and information across organizations – Use fewer organizations to show groups of positions and employees.

Government.Page 14 . Understanding Work Structure Components 2 Chapter 4 .Positions and Organizations Positions and Organizations • Use Positions to show specific posts within an Organization Org : HR Department Post • Typical in Public Sector. Education and Health • Typical in large enterprises to show management positions • Use Position Control functionality to manage positions y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. 2002. All rights reserved.

2002.Position Hierarchies Position Hierarchies • Use Hierarchies to show management reporting lines between positions – More detail than Organization Hierarchies – In a hierarchy each position has one parent • Unlimited number of hierarchies – Dates and versions – Copy and manage multiple versions • Use hierarchies to control user access to records – Security Profiles – Reports O e y l n I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. All rights reserved. Understanding Work Structure Components 2 Chapter 4 .Page 15 .

All rights reserved.Position Key Flexfield Position Key Flexfield • Define your own position structure using a key flexfield • Up to 30 segments • Validation on each segment • Define each position as a combination of segment values • Simplest option is one segment with no validation for ‘Title’ Position Key Flexfield Title HR Director HR Director Position Org HR Department Job y l n Manager.3 O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Page 16 . Understanding Work Structure Components 2 Chapter 4 . 2002.

2002. Positions and People y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. All rights reserved. Understanding Work Structure Components 2 Chapter 4 . – You can also use payroll group in the definition • The combination of Security Profile and Responsibility control the records that an application user can see – Organizations.Security Based on Work Structures Security Based on Work Structures • With Oracle HRMS you define the rules for who has access to personal information through a Security Profile • You define security profiles based on organization and/or position hierarchies.Page 17 .

All rights reserved.Page 18 . Understanding Work Structure Components 2 Chapter 4 .y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. 2002.

Page 1 . All rights reserved. 2002. Understanding Work Structure Components 3 Chapter 5 .Understanding Work Structure Components 3 Chapter 5 y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.

All rights reserved. Understanding Work Structure Components 3 Chapter 5 .Page 2 . 2002.Understanding Work Structure Components 3 Understanding Work Structure Components 3 y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.

2002. Director Engineer.Grades Grades • Grades show relative levels of management or seniority in an enterprise • May be grouped as – Management. Technical.Jnr y l n s U O n r te n I e l c a r O Copyright © Oracle Corporation.Page 3 O e . Administrative. All rights reserved. Understanding Work Structure Components 3 Chapter 5 .1 Union Group I A & l a Clerk. etc.Snr • Often related to levels of pay • Often related to Job or Position • Often related to Assembler.

Page 4 .Grade Key Flexfield Grade Key Flexfield • Define your own grade structure using a key flexfield • Up to 30 segments Grade Key Flexfield Union – Validation on each segment – Required or Optional TG Job Group Engineer 3 Level • Define each grade as a combination of segment values Grade TGWU. All rights reserved. Understanding Work Structure Components 3 Chapter 5 .3 y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. 2002.Engineer.

Page 5 . All rights reserved.Work Structures Grades and Pay Work Structures Grades and Pay Oracle HRMS supports direct and indirect relationships between grades and pay • Direct – Use Grade Rates – Maximum. Minimum. Understanding Work Structure Components 3 Chapter 5 . and Mid-point values • Indirect – Use Pay Scales – Progression Points and Values – Grade Steps and increments y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. 2002.

Understanding Work Structure Components 3 Chapter 5 . hours.Page 6 .1 25000 20000 30000 40000 A. numbers – Comparative calculations y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. All rights reserved.Work Structures Grade Rates Work Structures Grade Rates • Each Grade has a value or a range of values Grade Value Minimum Midpoint Maximum A. 2002.2 27000 23000 33000 43000 • Often used in performance related pay processes – Salary Administration – Units may be money.

2002.2 1 2 3 A 2 B 1 2 C 2 O e y l n I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Understanding Work Structure Components 3 Chapter 5 .2.Steps 1.3.Steps 1.3 Points Pay 1 3 10000 10550 10975 4 11450 3 5 11700 4 6 7 12250 12655 8 13000 9 13400 Grade B . All rights reserved.Page 7 .Grade Steps and Progression Points Grade Steps and Progression Points Pay Scale Grade A .4 1 Grade C .2.Steps 1.

Page 8 . Hours. Number • Define Grade Steps in sequence – Select a point for each step – Define a “ceiling” point to stop automatic increments y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. 2002. All rights reserved. Understanding Work Structure Components 3 Chapter 5 .Pay Scales Pay Scales • Define Pay Scales to show indirect relationships between grades and pay – Unlimited number of scales – Unlimited number of points and values – Sequence for progression • Define a value for every point – Money.

Payroll Groups for HR Users Payroll Groups for HR Users • HR only users can define payroll groups: – For compensation eligibility rules – For interfacing to third-party payrolls – For security • Payrolls define the frequency of payment for groups of employees – Define a payroll calendar within the tax year provided by legislation – Use pay period options provided by legislation y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. 2002.Page 9 . Understanding Work Structure Components 3 Chapter 5 . All rights reserved.

Understanding Work Structure Components 3 Chapter 5 . Bonus Eligibility. Positions.Page 10 . Car Eligibility. All rights reserved. O e y l n I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. 2002. Pension.People Groups People Groups • Locations. Organizations. etc. Jobs. Grades and Payrolls are predefined structures for grouping people • Need flexibility to define other types of group in Oracle HRMS – For reporting and analysis – To define eligibility for compensation – To extend key assignment details • Typical examples include Union.

Sales O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Essential. All rights reserved. Understanding Work Structure Components 3 Chapter 5 .Page 11 .Yes. 2002.People Group Key Flexfield People Group Key Flexfield People Group Key Flexfield • Define your own segments using a key flexfield structure • Up to 30 segments Union – Validation on each segment – Required or Optional None Pension Yes Car User Essential Comp Group Sales • Enter values for each segment on the Assignment window – You don’t define a key combination Group y l n None.

Page 12 .y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Understanding Work Structure Components 3 Chapter 5 . All rights reserved. 2002.

Defining Common Data Chapter 6 y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Defining Common Data Chapter 6 . 2002.Page 1 . All rights reserved.

Page 2 . Defining Common Data Chapter 6 . All rights reserved. 2002.Defining Common Data y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.

Defining Common Data Chapter 6 .Defining Common Data Defining Common Data y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Page 3 . 2002. All rights reserved.

2002. All rights reserved.Topics Topics In this module the following topics will be covered: • Defining Common Data • Defining Descriptive Flexfields • Extra Information Types in Oracle HRMS • Defining Lookups and Values • Managing Currencies and Exchange Rates y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Defining Common Data Chapter 6 .Page 4 .

2002.Module Overview Module Overview • This module concentrates on the common types of data that exists in the Oracle HRMS products and how to set them up – Key and Descriptive Flexfields – Extra Information Types – Lookups and Values – Currencies and Exchange Rates • These are not associated with a specific functional area y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Defining Common Data Chapter 6 . All rights reserved.Page 5 .

Page 6 . All rights reserved.Defining Common Data Defining Common Data y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Defining Common Data Chapter 6 . 2002.

Defining Common Data Chapter 6 .Page 7 . 2002. All rights reserved.Flexfields Overview Flexfields Overview • Key and Descriptive Flexfields are common to Oracle Applications • Let you define the structure of unique identifiers for your own key information • Let you extend the types of information you can hold in HRMS without changing code – Available as soon as you make the definitions – Automatically upgraded y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.

Grade and Competency • HRMS also uses key flexfield structures to let you capture additional information: – People Group. All rights reserved.Page 8 . (Special Information Types) y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Position. 2002.Key Flexfields in Oracle HRMS Special Considerations Key Flexfields in Oracle HRMS Special Considerations • HRMS uses key flexfield structures to let you configure your own unique names for work structures and competencies: – Job. Defining Common Data Chapter 6 . Cost Allocation and Competencies – Personal Analysis.

Standard Features Standard Features • One key structure for each Business Group Grade Key Flexfield – Unlimited structures for Personal Analysis Union • Up to 30 segments in each structure Job Group Engineer – Validation on each segment using a Value Set • The combination of segment values creates a unique key TGWU 3 Level Grade TGWU. All rights reserved. Defining Common Data Chapter 6 .Engineer.Page 9 . 2002.3 y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.

Page 10 O e y l n .A Key Flexfield A Key Flexfield Description Grade Key Flexfield Flexfield Name Union Segments Transport and General TG Job Group Engineer Level Engineer 3 Prompt Value Grade TGWU.3 Key Flexfield Combination I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Engineer. Defining Common Data Chapter 6 . All rights reserved. 2002.

Cost Allocation and Flexfield Qualifiers Special Considerations Cost Allocation and Flexfield Qualifiers Special Considerations • Cost Allocation uses flexfield qualifiers to control the level at which users can enter values for each segment: – Payroll. Organization.Page 11 . 2002. Assignment. Link. All rights reserved. Defining Common Data Chapter 6 . Entry and Balancing • Combinations are created even when the segments are not displayed – Combination Rules are not used • Each segment must have at least one qualifier • Each qualifier must have at least one segment y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.

Page 12 . 2002. All rights reserved. Defining Common Data Chapter 6 .Soft-Coded Legislation Key Flexfield Special Considerations Soft-Coded Legislation Key Flexfield Special Considerations • Legislation-specific information for HRMS – Predefined by HRMS product development – Flexfield structure linked to the legislation of your business group • Uses qualifiers to control entry of values – Business Group: Organization window – Payroll: Payroll window – Employee Assignment: Assignment window y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.

2002. All rights reserved.Bank Details Key Flexfield Special Considerations Bank Details Key Flexfield Special Considerations • Legislation specific structures for local bank account information – Predefined by HRMS product development – Flexfield structure linked to the legislation of your business group – Appears in Organizational Payment Method and Personal Payment Method windows y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Defining Common Data Chapter 6 .Page 13 .

Bank Details Key Flexfield Special Considerations Bank Details Key Flexfield Special Considerations • Legislation specific structures for local bank account information – Predefined by HRMS product development – Flexfield structure linked to the legislation of your business group – Appears in Organizational Payment Method and Personal Payment Method windows Warning! Do not modify the definitions of predefined flexfields.Page 14 . Defining Common Data Chapter 6 . Changes may invalidate your support agreement with Oracle and make it difficult to upgrade your system. O e y l n I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. 2002. All rights reserved.

Steps for Defining a Key Flexfield Special Considerations Steps for Defining a Key Flexfield Special Considerations 1. 2002. All rights reserved. Define flexfield structure and segments – Associate value sets with segments – Enable qualifiers for costing segments 4. Generate database items for individual segments. (if required) 2. Define value sets with validation rules 3.Page 15 . Defining Common Data Chapter 6 . Register validation tables. (if required in FastFormula or QuickPaint) O e y l n I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Define values for any independent and dependent value sets 5. Define aliases or cross validation rules 6.

to configure the People Group key flexfield • Navigate to the Key Flexfield Segments window using the System Administrator responsibility (N) Application > Flexfield > Key > Segments y l n O e s U Online Help For details on how to configure the people group key flexfield structure. Defining Common Data Chapter 6 . please refer to the online help path: Oracle HRMS> Extend Oracle HRMS> Flexfields> User Definable Key Flexfields For details on how to complete the Key Flexfield Segment Window please refer to the on line Help path : Applications Help Library > Applied Technology > Oracle Applications Flexfield > Key Flexfields Segments Window > Defining Segments I A & l a O n r te n I e l c a r O Copyright © Oracle Corporation. 2002. All rights reserved.Page 16 .Practice: Configure the People Group Key Flexfield Practice: Configure the People Group Key Flexfield • Follow the demonstration. or use the notes provided.

to configure the Personal Analysis key flexfield • Navigate to the Key Flexfield Segments window using the System Administrator responsibility (N) Application > Flexfield > Key > Segments y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. or use the notes provided.Practice: Configure the Personal Analysis Flexfield Practice: Configure the Personal Analysis Flexfield • Follow the demonstration. 2002.Page 17 . All rights reserved. Defining Common Data Chapter 6 .

Defining Common Data Chapter 6 . 2002.Page 18 .y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. All rights reserved.

Defining Descriptive Flexfields Chapter 7 y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Page 1 . All rights reserved. 2002. Defining Descriptive Flexfields Chapter 7 .

All rights reserved. 2002.Page 2 . Defining Descriptive Flexfields Chapter 7 .Defining Descriptive Flexfields Defining Descriptive Flexfields y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.

Jobs and Positions – People and Assignments – 30 segments for each Type you define y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Descriptive Flexfields in Oracle HRMS Special Considerations Descriptive Flexfields in Oracle HRMS Special Considerations • Oracle HRMS provides predefined windows and fields to collect data • Use descriptive flexfields to define your own additional information • Up to 30 additional fields available in every window – User Descriptive Flexfields • Plus unlimited Extra Information Types for – Locations.Page 3 . Defining Descriptive Flexfields Chapter 7 . All rights reserved. 2002.

2002.Standard Features Standard Features Person Window • One descriptive structure for each record • Unlimited Types for Extra Information • Up to 30 segments in each structure – Validation on each segment using a Value Set Closed [ ] Open Additional Person Details Car Driver Yes Passport British y l n Irish 2nd Passport O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Defining Descriptive Flexfields Chapter 7 .Page 4 . All rights reserved.

A Descriptive Flexfield A Descriptive Flexfield Description Additional Person Details Flexfield Name Car Driver Segments Value Passport Prompt Key Flexfield 2nd Passport Combination Yes Valid License British Irish y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. All rights reserved. 2002. Defining Descriptive Flexfields Chapter 7 .Page 5 .

2002. All rights reserved.Page 6 . Defining Descriptive Flexfields Chapter 7 .A Descriptive Flexfield A Descriptive Flexfield Description Additional Person Details Flexfield Name Segments Car Driver Yes Passport British British 2nd Passport Valid License Irish Prompt Values Person Table Attribute 1…30 Name Title Gender E No Structure y l n O e User defined columns Predefined columns I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.

Defining Descriptive Flexfields Chapter 7 .Page 7 . For example: Additional Person Details – Person and Applicant QuickEntry and Contact Additional Evaluation Details – Evaluation window for Jobs and for Positions y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. 2002.Descriptive Flexfields in Several Windows Special Considerations Descriptive Flexfields in Several Windows Special Considerations • Some descriptive flexfields are available in more than one window. All rights reserved.

Page 8 . Defining Descriptive Flexfields Chapter 7 . All rights reserved. 2002.Descriptive Flexfields and Business Groups Descriptive Flexfields and Business Groups • Descriptive flexfield definitions apply to all business groups in the same instance – Use context sensitive segments if you want different segments by business group – Use Extra Information Types if you want different sets of information by Business Group y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.

2002.Page 9 . All rights reserved.Descriptive Flexfields With Predefined Data Descriptive Flexfields With Predefined Data Title Table Name Window Title Personal Address Information PER_ADDRESSES Address Location Address Location HR_LOCATIONS • Address Styles and some validation rules are predefined for many countries y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Defining Descriptive Flexfields Chapter 7 .

Page 10 . Defining Descriptive Flexfields Chapter 7 .Protected Descriptive Flexfields Protected Descriptive Flexfields • Protected Descriptive Flexfields are used by Product Development to deliver standard functionality or data for HRMS – You cannot change these definitions y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. 2002. All rights reserved.

Passport details for Employees only Employee [ ] Additional Person Details Yes Car Driver y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.g.Page 11 . 2002. Defining Descriptive Flexfields Chapter 7 . or prompt users to enter a value – E. All rights reserved.Context Sensitive Descriptive Flexfields Context Sensitive Descriptive Flexfields Person Window • Make segments sensitive to the value in another field • Use a predefined Reference Field.

Context Sensitive Descriptive Flexfields

Context Sensitive Descriptive Flexfields
Person Window

• Make segments sensitive
to the value in another
field
• Use a predefined
Reference Field, or prompt
users to enter a value

Employee

[ ]

– E.g. Passport details for
Employees only

Additional Person Details

• Define flexfield structures
for specific reference field
values
– Global and context
sensitive segments
– Maximum number of
segments is still 30

Car Driver

Yes

Passport

British

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Defining Descriptive Flexfields
Chapter 7 - Page 12

Steps for Defining a Descriptive Flexfield Special Considerations

Steps for Defining a Descriptive Flexfield
Special Considerations
1.
2.
3.
4.

Register validation tables, (if required)
Define value sets with validation rules
Register reference fields, (if required)
Define flexfield structure/context and segments
– Associate value sets with segments
– Enable qualifiers for costing segments
4. Define values for any value sets
5. Generate database items for new fields, (if required
in FastFormula or QuickPaint)

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Defining Descriptive Flexfields
Chapter 7 - Page 13

Practice: Key and Descriptive Flexfields Overview

Practice: Key and Descriptive
Flexfields Overview

• This practice reinforces your knowledge of flexfields
and their features
• Try to answer the questions in your workbook

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Defining Descriptive Flexfields
Chapter 7 - Page 14

Extra Information Types in
Oracle HRMS
Chapter 8

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Extra Information Types in Oracle HRMS
Chapter 8 - Page 1

Extra Information Types in Oracle HRMS

Extra Information Types in Oracle HRMS

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Extra Information Types in Oracle HRMS
Chapter 8 - Page 2

Overview

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

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Extra Information Types in Oracle HRMS
Chapter 8 - Page 3

Overview

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

• Similar to Special Information Types for Person
– Access window from a taskflow button
– More security features
– Available for other entities

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Extra Information Types in Oracle HRMS
Chapter 8 - Page 4

Overview

Overview
• You can define Extra Information Types for the
following entities:





Locations
Organizations
Jobs
Positions
People
Assignments

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Extra Information Types in Oracle HRMS
Chapter 8 - Page 5

Standard Features

Standard Features
Person

• Unlimited Types for
Extra Information

Button

Extra

– One structure per type

• Up to 30 segments in
each structure

Extra Person Information
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– Validation on each
segment

• Multiple entries for each
type of information

Personal Documents
Driving License

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All rights reserved.Page 7 . Extra Information Types in Oracle HRMS Chapter 8 .Extra Information Type Descriptive Flexfields Extra Information Type Descriptive Flexfields Description Personal Documents Information Type Name Type Driving License Valid License Value Segments Country UK Expiry United Kingdom 03/06/01 Prompt y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. 2002.

Extra Information Types in Oracle HRMS Chapter 8 . All rights reserved.Page 8 .Extra Information Type Descriptive Flexfields Extra Information Type Descriptive Flexfields Description Personal Documents Information Type Name Type Driving License Segments Country UK Expiry Valid License United Kingdom 03/06/01 Prompt Values Person Extra Info Table Attribute 1…30 Information 1…30 y l n User defined information columns Additional user defined columns O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. 2002.

2002.Page 9 . Extra Information Types in Oracle HRMS Chapter 8 . EITs for people are very similar to SITs – Both types use flexfields for additional information – Is Key or Descriptive information better? O e y l n I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. All rights reserved.Using Extra Information or Special Information for People Using Extra Information or Special Information for People Key Flexfield Combinations Descriptive Flexfield Values PEOPLE Special Information Extra Information • From a user perspective.

Page 10 .Security Security STOP • Both types use additional windows to display fields – Multiple records of the same type – Taskflowed windows – CustomForm security lets you restrict types to display • EITs also have security by Responsibility – Control access to a set of EITs – Copy definitions between responsibilities – Simplifies administration of security y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Extra Information Types in Oracle HRMS Chapter 8 . All rights reserved. 2002.

(if required) – CustomForm restrictions – New taskflow nodes – Define/change taskflows y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. All rights reserved. 2002. Extra Information Types in Oracle HRMS Chapter 8 .Page 11 .Steps for Registering Extra Information Types Steps for Registering Extra Information Types • • • • Define the Extra Information Type Register each EIT Set up responsibility level security Define additional security.

Practice: Extra Information Types Practice: Extra Information Types • This practice reinforces your knowledge of Extra Information Types (EIT’s ) and their features • Try to answer the questions in your workbook y l n O e s U Questions 1.Page 12 . Give some examples of when you might consider using EITs? 4. All rights reserved. EITs and Special Information Types both exist for extending personal information in Oracle HRMS. Name the 6 important entities in HRMS that have EITs. What performance advantages do EITs have over Special Information Types? I A & l a O n r te n I e l c a r O Copyright © Oracle Corporation. 3. What access restrictions can you impose on EITs? 5. Extra Information Types in Oracle HRMS Chapter 8 . Explain what an Extra Information Type is? 2. 2002.

Page 1 . 2002.Defining Lookups and Values Chapter 9 y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Defining Lookups and Values Chapter 9 . All rights reserved.

All rights reserved. 2002. Defining Lookups and Values Chapter 9 .Defining Lookups and Values Defining Lookups and Values y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Page 2 .

2002. All rights reserved.Overview Overview • Lookups are common to all Oracle Applications • Predefined list of values validation for specific fields. – Add your own values to predefined lists – Add your own lookups and values for fields that you define y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Defining Lookups and Values Chapter 9 . etc. Nationality.Page 3 . Title.

2002.Page 4 . Defining Lookups and Values Chapter 9 . All rights reserved.User Access Levels User Access Levels System • All values in the list are predefined by Oracle Extensible • Some predefined values are provided • You can add values to the list User • Define new lookup types to validate fields you define during the implementation process – Flexfield segments – Element Input Values y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.

Defining Lookups and Values Chapter 9 . or use the notes provided. to define the Lookup Types and Values suggested in the notes • Navigate to the Applications Utilities Lookup window using your local Super HRMS Manager responsibility (N) Other Definitions > Lookup Tables y l n O e s U Online Help For details on how to define lookups and values . 2002. All rights reserved.Practice: Define Lookup Types and Values Practice: Define Lookup Types and Values • Follow the demonstration.Page 5 . please refer to the online help path: Oracle HRMS> Extend Oracle HRMS> Lookups> How To> Adding Lookup Types and Values I A & l a O n r te n I e l c a r O Copyright © Oracle Corporation.

2002.Page 6 . All rights reserved. Defining Lookups and Values Chapter 9 .Managing Currencies and Exchange Rates Managing Currencies and Exchange Rates y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.

Page 7 .Overview Overview • For any international or global operation you need the ability to enter compensation and other monetary information in different currencies • For payroll calculations and financial reporting you need the ability to maintain exchange rates in a consistent manner y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. All rights reserved. 2002. Defining Lookups and Values Chapter 9 .

Defining Lookups and Values Chapter 9 . All rights reserved.Page 8 . 2002.Typical Requirements Typical Requirements • You have employees living in one country and working temporarily in another • You want to record specific earnings or deductions in local currencies • You also want to pay these employees a fixed amount into a bank account in their home currency and the remainder in a local currency • You want to guarantee that all conversions to Eurocurrencies are correctly calculated y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.

2002.Enabling Currencies in Oracle HRMS Enabling Currencies in Oracle HRMS • All major currencies are predefined with Oracle Applications (using ISO standard codes) • Enable the base currency for each business group – The currency for all payroll calculations – Default for all money types of information y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Page 9 . All rights reserved. Defining Lookups and Values Chapter 9 .

All rights reserved.Page 10 . Defining Lookups and Values Chapter 9 . 2002.Enabling Currencies in Oracle HRMS Enabling Currencies in Oracle HRMS • All major currencies are predefined with Oracle Applications (using ISO standard codes) • Enable the base currency for each business group – The currency for all payroll calculations – Default for all money types of information • Enable as many other currencies as you need – Money values for compensation and benefits – Non-legislative information balances in payroll – Payment methods for employees y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.

2002.Page 11 . All rights reserved.Exchange Rates in Oracle HRMS Exchange Rates in Oracle HRMS • Oracle HRMS uses exchange rate values stored in the General Ledger Daily Rates tables – Conversions in payroll calculations and payment – Conversions in standard reports • You select the exchange rates to use for payroll • You select the exchange rate to use in reports y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Defining Lookups and Values Chapter 9 .

Page 12 . Defining Lookups and Values Chapter 9 .Exchange Rate Variations Exchange Rate Variations • Choose if you want to use the same rates as GL or define a special rate for payroll – For example if you set values every day for GL but want to set a value for payroll on a fixed date once a month because of the frequency of processing in a week or month y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. 2002. All rights reserved.

2002. it is valid indefinitely 4 Save your work y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Steps to Enable Currencies Steps to Enable Currencies Use the System Administrator responsibility (N) Application > Currency 1 To enable an ISO currency. Defining Lookups and Values Chapter 9 . All rights reserved. Query the currency 2 Select the Enabled check box 3 Specify the period in which this currency can be used – If you do not enter a start date.Page 13 . this currency is valid immediately. and if you do not enter an end date.

2002. Defining Lookups and Values Chapter 9 .Currency Precision Currency Precision • Precision is the number of digits to the right of the decimal point – Must be greater than or equal to zero – Default is two • This does not affect any calculations in Oracle Payroll – FastFormula lets you choose the precision during calculation – If you return the result to a money type field then precision of the output currency applies y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Page 14 . All rights reserved.

Exchange Rates Exchange Rates • If you record or report in more than one currency you will need to enter exchange rates • Euro Currencies – Set up exchange rates to the Euro – Do not set up rates directly to any Euro currency $ C Fixed Rates DK I A O n I e l c a Copyright © Oracle Corporation.Page 15 O e s U n r te r O y l n ITL Variable Rate & l a FFR . 2002. All rights reserved. Defining Lookups and Values Chapter 9 .

Defining Lookups and Values Chapter 9 .Page 16 .Practice: Define an Exchange Rate Practice: Define an Exchange Rate • Follow the demonstration. please refer to the online help path: Oracle HRMS> Payroll Runs and Processes> The Payroll Run> How To> Define an Exchange Rate I A & l a O n r te n I e l c a r O Copyright © Oracle Corporation. or use the notes provided. 2002. All rights reserved. to define an exchange rate between two currencies • Navigate to the GL Daily Rates window using your local Super HRMS Manager responsibility (N) Payroll > GL Daily Rates y l n O e s U Online Help For details on how to define a grade flexfield structure.

Work Structures . All rights reserved.Case Study Work Structures .Case Study • Review the business scenario in the Instructor Demonstrations and Solutions section and answer the questions that follow the scenario y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Defining Lookups and Values Chapter 9 . 2002.Page 17 .

All rights reserved. 2002.Page 18 .y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Defining Lookups and Values Chapter 9 .

Page 1 . All rights reserved. Creating a Business Group Chapter 10 .Creating a Business Group Chapter 10 y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. 2002.

Locations.Page 2 . All rights reserved. Locations. and Organizations y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Creating a Business Group Chapter 10 . 2002.Setting up Business Groups. and Organizations Setting up Business Groups.

All rights reserved.Page 3 .Topics Topics In this module the following topics will be covered: • Creating a Business Group • Creating Locations • Creating an Organization • Application Data Exchange y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Creating a Business Group Chapter 10 . 2002.

All rights reserved. and Organizations y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. 2002. Locations.Module Overview Module Overview This module concentrates on the practical steps and the detailed information you need when setting up Business Groups. Creating a Business Group Chapter 10 .Page 4 .

All rights reserved. 2002. Creating a Business Group Chapter 10 .Creating a Business Group Creating a Business Group y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Page 5 .

2002. Creating a Business Group Chapter 10 .Page 6 .Representing Your Enterprise Representing Your Enterprise • Before you build your work structures you need to consider how your enterprise is structured • Do you need one or more business groups? • Do all of your operating businesses share common HR policies or data standards for: – Recruitment – Competencies – Compensation – Career management – Succession planning O e y l n I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. All rights reserved.

2002. All rights reserved. Creating a Business Group Chapter 10 . (.internal and external) – Acts as the default organization for all new employees and applicants y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. compensation plans and people.The Business Group The Business Group • The largest organizational unit you set up in Oracle HRMS to represent your enterprise is the Business Group – Holds all data and rules specific to the legislative and cultural needs of one country – Contains details of other work structures.Page 7 .

2002. All rights reserved.Page 8 . Creating a Business Group Chapter 10 .Sharing Information Sharing Information • Some information can be shared across business groups or be defined in one at a time – Lookups and Locations Reporting Lines Business Group 1 Lookups Business Group n Shared HR Information Locations O e y l n I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.

Creating a Business Group Chapter 10 . All rights reserved.HR:Cross Business Group HR:Cross Business Group HR:Cross Business Group user profile option to enable sharing • Set up hierarchies between organizations in different business groups – Show reporting lines across geographical boundaries • Enter relationships between people across Business Groups – Supervisors – Recruiters – Event Participants – Contacts and Dependents y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. 2002.Page 9 .

Creating a Business Group Chapter 10 .Initial Tasks Initial Tasks • When you sign on to Oracle HR and choose a responsibility you automatically choose the business group associated with that responsibility • Predefined responsibilities are associated with the predefined ‘Setup’ business group when you install the products – Use this when you first sign on y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Page 10 . 2002. All rights reserved.

Creating a Business Group Chapter 10 . 2002.Page 11 .Initial Tasks Initial Tasks • When you sign on to Oracle HR and choose a responsibility you automatically choose the business group associated with that responsibility • Predefined responsibilities are associated with the predefined ‘Setup’ business group when you install the products – Use this when you first sign on – Create a new business group • Change profiles for the default responsibilities to give access to the new business group • Then do all other setup y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. All rights reserved.

Creating a Business Group Chapter 10 . 2002.Information Associated with a Business Group Information Associated with a Business Group Key Flexfield Structures Business Group People Work Details Entries Defaults Employment Work Pay Links Legislation and Government Identifiers y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Page 12 . All rights reserved.

Page 13 . Creating a Business Group Chapter 10 . headcount.g. All rights reserved.Standard Information Standard Information • When you create a business group you enter certain types of information that are used as defaults for other things within the business group • For example – Currency – Budget values for non-monetary measures (e. FTEs) – Standard Work Hours and Frequency y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. 2002..

E.S. Non-Temporary categories to be included in government reporting – Reporting Statuses Enter assignment statuses to be included in reports. Creating a Business Group Chapter 10 . Part-Time.Standard Information (U. only) Standard Information (U. the U.S. All rights reserved. version of Oracle HR has two additional types of information: – Reporting Categories Enter Full-Time.g. 2002.S.Page 14 . only) • For HR reporting of VETS-100 and ADA. Active or Paid Leave. y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.

Employee and Applicant Numbers Employee and Applicant Numbers Choose from: • Automatic – Number generated in sequence by the system • Manual Entry – User enters any alphanumeric combination • National Identifier – Copy from the national identifier field y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Creating a Business Group Chapter 10 .Page 15 . All rights reserved. 2002.

Page 16 . All rights reserved. 2002. but not from manual to automatic You cannot use a national identifier for applicants O e y l n I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Creating a Business Group Chapter 10 .Employee and Applicant Numbers Employee and Applicant Numbers Choose from: • Automatic – Number generated in sequence by the system • Manual Entry – User enters any alphanumeric combination • National Identifier – Copy from the national identifier field You can change from automatic to manual.

to create a new Business Group • Navigate to the Organization window using your local Super HRMS Manager responsibility (N) Work Structures > Organization > Description y l n O e s U Online Help For details on how to Create a New Business Group.Practice: Create a Business Group Practice: Create a Business Group • Follow the demonstration. All rights reserved. or use the notes provided. 2002. Creating a Business Group Chapter 10 . please refer to the online help path: Oracle HRMS> Organization Management> Locations and Business Groups> How To> Adapt and Create a New Business Group I A & l a O n r te n I e l c a r O Copyright © Oracle Corporation.Page 17 .

to grant access to the business group you created • Use the System Administrator responsibility: 1. All rights reserved.Page 18 .Practice: Grant User Access to a New Business Group Practice: Grant User Access to a New Business Group • Follow the demonstration. (N) Security > User > Define y l n O e s U Online Help For details on how to Grant User Access to a New Business Group. Creating a Business Group Chapter 10 . please refer to the online help path: Oracle HRMS> Security> Responsibilities Oracle HRMS> Security> Security Profiles I A & l a O n r te n I e l c a r O Copyright © Oracle Corporation. (N) Security > Responsibility > Define 2. or use the notes provided. (N) Profile > System 3. 2002.

Page 1 . Creating a Location Chapter 11 . 2001. All rights reserved.Creating a Location Chapter 11 y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.

Page 2 .Creating Locations Creating Locations y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Creating a Location Chapter 11 . All rights reserved. 2001.

etc. 2001.Overview Overview • Locations are the actual work sites of your employees – Internal addresses – External addresses for tax authorities. All rights reserved. agencies.Page 3 . Creating a Location Chapter 11 . • Shared across business groups or specific to one y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.

All rights reserved. Creating a Location Chapter 11 .Address Validation for US and Canada Address Validation for US and Canada • If you have licensed Vertex validation then addresses will be validated against a table containing all cities with a population of greater than 200 people • Additional window to extend list of valid cities y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. 2001.Page 4 .

2001.Closing Down a Location Closing Down a Location • You can make a location ‘inactive’ to prevent users from selecting it for organizations. – Typically you would make them inactive y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. All rights reserved.Page 5 . only if they have never been referenced elsewhere. positions or assignments – Enter an inactive date • You can delete locations. Creating a Location Chapter 11 .

to create a location • Navigate to the Location window using your local Super HRMS Manager responsibility (N) Work Structures > Location y l n O e s U Online Help For details on how to Create a Location.Page 6 . All rights reserved. 2001.Practice: Create a Location Practice: Create a Location • Follow the demonstration. please refer to the online help path: Oracle HRMS> Organization Management> Locations and Business Groups> How To> Create a Location I A & l a O n r te n I e l c a r O Copyright © Oracle Corporation. Creating a Location Chapter 11 . or use the notes provided.

All rights reserved.Page 7 . 2001. Creating a Location Chapter 11 .Creating Organizations Creating Organizations y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.

or other operational groups in which your employees work – Internal or External to your enterprise • Organizations are linked in hierarchies to show reporting groups and for security definitions • Shared with Purchasing. Creating a Location Chapter 11 . Manufacturing and Projects y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Page 8 . Inventory.Overview Overview • Organizations represent the divisions. All rights reserved. 2001. departments.

London Business Group HR Organization EuroVision Warehouse Luton HR Organization Inland Revenue Portsmouth Tax Office EuroVision Shoes London HR Organization Vision’s West Vision's South Vision's East Bristol Plymouth Norwich HR Organization HR Organization HR Organization PPP London Health Care Provider . Inc.Vendors . Unions) y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Creating a Location Chapter 11 .Organization Overview Organization Overview Business Group Internal External EuroVision.Third Party Payees (Courts.Page 9 . All rights reserved. 2001.

Training Provider. 2001. HR Organization. etc. Creating a Location Chapter 11 . • Selecting a classification controls the additional information you can enter – Uses Extra Information Types • Define your own classifications and extra information types y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Benefits Carrier. All rights reserved.Page 10 .Organization Classifications Special Considerations Organization Classifications Special Considerations • Predefined classifications control how an organization is used in Oracle HRMS – Business Group.

All rights reserved. 2001.Page 11 . Creating a Location Chapter 11 .Additional Organization Information Additional Organization Information • You can record additional organization information that is important to your enterprise Cost Allocation EuroVision Warehouse Luton HR Organization Work Day and Schedule Time Management Detail y l n Hierarchy Information O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.

Creating a Location Chapter 11 . All rights reserved. please refer to the online help path: Oracle HRMS> Organization Management> Organizations> How To> Create an Organization I A & l a O n r te n I e l c a r O Copyright © Oracle Corporation. 2001. to create an organization • Navigate to the Organization window using your local Super HRMS Manager responsibility (N) Work Structures > Organization > Description y l n O e s U Online Help For details on how to Create an Organization.Page 12 .Practice: Create an Organization Practice: Create an Organization • Follow the demonstration. or use the notes provided.

Creating a Location Chapter 11 . but keeps a history of the organization y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. 2001.Page 13 . All rights reserved.End Dates on Organizations End Dates on Organizations End-Dating an Organization • Enter a ‘Date To’ on an organization to end it – Prevents it from being available for employee assignments.

All rights reserved. Delete the organization from all hierarchy versions 3. Delete all employee assignments to the organization. 5. Creating a Location Chapter 11 . at any date 2. Disable all organization classifications in the Organization window 4. 2001. Delete the organization in the Organization window.Deleting Organizations Deleting Organizations To completely remove an organization from your system you must first remove any related data: 1. Save your changes O e y l n I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Page 14 .

2001.Creating Organization Hierarchies Creating Organization Hierarchies • Define hierarchies for: – Management reporting structures – Security – Purchasing approvals – Government mandated reporting – Project Accounting y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Page 15 . All rights reserved. Creating a Location Chapter 11 .

or use the notes provided. please refer to the online help path: Oracle HRMS> Organization Management> Organization Hierarchies> How To> Create Organization Hierarchies I A & l a O n r te n I e l c a r O Copyright © Oracle Corporation. All rights reserved.Practice: Create an Organization Hierarchy Practice: Create an Organization Hierarchy • Follow the demonstration. to create an organization hierarchy • Navigate to the Organization Hierarchy window using your local Super HRMS Manager responsibility (N) Work Structures > Organization > Hierarchy y l n O e s U Online Help For details on how to Create an Organization Hierarchy. 2001. Creating a Location Chapter 11 .Page 16 .

Page 17 . 2001.Practice: Assign an Employee to an Organization Practice: Assign an Employee to an Organization • Follow the demonstration. to assign an employee to an organization that you have created • Navigate to the Assignment window using your local Super HRMS Manager responsibility (N) People > Enter and Maintain > (B) Assignment y l n O e s U Online Help For details on how to Assign an Employee to an Organization. please refer to the online help path: Oracle HRMS> Workforce Management> Workforce Information Entry> How To> Entering Employment Information I A & l a O n r te n I e l c a r O Copyright © Oracle Corporation. All rights reserved. or use the notes provided. Creating a Location Chapter 11 .

All rights reserved. 2001. Creating a Location Chapter 11 .y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Page 18 .

All rights reserved. 2002.Application Data Exchange Chapter 12 y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Page 1 . Application Data Exchange Chapter 12 .

All rights reserved. 2002.Page 2 . Application Data Exchange Chapter 12 .Application Data Exchange Application Data Exchange y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.

All rights reserved.Application Data Exchange (ADE) Application Data Exchange (ADE) • A desktop utility that lets you – Export HR information to word processor or spreadsheet tools – Manipulate information in common desktop tools – Import updated information back to the HR system using supported APIs.Page 3 . 2002. y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Application Data Exchange Chapter 12 .

All rights reserved.Page 4 . 2002.Three Modes of Working with ADE Three Modes of Working with ADE Standalone Mode • Launch ADE from the desktop and connect directly to Oracle HRMS – Use applications security to sign-on y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Application Data Exchange Chapter 12 .

Application Data Exchange Chapter 12 .Three Modes of Working with ADE Three Modes of Working with ADE Standalone Mode • Launch ADE from the desktop and connect directly to Oracle HRMS – Use applications security to sign-on Application Mode • Call ADE from any applications window using the icon in the application toolbar – Synchronized security with current login y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. 2002. All rights reserved.Page 5 .

2002.Three Modes of Working with ADE Three Modes of Working with ADE Standalone Mode • Launch ADE from the desktop and connect directly to Oracle HRMS – Use applications security to sign-on Application Mode • Call ADE from any applications window using the icon in the application toolbar – Synchronized security with current login Letter Request Mode • Call ADE using the Merge button in the Request Letter window for recruitment and enrollment letters y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Page 6 . Application Data Exchange Chapter 12 . All rights reserved.

All rights reserved. Application Data Exchange Chapter 12 . 2002.ADE in Applications Mode ADE in Applications Mode Query Person Form Database y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Page 7 .

2002. All rights reserved.Page 8 . Application Data Exchange Chapter 12 .ADE in Applications Mode ADE in Applications Mode Query ADE Person Form ADE Data Style <Default> Style 1 Style 2 XL Database y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.

ADE in Applications Mode ADE in Applications Mode Query ADE Person Form ADE Data Style <Default> Style 1 Style 2 XL Excel Database y l n Call API O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Page 9 . 2002. All rights reserved. Application Data Exchange Chapter 12 .

2002. Application Data Exchange Chapter 12 .Page 10 . All rights reserved.Using ADE Using ADE • • • • Query data in any application window Export data to ADE and then to desktop application Manipulate data in local mode Upload modified data back to HRMS using supported APIs y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.

ADE Security ADE Security • An administrator can define styles for specific forms and control access so that only users with a specific responsibility can use them • Security profile restricts access to data – Use views to vary scope of data in export. Default is all the fields in the form y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Application Data Exchange Chapter 12 . 2002.Page 11 . All rights reserved.

Application Data Exchange Chapter 12 .PERWSEPI API View .Page 12 .Standalone . 2002.ADE Styles and Views ADE Styles and Views Style Call API Responsibility Form .Upload .select data HRMS y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. All rights reserved.

Page 13 . 2002.Upload .PERWSEPI API View . Application Data Exchange Chapter 12 . All rights reserved.ADE Styles and Views ADE Styles and Views Style Call API HRMS Responsibility Form .Standalone .select data Columns HRV_<name> Person Asg Addr Entries y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.

please refer to the online help path: Oracle HRMS> Applications Data Exchange (ADE)> Applications Data Exchange Overview I A & l a O n r te n I e l c a r O Copyright © Oracle Corporation. or use the system. Application Data Exchange Chapter 12 . All rights reserved. to find a person in the People window and then launch ADE • Navigate to the People window using your local Super HRMS Manager responsibility (N) People > Enter and Maintain y l n O e s U Online Help For details on how to Use ADE.Page 14 . 2002.Practice: Using ADE Practice: Using ADE • Follow the demonstration.

Representing Financial Reporting Structures Chapter 13 .Page 1 . 2002. All rights reserved.Representing Financial Reporting Structures Chapter 13 y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.

Page 2 . 2002.Representing Financial Reporting Structures Representing Financial Reporting Structures y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Representing Financial Reporting Structures Chapter 13 . All rights reserved.

Positions and Hierarchies • You also need to map your financial reporting requirements onto the Oracle HR work structures • Typically this is the mapping of cost centers and account codes for budget planning and analysis y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. 2002.Page 3 .Module Overview Module Overview • HR management reporting requirements are usually covered through the use of Business Groups. Representing Financial Reporting Structures Chapter 13 . All rights reserved. Organizations.

Representing Financial Reporting Structures Chapter 13 . All rights reserved.Page 4 . 2002.Parallel Reporting Structures HR and GL Parallel Reporting Structures HR and GL HR Reporting: Organizations in a hierarchy GL Reporting: Cost centers in a hierarchy 01 HR Division 2 Hierarchies Recruiting Region A Employee Services Region B 012 011 0122 0121 Region C y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.

Page 5 . 2002.Parallel Reporting Structures HR and GL Parallel Reporting Structures HR and GL HR Reporting: Organizations in a hierarchy GL Reporting: Cost centers in a hierarchy 01 HR Division 2 Hierarchies Recruiting Region A Employee Services Region B 012 011 0122 0121 Region C Are the HR organization reporting lines and GL Cost Center hierarchies exactly the same in your own enterprise? O e y l n I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. All rights reserved. Representing Financial Reporting Structures Chapter 13 .

and all share same cost center • A manager manages one department that includes many cost centers.Page 6 . or because all costs are assigned at employee level y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. administered for individual posts or employees • HR creates organizations with no cost centers to simplify management reporting or security. but many reporting units. 2002. All rights reserved.Parallel Reporting Structures Similar but Not the Same Parallel Reporting Structures Similar but Not the Same Differences may result if: • HR management needs go to a lower level than cost centers – A department with one cost center. Representing Financial Reporting Structures Chapter 13 .

2002. All rights reserved.Integration It’s Okay to Be Different! Integration It’s Okay to Be Different! • Oracle Applications support the needs of different types of enterprises by having a flexible cost allocation model • Define your specific requirements for HR as segments in the Cost Allocation key flexfield and for GL in the segments of the GL Accounting Flexfield y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Page 7 . Representing Financial Reporting Structures Chapter 13 .

Cost Center segment in HR to Cost Center segment in GL. 2002.Integration Understanding the Other Side Integration Understanding the Other Side • Map segments between the two configurations. For example. All rights reserved. Representing Financial Reporting Structures Chapter 13 . – Budget and Costing processes in HRMS will accumulate cost details in HR and transfer summary information to the correct GL segments – Usually dependent on Payroll or Benefits processing to produce actual values to transfer y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Page 8 .

Representing Financial Reporting Structures Chapter 13 .Cost Allocation Key Flexfield Cost Allocation Key Flexfield • Define your own segments using a key flexfield Cost Allocation Key Flexfield structure • Up to 30 segments Company Vision US – Validation on each Salaries Account Code segment Cost Center 7350 . Org.HR Dev – Can share value sets with GL Self-Service Project • Allocate costs within HR – Payroll. 2002.Page 9 . All rights reserved. Link. Assignment and Entry – No key combination in HR Qualifiers control where a user can allocate values for each segment y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.

Representing Financial Reporting Structures Chapter 13 . All rights reserved.Multi-Orgs and Business Groups Similar but Not the Same Multi-Orgs and Business Groups Similar but Not the Same • Multi-Org is the GL function for maintaining separate sets of books for different operating companies • Business Group is the HR function for maintaining separate operating companies • Both HR and GL have to support: – Multiple companies operating in a single country – Multiple companies operating in different countries – Both y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Page 10 . 2002.

your ability to represent HR management structures 2. 2002. Representing Financial Reporting Structures Chapter 13 . multi-national basis y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Page 11 . All rights reserved.Multi-Orgs and Business Groups Similar but Not the Same Multi-Orgs and Business Groups Similar but Not the Same • Oracle Applications provides the flexibility to let you meet your requirements for both financial and HR reporting within each functional area without compromising 1. your ability to consolidate financial information on a multi-company.

GL Reporting Multi-Org Company A US US n..... All rights reserved.Business Group US Business Group n. n. Representing Financial Reporting Structures Chapter 13 . 2002...Multi-Company and Multi-National Mapping Options Multi-Company and Multi-National Mapping Options HR Reporting Multi-Business Group US Business Group US n.Business Group Company A n... O e I A & l a s U O n r te n I e l c a r O y l n Copyright © Oracle Corporation...Page 12 .

The hierarchy of cost centers is part of GL. All rights reserved.Mapping Options Mapping Options • When you define your Cost Allocation key flexfield you decide which segments map to the segments of each set of books – Choose set of books then individual segment • Oracle HR holds the allocation of cost information – You do not see Cost Center hierarchy information in HR. 2002.Page 13 . y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Representing Financial Reporting Structures Chapter 13 .

All rights reserved.Costing Considerations Costing Considerations HR but not Payroll • You can record cost codes. 2002. that is not transferred directly to GL y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Representing Financial Reporting Structures Chapter 13 .Page 14 . but not accumulate actual values HR with Payroll but not GL • You can accumulate actual values. but must create your own transfer to GL process – Still must run the Transfer to GL report to mark cost results as transferred Other Cost Information • Oracle HRMS can process labor distribution costs for Projects.

Practice: Entering Cost Information Practice: Entering Cost Information • Follow the demonstration. Representing Financial Reporting Structures Chapter 13 . to see the different points where you can enter cost information in Oracle HRMS • Navigate to the Payroll window using your local Super HRMS Manager responsibility (N) Payroll > Description y l n O e s U Online Help For details on how to Enter Cost Information. 2002. please refer to the online help path: Oracle HRMS> Payroll Definition> How To> Define a Payroll I A & l a O n r te n I e l c a r O Copyright © Oracle Corporation. All rights reserved.Page 15 .

2002. Representing Financial Reporting Structures Chapter 13 .y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Page 16 . All rights reserved.

Representing Legal and Government Reporting Structures (US) y l n Chapter 14 O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Representing Legal and Government Reporting Structures (US) Chapter 14 . 2001. All rights reserved.Page 1 .

S. Representing Legal and Government Reporting Structures (US) Chapter 14 .) Representing Legal and Government Reporting Structures (U. All rights reserved. 2001.) y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Page 2 .S.Representing Legal and Government Reporting Structures (U.

Page 3 . 2001. All rights reserved. Representing Legal and Government Reporting Structures (US) Chapter 14 .Topics Topics In this module the following topics will be covered: • Representing Legal and Government Reporting Structures • Defining Organization Information for Government Mandated Reporting y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.

and local governments recognize as the employer. y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Page 4 . ADA etc. 2001. All rights reserved. EEO. • An employer who: – – – – issues pay to employees withholds taxes from employee pay is and is liable for taxes and tax reporting provides other government-mandated reporting. regional. Representing Legal and Government Reporting Structures (US) Chapter 14 .Module Overview Module Overview • A Government Reporting Entity (GRE) is an organization grouping that national.

2001. you can organize and maintain the information needed to produce these reports y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. All rights reserved. Representing Legal and Government Reporting Structures (US) Chapter 14 .Module Overview Module Overview • Employers must prepare a number of reports for submission to various government authorities to ensure legislative compliance • In Oracle HRMS.Page 5 .

All rights reserved.) Representing Legal and Government Reporting Structures (U.) y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.S.Page 6 . Representing Legal and Government Reporting Structures (US) Chapter 14 .S. 2001.Representing Legal and Government Reporting Structures (U.

• Each GRE has a unique EIN • If your enterprise has only one Employer Identification Number (EIN) then your Business Group and GRE are the same organization – The EIN is a 9-digit number issued by the Internal Revenue Service • If not.Identifying GRE’s Identifying GRE’s • You should already know the details of the GRE structures in your own enterprise. Representing Legal and Government Reporting Structures (US) Chapter 14 . All rights reserved. 2001.Page 7 . then you will need to set up additional GREs and reporting hierarchies – You can associate several GREs together as a Tax Group O e y l n I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.

One Employer .One GRE All employees work at or from a single establishment • Define one establishment hierarchy to produce an AB Shoes Business Group establishment report GRE • The top organization is Reporting Establishment likely to be the business group HR Org HR Org • Classify the business group as a GRE HR Org HR Org HR Org • Classify the business group as a Reporting Establishment O e y l n I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Page 8 . Representing Legal and Government Reporting Structures (US) Chapter 14 . All rights reserved.One Employer .One Company .One GRE One Company . 2001.

Many Employers . All rights reserved. 2001. Business Group GRE • The top organization can be a business group AB Shoes Corp Reporting or a GRE AB Finance Reporting Establishment Establishment (HR Org) (HR Org) (HR Org) O e y l n I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Page 9 .Many GREs Many Employers . Representing Legal and Government Reporting Structures (US) Chapter 14 .Many GREs Employees work in multiple establishments with one GRE • Define multi-level hierarchy • Create new organizations if necessary AB Inc.

Representing Legal and Government Reporting Structures (US) Chapter 14 . All rights reserved. GRE AB. GRE 500 AB Manufacturing 1.. this enterprise needs a second multi-establishment hierarchy and a headquarters hierarchy • It is a legislative requirement that multiestablishment enterprises identify one establishment as their headquarters O e y l n I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Headquarters AB Distributors Detroit. 2001. Inc.000 45 • For reporting purposes.Multi-Establishment Hierarchies Multi-Establishment Hierarchies Reporting Establishment AB.Page 10 . Inc.500 AB Distributors Detroit 955 AB Finance Dayton 1.

AB Distributors GRE Detroit GRE AB Shoes Reporting Establishment (HR Org) Dayton Reporting Establishment Dayton Reporting Establishment (HR Org) (HR Org) AB Distributors AB Finance AB Finance (HR Org) Detroit Reporting Establishment (HR Org) (HR Org) y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Representing Legal and Government Reporting Structures (US) Chapter 14 .Page 11 . All rights reserved. 2001. Inc.Multi-Establishment Hierarchies Multi-Establishment Hierarchies AB.

All rights reserved.Page 12 . Representing Legal and Government Reporting Structures (US) Chapter 14 .Headquarters Hierarchy for Multi-Establishment Companies Headquarters Hierarchy for MultiEstablishment Companies A single establishment company – Use the top organization as a parameter for the Headquarters Report – Do not build a separate headquarters hierarchy y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. 2001.

Page 13 . Representing Legal and Government Reporting Structures (US) Chapter 14 .Headquarters Hierarchy for Multi-Establishment Companies Headquarters Hierarchy for MultiEstablishment Companies A single establishment company – Use the top organization as a parameter for the Headquarters Report – Do not build a separate headquarters hierarchy Multi-establishment company • Only one organization can be classified as a Corporate Headquarters in a business group • Reports using Headquarters Hierarchies include all employees covered by the hierarchy • Use an existing organization or create a GRE for reporting purposes y l n – Use same EIN as the operational GRE O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. All rights reserved. 2001.

All rights reserved. Representing Legal and Government Reporting Structures (US) Chapter 14 .Headquarters for Multi-Establishment Companies Headquarters for Multi-Establishment Companies • Top organization must be classified as: – GRE – Reporting Establishment – Corporate Headquarters • Optionally classify as: – HR Organization for employees to have assignments to this organization y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. 2001.Page 14 .

Page 1 . 2001. All rights reserved.Defining Organization Information for Government Mandated Reporting y l n Chapter 15 O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Defining Organization Information for Government Mandated Reporting Chapter 15 .

Defining Organization Information for Government Mandated Reporting Defining Organization Information for Government Mandated Reporting y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Page 2 . 2001. Defining Organization Information for Government Mandated Reporting Chapter 15 . All rights reserved.

Page 3 . All rights reserved.Mandated Government Reports Mandated Government Reports • Equal Employment Opportunity (EEO) • Affirmative Action Plan (AAP) • Federal Contractor Veterans Employment (VETS100) • Americans with Disabilities Act (ADA) • Occupational Safety and Health Administration (OSHA) • New Hire Report y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. 2001. Defining Organization Information for Government Mandated Reporting Chapter 15 .

2001..Reporting Categories and Statuses Reporting Categories and Statuses • Some reporting.Page 4 . by registering reporting categories and statuses for the business group • Reporting categories – User extensible lookup type ‘Employment Categories’ • Reporting statuses – User extensible ‘Assignment Statuses’ that identify non-terminated employees O e y l n I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. full-time or part-time employees • You identify these employees. VETS-100 and ADA). (i.e. All rights reserved. covers only non-temporary. Defining Organization Information for Government Mandated Reporting Chapter 15 .

All rights reserved. 2001. Defining Organization Information for Government Mandated Reporting Chapter 15 .Page 5 . and an establishment can include employees in several GREs • A GRE whose employees all work at the same establishment is a reporting establishment y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Classifying Organizations as GREs Classifying Organizations as GREs • Identify Organizations that are designated as GREs – GREs must be reported separately – Enter the unique EIN for each GRE – A GRE can include employees from several establishments.

Defining Organization Information for Government Mandated Reporting Chapter 15 .Page 6 . 2001.Classifying Organizations as Reporting Establishments Classifying Organizations as Reporting Establishments • Establishments may be: – a single physical location – a set of worksites in a locality – all the sites in a large geographic area • Identify existing organizations that are establishments or define new organizations for complex grouping – Classify organizations as Reporting Establishments y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. All rights reserved.

2001. Defining Organization Information for Government Mandated Reporting Chapter 15 . All rights reserved.Overriding Establishment Hierarchies Overriding Establishment Hierarchies • Reports that use establishment hierarchies can take exceptional cases into account • You can enter an override reporting establishment at the assignment level for any employee – When a process finds an override. it counts the employee as part of the override reporting establishment y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Page 7 .

Defining Organization Information for Government Mandated Reporting Chapter 15 .Classifying an Organization as the Corporate Headquarters Classifying an Organization as the Corporate Headquarters • For multi-establishment companies you must identify a single headquarters organization – Classify as Corporate Headquarters • Define a new reporting organization if existing organizations do not satisfy this need – For reporting purposes only y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. All rights reserved. 2001.Page 8 .

– Or reporting establishments can be subordinate to a GRE and optionally. All rights reserved.Page 9 . 2001. a GRE/reporting establishment can be the top organization. Defining Organization Information for Government Mandated Reporting Chapter 15 .Setting Up Non-AAP Establishment Hierarchies Setting Up Non-AAP Establishment Hierarchies • A reporting establishment can never be subordinate to another reporting establishment • In a non-AAP establishment hierarchy. to HR Organizations y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.

instead of breakdown by establishment • To meet this requirement.Page 10 . Defining Organization Information for Government Mandated Reporting Chapter 15 . classify the organization as an AAP Organization y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. All rights reserved. 2001.AAP Reporting AAP Reporting • AAP reporting requires breakdown of employees by the affirmative action plans covering them.

(which may also be reporting establishments) y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.AAP Establishment Hierarchies AAP Establishment Hierarchies • Establishment hierarchies constructed for AAP reporting are exceptional – Establishments appear as subordinates of the AAP organizations that represent the affirmative action plans – AAP organizations. (which may also be reporting establishments). Defining Organization Information for Government Mandated Reporting Chapter 15 . All rights reserved.Page 11 . can: appear at various levels in the hierarchy can be subordinate to other AAP organizations. 2001.

Ensure that each employee has on record: a gender. Enter establishment overrides for employees. 4. 6. All rights reserved. Enter an EEO job category for each job. Build the establishment hierarchies. and assignment.EEO-1 Reporting Checklist EEO-1 Reporting Checklist 1. ethnic origin. Identify the types of EEO-1 reporting that each GRE must submit.Page 12 . 5. Defining Organization Information for Government Mandated Reporting Chapter 15 . y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. 7. 2. 3. 2001. Define the reporting organizations. Enter report submission information for each GRE.

7. 2. GRE.AAP Reporting Checklist AAP Reporting Checklist 1. ethnic origin. 6. Determine and build the establishment hierarchies. Define an AAP organization for each plan. Define lines of progression. 4. 5. and job group. salary code. All rights reserved. 3. y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Enter job group names. Defining Organization Information for Government Mandated Reporting Chapter 15 . Ensure that each employee has on record: a gender. Determine salary codes and grades. line of progression. 2001.Page 13 . and job. Associate each job with an EEO category.

employment category. y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Determine and build the establishment hierarchies. 7. 5. 4. 6. Register reporting categories and statuses for your business group. Enter establishment overrides for employees. 3.Page 14 . Ensure appropriate veteran status and assignment to a job. and GRE. Defining Organization Information for Government Mandated Reporting Chapter 15 . 2001. 2. Record EEO job categories. Identify and define the necessary reporting organizations.VETS-100 Reporting Checklist VETS-100 Reporting Checklist 1. All rights reserved. Enter the necessary GRE reporting information.

including comments – The report can also display essential requirements of the job or position.Page 15 . 2001. Defining Organization Information for Government Mandated Reporting Chapter 15 .ADA Reporting ADA Reporting • Register employees as disabled when you enter other personal information about them • Maintain information about particular types of disabilities using the Disabilities window • The report presents this disability information. All rights reserved. if you maintain these requirements in the database y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.

Defining Organization Information for Government Mandated Reporting Chapter 15 .ADA Requests for Accommodation ADA Requests for Accommodation • The ADA encourages employers to make reasonable accommodations that enable employees with disabilities to work • Use the Disability Accommodations window to record information about employee requests for accommodations y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. 2001. All rights reserved.Page 16 .

Defining Organization Information for Government Mandated Reporting Chapter 15 . All rights reserved.OSHA Recording Information OSHA Recording Information • Use Special Information Types to record the information needed for OSHA – Description of each injury or illness. with date. (Nonfatal incidents) • Separate activities at the same location are treated as separate reporting establishments – For example. and circumstances – Physical effects and effects on the employee’s ability to work. 2001. a manufacturing facility and a sales office in the same building are treated as distinct establishments y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. place.Page 17 .

Defining Organization Information for Government Mandated Reporting Chapter 15 . 2001. please refer to the online help path: Oracle HRMS> Organization Management> Organizations> How To> Classify an Organization I A & l a O n r te n I e l c a r O Copyright © Oracle Corporation. to classify HR organizations for government reporting • Navigate to the Organization window using your local Super HRMS Manager (N) Work Structures > Organization > Description y l n O e s U Online Help For details on how to Classify an HR Organization.Practice Classifying HR Organizations Practice Classifying HR Organizations • Follow the demonstration.Page 18 . All rights reserved. or use the notes provided.

All rights reserved. 2002. Representing Grades and their Relationship to Pay Chapter 16 .Representing Grades and their Relationship to Pay Chapter 16 y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Page 1 .

Page 2 . Representing Grades and their Relationship to Pay Chapter 16 . 2002.Representing Grades and their Relationship to Pay Representing Grades and their Relationship to Pay y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. All rights reserved.

Topics Topics In this module the following topics will be covered: • Representing grades and their relationship to pay • Defining grade rates and pay scales y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Representing Grades and their Relationship to Pay Chapter 16 .Page 3 . 2002. All rights reserved.

Module Overview Module Overview This module concentrates on defining: • Grades • Grade rates • Pay scales • Scale rates y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. 2002. Representing Grades and their Relationship to Pay Chapter 16 .Page 4 . All rights reserved.

All rights reserved.1 Union Group Engineer.Snr Clerk. Representing Grades and their Relationship to Pay Chapter 16 . Technical.Jnr y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Director • Often related to levels of pay • Often related to Job or Position • Often related to Assembler.Page 5 . etc. 2002.Grades Grades • Grades show relative levels of management or seniority in an enterprise • May be grouped as Director – Management. Administrative.

3 y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Representing Grades and their Relationship to Pay Chapter 16 .Page 6 .Grade Key Flexfield Grade Key Flexfield • Define your own grade structure using a key flexfield • Up to 30 segments – Validation on each segment Grade Key Flexfield Union USWU Job Group Engineer 3 Level • Define each grade as a combination of segment values Grade USWU. 2002.Engineer. All rights reserved.

1 and B.A. in a logical sequence – A. – A.4 – B.A. C • By adding a second segment to the grade name.C.Page 7 . All rights reserved.2. Representing Grades and their Relationship to Pay Chapter 16 .1.Grade Key Flexfield Structure Simple or Complex Grade Key Flexfield Structure Simple or Complex • In its simplest form. A. Manual. a grade can be a single character.2. 2002.1. and A.2 • A more complex structure could be used to distinguish grades for different staff groups – Manual. A.3. B. or number.2 O e y l n I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Clerical. you can identify sub-grades.C.1 and Clerical.

2002. Representing Grades and their Relationship to Pay Chapter 16 .Page 8 . All rights reserved.Grade Key Flexfield Checklist Grade Key Flexfield Checklist • Define Value Sets – Decide if you need lists of values for simple lists – The Grade window is usually restricted access and a list of values adds maintenance costs • Define Key Flexfield Structure and Segments – Enter Yes for Allow Dynamic Inserts to allow users to define grades in the Grade window • Define Values • Define Cross Validation Rules (if required) • Define Aliases (if required) y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.

please refer to the online help path: Oracle HRMS> Extend Oracle HRMS> Flexfields> User Definable Key Flexfields I A & l a O For details on how to complete the Key Flexfield Segment Window please refer to the on line Help path : Applications Help Library > Applied Technology > Oracle Applications Flexfield > Key Flexfields Segments Window > Defining Segments n r te n I e l c a r O Copyright © Oracle Corporation.Page 9 . Representing Grades and their Relationship to Pay Chapter 16 . All rights reserved. 2002. or use the notes provided.Practice: Define a Grade Structure Practice: Define a Grade Structure • Follow the demonstration. to define a Grade flexfield structure • Navigate to the Key Flexfield Segments window using the System Administrator responsibility: (N) Application > Flexfield > Key > Segments y l n O e s U Online Help For details on how to define a grade flexfield structure.

to define Grades using your new flexfield structure • Navigate to the Grades window using your local Super HRMS Manager responsibility (N) Work Structures > Grade > Description y l n O e s U Online Help For details on how to Define a Grade.Practice: Define Grades Practice: Define Grades • Follow the demonstration.Page 10 . All rights reserved. or use the notes provided. 2002. please refer to the online help path: Oracle HRMS> Enterprise Modeling> Grades and Pay> How To> Define a Grade I A & l a O n r te n I e l c a r O Copyright © Oracle Corporation. Representing Grades and their Relationship to Pay Chapter 16 .

All rights reserved. 2002. Representing Grades and their Relationship to Pay Chapter 16 .Defining Grade Rates and Pay Scales Defining Grade Rates and Pay Scales y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Page 11 .

or – Maximum.Grades and Pay Direct or Indirect Grades and Pay Direct or Indirect Oracle HRMS supports direct and indirect relationships between grades and pay • Direct – Use Grade Rates – Fixed value. Minimum. 2002. All rights reserved. Representing Grades and their Relationship to Pay Chapter 16 . and Mid-point values • Indirect – Use Pay Scales – Progression Points and Values – Grade Steps and increments y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Page 12 .

1 25000 20000 30000 40000 A.2 27000 23000 33000 43000 • Often used in performance related pay processes – Salary Administration – Units may be money.Page 13 . Representing Grades and their Relationship to Pay Chapter 16 .Grade Rates Grade Rates ary Janu ary ry nu a Ja nu Ja 1 DateTracked • Each Grade has a value or a range of values Grade Value Minimum Midpoint Maximum A. hours. All rights reserved. 2002. numbers – Comparative calculations y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.

Page 14 . to define a Grade Rate table • Navigate to the Grade Rate window using your local Super HRMS Manager responsibility (N) Work Structures > Grade > Grade Rate y l n O e s U Online Help For details on how to Define a Grade. All rights reserved. Representing Grades and their Relationship to Pay Chapter 16 . 2002.Practice: Define a Grade Rate Table Practice: Define a Grade Rate Table • Follow the demonstration. please refer to the online help path: Oracle HRMS> Enterprise Modeling> Grades and Pay> How To> Defining a Grade Rate I A & l a O n r te n I e l c a r O Copyright © Oracle Corporation. or use the notes provided.

2.Steps 1.Page 15 .2.3.2 3 4 11450 3 5 11700 4 6 7 12250 12655 8 13000 9 13400 A 2 1 1 10000 10550 10975 1 B 1 2 3 Pay 2 C 2 O e y l n I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Representing Grades and their Relationship to Pay Chapter 16 .Steps 1.4 Grade C .Steps 1.3 Points Grade B .Pay Scales Pay Scales Grade and Steps Pay Scale Grade A . 2002. All rights reserved.

Page 16 .Pay Scale Characteristics Pay Scale Characteristics • One pay scale of points and values is used to establish the actual pay for many different grades or employee groups • Each point in the pay scale has a single value • Grades can have a number of distinct steps. 2002. Representing Grades and their Relationship to Pay Chapter 16 . with each step given a single point in the pay scale • An employee assignment includes Grade and Step – The step and point value determine salary or actual pay for the employee y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. All rights reserved.

Representing Grades and their Relationship to Pay Chapter 16 . Hours.Pay Scales Pay Scales • Pay Scales show indirect relationships between grades and pay – Unlimited number of scales – Unlimited number of points and values – Use sequence to define progression • Define a value for every point – Money. 2002. Number • Define Grade Steps in sequence – Select a point for each step – Steps can skip points in the scale – Define a ‘ceiling’ point to stop automatic increments within grade O e y l n I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. All rights reserved.Page 17 .

Enter Grade and Step for an employee – Employee assignment information 6. All rights reserved.Page 18 . 2002. Run incremental process when required – Default process is based on a fixed date O e y l n I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Define Pay Scale – Points in sequence 2. Representing Grades and their Relationship to Pay Chapter 16 . Define Grades 4.Pay Scale Checklist Pay Scale Checklist 1. Define Scale Values 3. Define Grade Steps and Points – Enter ceiling point for automatic incrementing 5.

to define a Pay Scale • Navigate to the Pay Scale window using your local Super HRMS Manager responsibility (N) Work Structures > Grade > Pay Scale y l n O e s U Online Help For details on how to Define a Pay Scale. All rights reserved. or use the notes provided. Representing Grades and their Relationship to Pay Chapter 16 . 2002. please refer to the online help path: Oracle HRMS> Enterprise Modeling> Grades and Pay> How To> Define a Pay Scale I A & l a O n r te n I e l c a r O Copyright © Oracle Corporation.Practice: Define a Pay Scale Practice: Define a Pay Scale • Follow the demonstration.Page 19 .

Page 20 . 2002. All rights reserved. Representing Grades and their Relationship to Pay Chapter 16 .y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.

All rights reserved. 2002.Page 1 . Representing Jobs and Positions Chapter 17 .Representing Jobs and Positions Chapter 17 y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.

Representing Jobs and Positions Representing Jobs and Positions y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Page 2 . Representing Jobs and Positions Chapter 17 . All rights reserved. 2002.

All rights reserved.Topics Topics In this module the following topics will be covered: • Representing jobs and positions • Representing positions • Position hierarchies • Changing job and position definitions • Mass move updates y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Representing Jobs and Positions Chapter 17 . 2002.Page 3 .

Representing Jobs and Positions Chapter 17 . 2002. you can use Jobs or Positions or a combination of both. All rights reserved.Module Overview Module Overview • Every enterprise defines roles to represent how employees work • In Oracle HRMS. to define roles • Mass Move allows you to manage the movement of positions as a result of reorganization and simultaneously to update employee records y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Page 4 .

Page 5 . Representing Jobs and Positions Chapter 17 . 2002.Representing Jobs and Positions Representing Jobs and Positions y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. All rights reserved.

Page 6 . 2002. All rights reserved. Representing Jobs and Positions Chapter 17 .Jobs and Positions Jobs and Positions • Use Jobs or Positions to represent the different roles that a person can perform in your enterprise • Oracle HRMS provides two options to suit the needs of different enterprises Payroll Manager Payroll Clerk Consultant y l n Senior Engineer O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.

Representing Jobs and Positions Chapter 17 .Using Jobs or Positions Using Jobs or Positions • Do you manage People or Payroll Manager Positions? – Fixed or Flexible Roles – May be more than one employee in the same role • If role continues to exist Payroll Clerk after the employee leaves then think about Positions Consultant • If role ceases or is reevaluated when the employee leaves then Senior Engineer think about Jobs y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. 2002. All rights reserved.Page 7 .

All rights reserved.Page 8 . Representing Jobs and Positions Chapter 17 .Additional Information for Jobs and Positions Additional Information for Jobs and Positions • Oracle HRMS lets you hold additional types of information for both Jobs and Positions • Predefined types of information include: – Valid grades – Job Evaluation details – Work Choices – Competence or Skill Requirements • An unlimited number of user-defined types – Extra Information Types O e y l n I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. 2002.

Page 9 . All rights reserved. Representing Jobs and Positions Chapter 17 . The jobs Manager and Consultant could occur in many organizations • Oracle HRMS lets you define your own job structure and then enter details for each job in your enterprise y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Jobs Jobs • Jobs are generic roles within a Business Group • They are independent of any single organization – Exist for all organizations – For example. 2002.

2002.Job Groups Job Groups • Each job belongs to a Job Group • The Default HR Job Group is automatically created for your Business Group • Only jobs created in the Default HR Job Group are available in other windows in Oracle HRMS. Representing Jobs and Positions Chapter 17 .Page 10 . except the Supplementary Roles window y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. All rights reserved.

Job Groups and Supplementary Roles Job Groups and Supplementary Roles • You can set up additional job groups to store supplementary roles – A supplementary role is an additional task an employee performs as well as being an employee y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Page 11 . All rights reserved. 2002. Representing Jobs and Positions Chapter 17 .

Page 12 . 2002.Job Key Flexfield Job Key Flexfield Job Key Flexfield • Define your own job structure as a key flexfield • Up to 30 segments – Validation on each segment – Required or Optional • Define individual jobs as a combination of segment values Title Manager Level 1 Job Manager. Representing Jobs and Positions Chapter 17 . All rights reserved.1 y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.

Page 13 . 2002. Representing Jobs and Positions Chapter 17 . All rights reserved.Job Key Flexfield Checklist Job Key Flexfield Checklist • Define Value Sets – Decide if you need lists of values for simple lists – The Job window is usually restricted access and a list of values adds maintenance costs • Define Key Flexfield Structure and Segments – Enter Yes for Allow Dynamic Inserts to allow users to define grades in the Job window • Define Values • Define Cross Validation Rules (if required) • Define Aliases (if required) y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.

Consultant.ShiftA.2. Consultant. etc. Manual.Senior.1. Clerical.C.A. Manager.A.1. y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.ShiftB.Job Key Flexfield Structure Simple or Complex Job Key Flexfield Structure Simple or Complex • A job can be a one or two segment name – Typical if you use Positions – Manager. • Adding more segments you extend the types of information you use to define a job – Useful if you use Jobs as the primary roles in your enterprise – Manual.C.1. and Clerical.2.. 2002.Page 14 .. Representing Jobs and Positions Chapter 17 . All rights reserved.

or use the notes provided. please refer to the online help path: Oracle HRMS> Extend Oracle HRMS> Flexfields> User Definable Key Flexfields For details on how to complete the Key Flexfield Segment Window please refer to the online Help path : Applications Help Library > Applied Technology > Oracle Applications Flexfield > Key Flexfields Segments Window > Defining Segments For details on how to define a Job please refer to the online Help path : Oracle HRMS> Enterprise Modeling> Jobs and Positions> How To> Define a Job I A & l a O n r te n I e l c a r O Copyright © Oracle Corporation. to define Jobs using the new flexfield structure • Navigate to the Job window using your local Super HRMS Manager responsibility (N) Work Structures > Job > Description y l n O e s U Online Help: For details on how to define a Job flexfield structure.Page 15 . or use the notes provided. Representing Jobs and Positions Chapter 17 .Practice: Define Job Structure and Jobs Practice: Define Job Structure and Jobs • Follow the demonstration. to define the job flexfield structure • Navigate to the Key Flexfield Segments window using the System Administrator responsibility (N) Application > Flexfield > Key > Segments • Follow the demonstration. 2002. All rights reserved.

to create a job group • Navigate to the Job Groups window using your local Super HRMS Manager responsibility (N) Work Structures > Job > Job Groups y l n O e s U Online Help: For details on how to create a Job Group. All rights reserved.Page 16 .Practice:Create a Job Group Practice:Create a Job Group • Follow the demonstration. or use the notes provided. Representing Jobs and Positions Chapter 17 . 2002. please refer to the online help path: Oracle HRMS> Enterprise Modeling> Jobs and Positions> How To> Create a Job Group I A & l a O n r te n I e l c a r O Copyright © Oracle Corporation.

Representing Positions Chapter 18 . All rights reserved.Representing Positions Chapter 18 y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Page 1 . 2002.

All rights reserved.Page 2 . 2002. Representing Positions Chapter 18 .Representing Positions Representing Positions y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.

g. Representing Positions Chapter 18 .Positions Positions • Position is a specific role. E. or function. Department level. that exists in one. 2002.Page 3 . All rights reserved. and only one. y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. organization • Positions show more management reporting detail than organizations alone • Position definition includes Job and Organization – Use job to show common job types and information across organizations – Use fewer organizations to show groups of positions and employees.

Representing Positions Chapter 18 .Page 4 . Education and Health – Typical in large enterprises to show management positions • Use Position Control functionality to manage positions y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Government. 2002. All rights reserved.Positions Positions ary Janu ary ry nu a Ja nu Ja 1 DateTracked Org : HR Department • Use Positions to show specific posts within an Organization Post – Typical in Public Sector.

Representing Positions Chapter 18 .Position Key Flexfield Position Key Flexfield • Define your own position Position Key Flexfield structure using a key flexfield Title HR Director • Up to 30 segments – Validation on each segment • Define each position as a combination of segment values Position HR Director – Simplest option is one segment with no validation for ‘Title’ Org HR Department Job I A & l a Manager. All rights reserved.3 s U O n r te n I e l c a r O Copyright © Oracle Corporation. 2002.Page 5 O e y l n .

you must set up a unique position name for each VP •VP may be the job definition for each position •Use job to define shared information Org Org Job Northern Region Southern Region VP VP Sales North VP Southern Sales Positions O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. All rights reserved.Page 6 y l n . 2002.Position Key Flexfield Position Key Flexfield Every position in the enterprise is unique If every region has a Vice President. Representing Positions Chapter 18 .

Key Flexfield Structure Key Flexfield Structure • When deciding on the number of segments a flexfield has.Page 7 . you could define 2 or 3 segments – Give users a greater choice in reporting using individual segments. region and code. If position includes name. All rights reserved. 2002. Seg 1 Seg 2 Seg 1 O e y l n I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. • For example. it is usually better to set up a few small segments rather than one big segment. Representing Positions Chapter 18 .

2002.Key Flexfield Structure Key Flexfield Structure • If visibility of data is very important. you might consider including additional information in the name. you probably don’t want to put it in the unique identifier – Consider using one of the other options for additional information – Extra Information Types or descriptive flexfield may be more suitable y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Representing Positions Chapter 18 . • If the value can change often. All rights reserved.Page 8 .

or use the notes provided.Page 9 . All rights reserved. or use the notes provided. Representing Positions Chapter 18 . to define Positions using the new flexfield structure • Navigate to the Position window using your local Super HRMS Manager responsibility y l n (N) Work Structures > Position > Description s U O e Online Help: For details on how to define a Position flexfield structure.Practice: Define Position Structure and Positions Practice: Define Position Structure and Positions • Follow the demonstration. 2002. to define the Position flexfield structure • Navigate to the Key Flexfield Segments window using the System Administrator responsibility (N) Application > Flexfield > Key > Segments • Follow the demonstration. please refer to the online help path: Oracle HRMS> Extend Oracle HRMS> Flexfields> User Definable Key Flexfields For details on how to complete the Key Flexfield Segment Window please refer to the online Help path : Applications Help Library > Applied Technology > Oracle Applications Flexfield > Key Flexfields Segments Window > Defining Segments For details on how to define a Position please refer to the online Help path : Oracle HRMS> Enterprise Modeling> Jobs and Positions> How To> Define a Position I A & l a O n r te n I e l c a r O Copyright © Oracle Corporation.

Page 10 . 2002. Representing Positions Chapter 18 .Position Hiring Status Special Considerations Position Hiring Status Special Considerations • Hiring status determines what changes you can make to the position definition and whether you can include it in any assignments Eliminated or Deleted – You cannot change the position Proposed – You can change the start date Active – You can change only the start date before you make any other updates to the position y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. All rights reserved.

Page 1 . Position Hierarchies Chapter 19 . All rights reserved.Position Hierarchies Chapter 19 y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. 2002.

Position Hierarchies Chapter 19 . 2002.Position Hierarchies Position Hierarchies y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. All rights reserved.Page 2 .

2002.Position Hierarchies Position Hierarchies • Use Hierarchies to show management reporting lines between positions – More detail than Organization Hierarchies – In a hierarchy each position has one parent • Unlimited number of hierarchies – Dates and versions – Copy and manage multiple versions • Use hierarchies to control user access to records – Security Profiles – Reports O e y l n I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. All rights reserved. Position Hierarchies Chapter 19 .Page 3 .

Page 4 . All rights reserved.Example Position Hierarchy .Example Managing Director David Anderson Finance Director Director. 2002. Sales and Marketing Alasdair MacIntosh Duncan McDonald Director. Systems Manager Department Head Production Engineering Manager Sheelagh Campbell Kaz Raghu **2 Holders** Geoffrey Cox O e y l n I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Position Hierarchy . Research and Development Production Director David Anderson Michael Fiengold Personnel Director Management Information Director Plant Manager Geoffrey Cox **No Holders** Wendy Rawlins Plant Personnel Mgr. Position Hierarchies Chapter 19 .

• To change the top position in an existing hierarchy use the Position Hierarchy window – Query the hierarchy – Query the new top position – Make the old top position report to the new y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Page 5 .Defining and Changing Position Hierarchies Defining and Changing Position Hierarchies • Positions can belong to any number of hierarchies but can appear only once in any hierarchy • Use the Position Hierarchy window or the Hierarchy Diagrammer to define and change hierarchies – Optionally. All rights reserved. 2002. add new positions to hierarchies from the Position window. Position Hierarchies Chapter 19 .

Page 6 . and any security processes y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. All rights reserved.Hierarchy Diagrammers Hierarchy Diagrammers • A graphical tool to define and change hierarchies using ‘drag-and-drop’ actions – Not an organization charting and reporting tool for general publishing. Consider using a partner application. like OrgPublisher. Position Hierarchies Chapter 19 . in reports. 2002. • Updates to the database are immediate – Reflected in the forms.

All rights reserved.Page 7 . 2002. please refer to the online help path: Oracle HRMS> Enterprise Modeling> Position Hierarchies> How To> Create a Position Hierarchy I A & l a O n r te n I e l c a r O Copyright © Oracle Corporation.Practice: Using the Graphical Diagrammers Practice: Using the Graphical Diagrammers • Follow the demonstration to see how to create and change Position Hierarchies • Navigate to the Position Hierarchy window using your local Super HRMS Manager responsibility (N) WorkStructures > Position > Diagrammer y l n O e s U Online Help For details on how to Create and Change Position Hierarchies. Position Hierarchies Chapter 19 .

Additional Information for Jobs and Positions Additional Information for Jobs and Positions • With Oracle HRMS you can enter several additional types of information for jobs or positions: – Work Choices – Job Evaluation – Skills – Valid Grades – User defined Extra Information Types y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Position Hierarchies Chapter 19 . 2002.Page 8 . All rights reserved.

Work Choices Work Choices • Work choices specify deployment conditions for the job or position.Page 9 . 2002. to travel or to hold a passport – Specific countries or locations of travel – Length of time the person must perform the job or position y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. • Choices include: – Willingness to work in all locations. • These can also be entered for employees or candidates to assist in succession planning. to relocate. All rights reserved. Position Hierarchies Chapter 19 .

All rights reserved. please refer to the online help path: Oracle HRMS> Enterprise Modeling> Jobs and Positions> How To> Enter Work Choices for a Job or Position I A & l a O n r te n I e l c a r O Copyright © Oracle Corporation. 2002. Position Hierarchies Chapter 19 .Practice: Entering Work Choice Information Practice: Entering Work Choice Information • Follow the demonstration to see how to enter work choice information for a job and a person. • Navigate to the Job or Position windows using your local Super HRMS Manager responsibility (N) WorkStructures > Job/Position > Description y l n O e s U Online Help For details on how to enter work choice information for a job or position.Page 10 .

Page 11 . Position Hierarchies Chapter 19 . 2002.Changing Job and Position Definitions Changing Job and Position Definitions y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. All rights reserved.

Page 12 . All rights reserved. 2002. Position Hierarchies Chapter 19 .Changing Definitions Changing Definitions • Positions are DateTracked so that you can maintain a complete history of changes to your positions over time • Jobs are dated so that you can ary start and end definitions Janu aryry u n a Ja nu Ja – No DateTracked history 1 • Position Hierarchy versions are dated so that you can have multiple versions at the same time y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.

use the Amendment Information fields from the Additional Detail tab – Useful for Public Sector and Position Control O e y l n I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. All rights reserved. Position Hierarchies Chapter 19 .Page 13 . 2002.Changing Details Changing Details • Ending a Job or a Position will automatically end valid grade definitions – Removing the end date will reopen valid grades with the same original end date • You cannot end Jobs that are currently in use in assignments or positions • You can change the Status of a position • If you want to record the source of changes to a position.

to go back and view the job and position definition windows • Check the use of Date From vs Effective Date • Check the details behind each of the taskflow buttons in the windows. 2002.Practice: Job and Position windows Demo Practice: Job and Position windows Demo • Follow the demonstration. All rights reserved. or use the notes provided. please refer to the online help path: Oracle HRMS> Enterprise Modeling> Jobs and Positions> How To> Define a Job and Define a position I A & l a O n r te n I e l c a r O Copyright © Oracle Corporation.Page 14 . • Navigate to the Job or Position window using your local Super HRMS Manager responsibility (N) Work Structures > Job/Position > Description O e y l n s U Online Help For details on the Job and Position windows. Position Hierarchies Chapter 19 .

Mass Move Updates Chapter 20 .Mass Move Updates Chapter 20 y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. All rights reserved.Page 1 . 2002.

Mass Move Updates Chapter 20 .Page 2 .Mass Move Updates Mass Move Updates y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. All rights reserved. 2002.

Overview Overview • Mass Move allows you to manage the movement of positions as a result of reorganization and simultaneously to update employee records • Mass move functionality is only available if you use positions y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Page 3 . 2002. Mass Move Updates Chapter 20 . All rights reserved.

Mass Move Updates Chapter 20 .Reorganization Reorganization • If you use positions. you should try to keep the definition of organizations as broad as possible – Reduce the duplication of information – Simplify the processes of reorganization • Reorganization usually means changing organizations. 2002. positions and hierarchies – You cannot change organization for a position – You must end one and create a new position – Mass Move functionality supports this process y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Page 4 . All rights reserved.

and standard conditions of the positions • You can move a group of assignments to different positions – In the same organization or a different one – North American users can also change the GRE/Legal Entity of an assignment O e y l n I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Moving Assignments Moving Assignments • You can create new positions using existing positions – In the same organization or a different one – You can change the valid grade. Mass Move Updates Chapter 20 .Page 5 . 2002. All rights reserved. location.

do you want to copy location and standard conditions from the source position. All rights reserved. target organization. 2002.Considerations Before a Mass Move Considerations Before a Mass Move • What is the effective date for the change? • What are the source and target organizations? – May be the same or different • What are the source and target positions – Do you want to deactivate the source position? – If the target positions are new. Mass Move Updates Chapter 20 .Page 6 . or Business Group? – What about valid grades and GRE/Legal Entity details? y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.

Considerations Before a Mass Move Considerations Before a Mass Move • Which assignments should transfer from the source positions to the target positions? • What should happen to the grade of any assignment changed during the move? • What should happen to the location. 2002. Mass Move Updates Chapter 20 . All rights reserved.Page 7 . standard conditions and GRE/Legal Entity of assignments changed during the move? y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.

Page 8 . 2002. Mass Move Updates Chapter 20 . All rights reserved. please refer to the online help path: Oracle HRMS> Enterprise Modeling> Business Group Reorganization> How To> Describe your Mass Move I A & l a O n r te n I e l c a r O Copyright © Oracle Corporation. to move positions and assignments from one organization to another • Navigate to the Position window using your local Super HRMS Manager responsibility (N) WorkStructures > Position > Mass Move y l n O e s U Online Help For details on how to Move Positions and assignments from one organization to another.Practice: Mass Moves Practice: Mass Moves • Follow the demonstration. or use the notes provided.

Page 1 .Setting up Workers Compensation Chapter 21 y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. All rights reserved. Setting up Workers Compensation Chapter 21 . 2002.

Setting up Workers Compensation Chapter 21 . 2002.S.Page 2 .Setting Up Workers Compensation (U. All rights reserved.) Setting Up Workers Compensation (U.S.) y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.

All rights reserved.Module Overview Module Overview • This topic concentrates on the setup of Workers’ Compensation.Page 3 . Codes and Rates • If you are using Oracle Payroll you will have predefined elements and fastformulas to do the calculations for Workers Compensation Workers Compensation Information – stores information. 2002. Setting up Workers Compensation Chapter 21 . (WC). This is processed for each employee. Workers Compensation – stores the WC premium calculated during processing of each employee O e y l n I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. information for Insurers.

All rights reserved.Page 4 . Setting up Workers Compensation Chapter 21 . 2002.WC Insurers WC Insurers • Monopolistic states require you to use their own agency as your insurer • Competitive states allow you to choose between private insurers and the state agency to fund WC programs y l n State Government O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.

All rights reserved. 2002.WC Codes and Rates WC Codes and Rates • You associate a state’s WC codes with an insurer’s default rates – Default rates apply when no location is specified y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Page 5 . Setting up Workers Compensation Chapter 21 .

All rights reserved.Page 6 .Workers’ Compensation Liability Workers’ Compensation Liability • Maintain specialized information to determine your liability • Associate your jobs with state WC work classification codes • Associate state WC classification codes with WC insurance premium rates y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Setting up Workers Compensation Chapter 21 . 2002.

Page 7 . Setting up Workers Compensation Chapter 21 . with different insurers – Employees working in states with unique rules governing the makeup of employees’ payroll exposure or in states with nonstandard modifiers for the WC premium calculation – GREs in Washington or Oregon where employees as well as employers must pay WC premiums or fees y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. or formula modifications if your enterprise has: – Multiple GREs in different states. All rights reserved. 2002.Additional Elements/Modifications Required Additional Elements/Modifications Required • Consider additional WC elements. new formulas.

(N) Work Structure > Job > Workers Compensation Rates 2. or use the notes provided. Setting up Workers Compensation Chapter 21 .Practice: Workers Compensation Codes and Rates Practice: Workers Compensation Codes and Rates • Follow the demonstration. 2002. All rights reserved. (N) Work Structure > Job > Workers Compensation Codes y l n 3. For details on how to complete the Organization window please refer to the online Help path : Applications Help Library > Oracle HRMS Applications > Oracle HRMS > Oracle HRMS Global > Organization Management > How To > Create Organizations > Create an Organization I A & l a O n r te n I e l c a r O Copyright © Oracle Corporation. to define Workers Compensation Codes and Rates • Use your local Super HRMS Manager responsibility 1.Page 8 . Exposure Rules and Surcharges 3. (N) Work Structures > Organization > Description O e s U Online Help 1 & 2 For details on how to complete the Workers Compensation Rates and Codes Windows please refer to the online Help path : Oracle HRMS > Oracle HRMS US > Payroll Definition > Workers Compensation > How To > Entering WC Codes.

2001.Page 1 . All rights reserved. Work Structures Chapter 22 .Work Structures Chapter 22 y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.

All rights reserved. 2002. Work Structures Chapter 22 . 2001.Work Structures Work Structures y l n s U Copyright © Oracle Corporation. I A & l a O n r te n I e l c a r O Copyright © Oracle Corporation. All rights reserved.Page 2 O e .

2001. 2002.Representing Legal & Government Reporting Structures (US) • Module 6 .Setting up Workers’ Compensation (US) y l n s U Copyright © Oracle Corporation.Page 3 O e .Representing Jobs and Positions • Module 8 . Work Structures Chapter 22 . All rights reserved.Setting up Business Groups.Overview of Enterprise Work Structures • Module 2 . All rights reserved.Modules Modules The following modules were covered in Work Structures: • Module 1 . Locations and Organizations • Module 4 . I A & l a O n r te n I e l c a r O Copyright © Oracle Corporation.Defining Common Data • Module 3 .Representing Grades and their Relationship to Pay • Module 7 .Representing Financial Report Structures • Module 5 .

All rights reserved. All rights reserved.Summary Summary In this eClass you should have learned how to: • Recognise different types of enterprise business models and explain how to represent these in Oracle HRMS • Describe the work structure components and understand their use in Oracle HRMS y l n s U Copyright © Oracle Corporation. Work Structures Chapter 22 . 2002. 2001. I A & l a O n r te n I e l c a r O Copyright © Oracle Corporation.Page 4 O e .

2001.Page 1 .Defining Common Data Instructor Demonstrations and Practice Solutions y l n Chapter 23 O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. All rights reserved. Defining Common Data Instructor Demonstrations and Practice Solutions Chapter 23 .

All rights reserved.Page 2 . 2001.Defining Common Data Instructor Demonstrations and Practice Solutions y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Defining Common Data Instructor Demonstrations and Practice Solutions Chapter 23 .

An employee can contribute between 1% and 15% of net pay.Instructor Demonstration Defining the People Group Key Flexfield Structure This demonstration and practice reinforces your ability to define a structure and segments for the Position key flexfield. y l n O e Value Sets Values for Medical Plan 1 2 3 4 5 I A Description Employee only Employee + 1 Employee + 2 Employee + 3 Employee + Family & l a s U O n r te Hint: You will need the following details to complete the setting up of the Value Set for Source of Information. which have been defined for the Lookup Type ‘REC_TYPE’ to record the source of the applicant. Defining Common Data Instructor Demonstrations and Practice Solutions Chapter 23 . Business Scenario This practice reinforces your ability to define the People Group key flexfield. 2001. n I e Table Application cl Table Name Value Column Meaning Column Where/order by a r O Application Object Library FND_COMMON_LOOKUPS LOOKUP_CODE Meaning Where Lookup Type=’REC_TYPE’ Copyright © Oracle Corporation. This segment uses the values.Page 3 . Remember to prefix the structure name with your unique group number. All rights reserved. The details of the flexfield are as follows: Segments No. Name Validation Type 1 Union Independent 2 3 Medical Plan Stock Purchase Independent None 4 Source of Information Table Description In this scenario there are only two values USWU and Non-Union. List of values.

click in an existing structure and choose the New button from the menu bar. n I e 13. Save your work. Define a new Value Set with the following details: − Name = xxUnion Name (where xx is your unique group number) − Format Type = Char − Maximum Size = 30 − Validation type = Independent. displayed and Index boxes. & l a 10. Choose the selector to add a new segment. Select the Value Set button once you are on the Value Set field. Select an empty row in the Structures region to create a new structure. Check the enabled. Note: If an empty row does not appear.Instructor Demonstration and Practice Solution Defining the People Group Key Flexfield Structure 1. O n r te 11. y l n O e 5. Navigate to the Key Flexfield Segment window using the System Administration responsibility: (N) Application > Flexfield > Key > Segments 2. 9. Enter Union as the name of the first segment. Enter a column for the segment. and a description if required. Save the value set. 2001.Page 4 . since you are creating a new flexfield. 6. Enter a number for the segment. l c a r O 14. I A s U 8. 12. 7. Run a query with the following criteria in the Flexfield Title Field: − People% Note: This retrieves all previously defined structures 3. Choose the Segments button. Defining Common Data Instructor Demonstrations and Practice Solutions Chapter 23 . Copyright © Oracle Corporation. Enter xx People Group Flexfield in the Title Field (where xx represents your unique group id number) Note: Make sure that the Freeze Flexfield Definition box is unchecked. 4. All rights reserved.

Uncheck the required checkbox. Enter a column for the segment. and a description if required. All rights reserved. Save your work. Select a Default Value. Select a Default Type of Constant. Choose the selector to add a new segment. 26. 17. 2001. 22. Select the Default Value. 27. & l a 31. Select a Default Type of Constant. 19. Defining Common Data Instructor Demonstrations and Practice Solutions Chapter 23 . Go to the next row and enter the following details for segment 2. displayed and Index boxes. and a description if required. 18. 28. Enter Medical Plan as the name of the second segment. 20. 33. Go to the next row and enter the following details for segment 3. 23. r O 36. Select the Value Set button once you are on the Value Set field. Define a new Value Set with the following details: − Name = xx Medical Plan (where xx is your unique group number) − Format Type = Char − Maximum Size = 10 − Validation type = Independent y l n O e I A 29. Enter Stock Purchase as the name of the third segment. unless you want to force users to complete this field.15. Check the enabled. n r te 32. 21. 25. l c a 35. 37. Uncheck the required checkbox. Return to the segment window and choose the value set you have just created. unless you want to force users to complete this field. Save your work. Close this window to return to the Segments Summary window. Save the value set. Return to the segment window and choose the value set you have just created.Page 5 . Choose the selector to add a new segment. n I e 34. Enter a number for the segment. 24. s U O 30. 16. Copyright © Oracle Corporation.

50. Defining Common Data Instructor Demonstrations and Practice Solutions Chapter 23 . Check the enabled. Select the Value Set button once you are on the Value Set field. 40.Page 6 . Save your work. 39. O 54. 45. Select the Edit Information button. n I e 56. unless you want to force users to complete this field. Define a new Value Set with the following details: − Name = xx Stock Purchase (where xx is your unique group number) − Format Type = Number − Maximum Size = 2 − Validation type = None 43. Go to the next row and enter the following details for segment 4. Enter a number for the segment. Return to the segment window and choose the value set you have just created. All rights reserved. & l a 53. Enter a column for the segment. Select a Default Value. Save the value set.38. displayed and Index boxes. 44. Choose the selector to add a new segment. 2001. Copyright © Oracle Corporation. Select the Value Set button once you are on the Value Set field. Check the enabled. Enter Source of Information as the name of the fourth segment. 41. y l n 48. and a description if required. 42. 49. n r te 55. Enter a number for the segment. Define a new Value Set with the following details: − Name = xx SOI (where xx is your unique group number) − Format Type = Char − Maximum Size = 30 − Validation type = Table l c a r O 57. displayed and Index boxes. s U O e 51. Enter a column for the segment. Select a Default Type of Constant. 47. I A 52. 46. Uncheck the required checkbox.

66. Navigate to the Segment Values window using the System Administration responsibility: y l n (N) Application > Flexfield > Key > Values O e 2. 65. 60. Uncheck the required checkbox. Return to the Key Flexfield Segments window and in the structure region check the Freeze Flexfield Definition box. Save your work. 67. 62. 63. 64. Query the Value Set you defined for Region and enter the list of values given for Medical Plan. Defining Common Data Instructor Demonstrations and Practice Solutions Chapter 23 . Save the value set. Enter the relevant table information for Source of Information. Select a Default Value. All rights reserved. Save your work. Adding Values to Value Sets 1. Check the Allow Dynamic Inserts check box. You can now select the compile button and compile your People Group Key Flexfield.58. 59. Select a Default Type of Constant. 3. unless you want to force users to complete this field. Acknowledge the message that appears after reading it. 2001. I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Return to the segment window and choose the value set you have just created 61.Page 7 .

Users can enter dates in the following format: DD-MON-YYYY Value Sets Valid Values for Car Make I A Audi Valid Values for Car Model BMW A4 A6 3181 325 Mercedes & l a s U O n r te C200 E220 93 95 n I e Saab l c a r O Copyright © Oracle Corporation. 2001. also known as Special Information Types Business Scenario The objective of this exercise is to set up a personal analysis key flexfield structure for AB Shoes. 1 2 3 4 Name Validation Type Car Make Car Model Registration Lease Start Date Independent Independent None None Description List of values.Page 8 O e y l n . Remember to prefix the structure name with your unique group number. Defining Common Data Instructor Demonstrations and Practice Solutions Chapter 23 . All rights reserved. The details of the flexfield are as follows: Segments: Company Car Details No.Instructor Demonstration Define the Personal Analysis Key Flexfield This demonstration and practice reinforces your ability to define a structure and segments for the Personal Analysis key flexfield. which can be used to hold details of company cars for reporting and administrative purposes. Before you can enter actual details for people you need to define the structure of this key flexfield and link it to your business group.

Enter a number for the segment. Save your work. Enter Car Make as the name of the first segment. Note: If an empty row does not appear. Displayed and Index boxes. Choose the selector to add a new segment. All rights reserved. Choose the Segments button. Select the Allow Dynamic Inserts box. y l n Note: Do not select the Freeze Flexfield Definition as you are creating a new flexfield. 11. 4. Run a query with the following criteria in the Flexfield Title field: − Personal% Note: This retrieves all previously defined structures. Defining Common Data Instructor Demonstrations and Practice Solutions Chapter 23 .Page 9 . Navigate to the Key Flexfield Segment window using the System Administration responsibility: (N) Application > Flexfield > Key > Segments 2. l c a 14. Define a new Value Set with the following details: − Name = xx Car Make (where xx is your unique group number) − Format Type = Char − Maximum Size = 15 − Validation type = Independent (This will allow the value set to have a valid list of values r O Copyright © Oracle Corporation. Enter “xx Company Car Details” in the Title field (where xx represents your unique group id number) 5.Instructor Demonstration and Practice Solution Defining the Personal Analysis Key Flexfield Structure 1. 2001. Select an empty row in the Structures region to create a new. click in an existing structure and choose the New button from the menu bar. & l a 10. I A 8. s U O 9. 7. Check the Enabled. n r te 12. Enter a column for the segment. Select the Value Set button once you are on the Value Set field. and a description if required. 3. O e 6. n I e 13.

27. r O 38. Check the Enabled. Return to the segment window and choose the value set you have just created. Uncheck the required checkbox. l c a 37. Name = xxCar Model (where xx is your unique group number) I A 31. Format Type = Char 32. Enter a number for the segment. 17. Copyright © Oracle Corporation. Define a new Value Set with the following details: s U 30.15. 18. All rights reserved. and a description if required. n I e 36. Save your work. Displayed and Index boxes. 2001. 26. Enter a column for the segment. Defining Common Data Instructor Demonstrations and Practice Solutions Chapter 23 . 22. Select the Value Set button once you are on the Value Set field. 20. Save your work. 16. O e 29. 28. 23. y l n O n r te 35. Select a Default Value. unless you want to force users to complete this field. Validation type = Independent 34.Page 10 . Go to the next row and enter the following details for segment 2. Enter Car Model as the name of the second segment. Save the value set. Close this window to return to the Segment Summary window. Select a Default Value. Select a Default Type of Constant. 24. 19. Uncheck the required checkbox. Return to the segment window and choose the value set you have just created. Choose the selector to add a new segment. 21. Select a Default Type of Constant. Save the value set. 25. 39. unless you want to force users to complete this field. Maximum Size = 15 & l a 33.

Format Type = Char 50. Choose the selector to add a new segment. and a description if required. n r te 60. l c a 62. Return to the segment window and choose the value set you have just created. Defining Common Data Instructor Demonstrations and Practice Solutions Chapter 23 . Enter a number for the segment. 2001. I A s U 56. Select a Default Type of Constant. Check the Enabled. Define a new Value Set with the following details: 48. 46. Uncheck the required checkbox. Enter a column for the segment. Copyright © Oracle Corporation. n I e 61. unless you want to force users to complete this field. Displayed and Index boxes. Validation type = None 52. 64. r O 63.40. 43. 44. Go to the next row and enter the following details for segment 4. Check the Enabled. Name = xxRegistration (where xx is your unique group number) 49. Displayed and Index boxes. O e 54. 55. Select a Default Value. 45. 57. Maximum Size = 15 51. Select the Value Set button once you are on the Value Set field. Enter a number for the segment.Page 11 . Choose the selector to add a new segment. All rights reserved. Save the value set. & l a O 58. 47. y l n 53. 41. Save your work. 59. Enter Lease Start Date as the name of the fourth segment. and a description if required. 42. Go to the next row and enter the following details for segment 3. Select the Value Set button once you are on the Value Set field. Enter a column for the segment. Enter Registration as the name of the third segment.

72.65. Name = xxCar Model (where xx is your unique group number) 67. Save your work. Define a new Value Set with the following details: 66. Format Type = Char 68. 73. 75. You can now select the compile button and compile your Personal Analysis Key Flexfield. All rights reserved. Return to the Key Flexfield Segments window and in the structure region check the Freeze Flexfield Definition box. 74. 2001. Return to the segment window and choose the value set you have just created. 71.Page 12 . Check the Allow Dynamic Inserts checkbox. Validation type = None 70. Acknowledge the message that appears after reading it. y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Defining Common Data Instructor Demonstrations and Practice Solutions Chapter 23 . Maximum Size = 11 69. Save the value set.

Questions 1. Give some examples of when you might consider using EITs? 4.Practice Extra Information Types . All rights reserved. Defining Common Data Instructor Demonstrations and Practice Solutions Chapter 23 .Questions Introduction This practice reinforces your knowledge of Extra Information Types. 2001. Name the 6 important entities in HRMS that have EITs. What performance advantages do EITs have over Special Information Types? y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. EITs and Special Information Types both exist for extending personal information in Oracle HRMS.Page 13 . 3. Explain what an Extra Information Type is? 2. What access restrictions can you impose on EITs? 5.

For example. 2. then the system inserts the combination. then the system points to that combination. Locations. You might have some users who should never see any EIT for people while other users have access to one EIT but not all. You might want a recruitment manager to have access to some EITs for people. Extra Information Types are a type of descriptive flexfield that let you define a complete set of information and segments. You can define EITs for several important entities. EITs have performance advantages in online data entry and in batch data loading over Special Information Types. To capture country specific details for a person or an assignment for expatriate employees.Page 14 .Practice Solution Extra Information Types . y l n O e Note: You must enable access at responsibility level before a user will see any EIT. To capture additional job or position details for job posting. 2001. The easiest way to define this set of restrictions is by responsibility. To capture company or division specific information when you have multiple companies in the same business group. Assignments 3. and another set for jobs or positions. Defining Common Data Instructor Demonstrations and Practice Solutions Chapter 23 . You can also restrict access at responsibility level to sets of EITs as part of a role-based security model. For example. If it does. Jobs. You can have many records of each EIT for every main record. All rights reserved. This is an important large-scale implementation where you store high volumes of data.Answers 1. s U 5. Organizations. & l a n r te Descriptive flexfields do not check for unique combinations. 4. n I e l c a r O Copyright © Oracle Corporation. others for assignment. If not. People. You can restrict access to Extra Information Types by not including the windows in the menus and taskflows for a responsibility or by using CustomForm with Taskflow security to restrict access to specific types of information. not just for People. Positions. I A O Note: This is because the entry of any key flexfield combination checks to see if that combination already exists. not just 30 unrelated segments.

What is the purpose of dynamic insertion? & l a I A s U O n r te n I e l c a r O Copyright © Oracle Corporation. Defining Common Data Instructor Demonstrations and Practice Solutions Chapter 23 .Page 15 . 2001. What are the six key flexfields in Oracle HRMS and which one can have many structures in one business group? 2. All rights reserved. 1. Which of the six key flexfields belong to the Payroll product? 3. What is the purpose of flexfield value security? 12. What is the difference between descriptive and key flexfields? 6. What is the purpose of cross-validation rules? 10. What are the four types of predefined validation? What does each of them represent? 8. Which user key flexfield uses qualifiers and what do the qualifiers do? 5. How many segments can you define in the HRMS key flexfields? 4. What are the additional features of key flexfields? y l n 9. What system feature determines the validation of values in a segment? 7.Practice Questions Key and Descriptive Flexfield Overview This practice reinforces your knowledge of flexfields and their features. What is the purpose of shorthand aliases? O e 11.

The four types of validations available to value sets are as follows: − None: Any information can be entered into the segment as long as it is within the characteristics of the value set. − Table: The list of values for the segment is taken from a table of values that already exist. Defining Common Data Instructor Demonstrations and Practice Solutions Chapter 23 . 7. Job. You can have many different Personal Analysis structures in the same business group. 3. Grade. Value Sets determine the validation rules for information stored in a segment. Cost Allocation. shorthand aliases.Practice Solutions Key and Descriptive Flexfield Overview Solution 1. y l n 8. It often works with cross-validation rules. 6. dynamic insertion. Key flexfields can also be used to store additional information such as people group or special information types. 5. l c a r O 13. Dynamic insertion enables the system to insert a new unique combination as a valid value. n I e 12. 2001. It maintains data integrity. A key flexfield defines a unique key combination to identify jobs. and flexfield security. The purpose of flexfield security is to restrict access to a particular value or a range of values within a segment. User descriptive flexfields can store only one value in each segment. & l a O 10. positions and grades. The purpose of cross-validation is to ensure that only certain code combinations can be entered into the system. n r te 11. You can define up to 30 segments in the HRMS key flexfields 4. − Independent: A user-defined list defines the values for the segment. All rights reserved. A descriptive flexfield can store additional information that does not already exist on a delivered form. The Cost Allocation key flexfield uses qualifiers to determine which windows you can enter costing information. Copyright © Oracle Corporation. People Group and Personal Analysis. Shorthand aliases provide a word or phrase that represents a partial or complete code combination.Page 16 . The Cost Allocation and People Group key flexfields belong to Oracle Payroll. Position. − Dependent: The values of the segment are linked to the values of a related segment. The additional features of key flexfields are cross-validation. O e I A s U 9. It is used to configure the system to meet different business needs. 2. They save time.

Defining Common Data Instructor Demonstrations and Practice Solutions Chapter 23 . 2001. y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Instructor Demonstration Defining Lookup Types and Values The purpose of this demonstration is to show you how to define Lookup Types and Values.Page 17 . All rights reserved.

Navigate to the Application Utilities Lookups window using your local Super HRMS Manager responsibility (N) Other Definitions > Lookup Tables Define Lookup Types 2. Select the application with which you want to associate the Lookup Type. Enter Lookup Values 5. Define two new Lookup Types: Type Meaning Access Level User Name XxAgencies XxAgencies User (Default) Default User XxVacation XxVacation User (Default) Super User y l n 3. Save your work. Defining Common Data Instructor Demonstrations and Practice Solutions Chapter 23 . Save your work. 2001. and enter the following information: Copyright © Oracle Corporation. Lookup Type Code XxAGENCIES xxHR xxHeart Fund XxAGENCIES xxUW xxUnited Way XxAGENCIES xxHS xxHumane Society e l c 6. 4. I A Meaning Description s U xxHeart Fund a n r l& O e O xxUnited Way xxHumane Society e t In a r O Start Date 01-JAN1990 01-JAN1990 01-JAN1990 7. Query the Vacation lookup Type. Enter the following information for the new lookup types.Instructor Demonstration and Practice Solution Defining Lookup Types and Values 1.Page 18 To Date Blank Blank Blank . All rights reserved.

Query ABSENCE_REASON Lookup Type. Enter the following values: Lookup Type Code e t n US_IMPUTED_EARNINGS Meaning l c a To Date O e 01-JAN1990 Blank s U O Description xxSO I e 17. 15. 16. Query US_IMPUTED_EARNINGS Lookup Type. Note: Before you can add a new value. r O rn & l a I A Start Date y l n Copyright © Oracle Corporation. Enter the following values: Lookup Type Code Meaning ABSENCE_REASON xxVAC Description xxVacation Start Date xxVacation 01-JAN1990 To Date Blank 11. Save your work.Lookup Type Code XxVACATION Meaning xxAV Description xxApproved Start Date xxApproved 01-JAN1990 To Date Blank 8. 13. you must click in one of the existing values to activate it. Defining Common Data Instructor Demonstrations and Practice Solutions Chapter 23 . Save your work.Page 19 Start Date 01-JAN-1990 To Date Blank . Save your work. 9. Enter the following values: Lookup Type Code Meaning Description US_PAYMENT xxER xxExpense Reimbursement xxExpense Reimbursement 14. Save your work. 10. 2001. Query US_PAYMENT Lookup Type. All rights reserved. 12.

Before you define an exchange rate. 2001.Instructor Demonstration Defining Exchange Rates Introduction This practice reinforces your ability to define exchange rates. Defining Common Data Instructor Demonstrations and Practice Solutions Chapter 23 . All rights reserved.00. For your payroll. you must set up the conversion rate types for HRMS.British Pound Sterling at a rate of USD1. define an exchange rate of US Dollars .45 to GBP1.Page 20 . y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.

All rights reserved. Click in the remaining field to automatically populate the return exchange rate. 2001. Change the Currency To entry to Pound Sterling. Enter the date from which this becomes the active exchange rate. Navigate to the GL Daily Rates window using your local Super HRMS Manager responsibility. 3. 5. Enter exchange rate to be used in this conversion. 7. Defining Common Data Instructor Demonstrations and Practice Solutions Chapter 23 .Instructor Demonstration and Practice Solution Defining Exchange Rates 1. 6. 4. y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Save your work. 8. Enter the type of conversion. (N) Payroll > GL Daily Rates 2.Page 21 . Enter a Currency From value of USD.

with European Headquarters in London. called Great Benefits in Cleveland. Working individually or within groups assigned by your instructor you should read the following and determine answers to the questions. Panzanelli’s was acquired by AB Inc. one Senior Vice President oversees the North American division for US and Canada with planned expansion to several Latin and South American countries. in 1995 and renamed AB Shoes Corporation with new global management and compensation structures in line with the rest of AB Inc. retail. information in a consolidated report for all of their organizations. opened its first store in New York on Feb 1. AB shoes needs to run its Equal Employment Opportunity (EEO) report based on AB Inc. consulting. to handle its health-care benefits. . 2001. formerly Panzanelli Shoes. All rights reserved. In the early 1990s the company expanded into Europe through a series of acquisitions. has purchased Oracle HRMS and now wants to implement the system to support all of its global and local operations. n I e l c a All employees of AB Shoes receive their paychecks from AB Shoes Corp. n r te There are three US Sales Regions: AB Shoes West in Las Vegas.Page 22 . and entertainment industries. AB Shoes Corp (US) US Operations Headquarters in New York & l a I A s U O AB Shoes (US) maintains a central warehouse and distribution center in Wisconsin that supplies shoes and leather goods to all other AB locations in the US. finance.a diversified multinational corporation with operations in manufacturing. r O Currently. AB Shoes. 1979. and AB Shoes East in Boston. Copyright © Oracle Corporation. Rapid expansion through the 1980s led to a chain of stores across the US. Defining Common Data Instructor Demonstrations and Practice Solutions Chapter 23 . Business Scenario – Company Profile AB Shoes Corporation is a division of AB Inc. AB shoes has hired a third-party administrator. AB Shoes has its World and US Regional Headquarters in New York. If this implementation is judged successful it may lead to further implementations in the other divisions of AB Incorporated. This information should help you to see the individual labs in the context of a complete business operation and help you to understand how the labs were designed. y l n O e AB Shoes Corp.Work Structures Case Study Business Scenario Introduction This section provides you with the general business scenario for AB Shoes that lies behind the demonstrations and labs for defining work structures. AB Shoes Midwest in Columbus.

they would like to see a breakdown of tax costs by state. & l a Additionally. Copyright © Oracle Corporation. stock options are awarded on a discretionary basis to those associates who have exceeded sales quotas. All rights reserved. and overtime. Defining Common Data Instructor Demonstrations and Practice Solutions Chapter 23 . Sales associates in retail stores are entitled to earn commission in addition to their regular wages. n I e l c a r O There are several agencies associated with the United Way and AB Shoes will match contributions to the American Heart Society. These values are automatically pro-rated for employees who work part-time. Stock clerks are automatically entitled to annual grade step increments within their pay scale. Compensation Executives and managers are salaried employees with separate grade-pay structures to cover differences in compensation for level and geography. y l n All employees accrue vacation time at the rate of 40 hours for the first year. O e I A s U All AB executives and store managers are entitled to receive company cars. n r te AB Shoes runs a United Way campaign every November with contributions to be deducted from the February 15 paycheck of the following year. sick pay. Associates can choose a one-time deduction or can spread the contributions over each paycheck until the end of the year. 80 hours for the next four years. offers an employee stock-purchase plan for all employees. city. 2001. O AB Inc. that covers all companies and organizations. account code.Finance The accounting department requires the transfer of certain payroll and budget costs to GL in line with a global cost center structure for AB Inc. The company will record stocks that the associates sell. local managers record individual employee contributions on a spreadsheet that is provided to the Payroll Department who submit this through a batch process. Sales and stock clerk associates are eligible for a bonus if AB turns a profit in the preceding financial year. county. and 120 hours from five years of service forward. In the absence of a self-service enrollment option. Additionally.Page 23 . Warehousing stock clerks and retail sales associates are paid within hourly ranges. Accounting would like to track costs by company. Wage rates for sales associates vary by grade and are updated annually. Employees can choose to deduct any amount from 1% to 15% of their pay toward stock-purchase. Annual bonuses for managers are calculated in January and paid at the end of February. and school district. There is no maximum amount that can be carried over. Stock clerks belong to the United Stock Workers Union who negotiate annually to set rates of pay for employees in their union. and project or product code. Every three years the union also negotiates for changes in vacation. by cost center.

Great Benefits (UK) to administer employee health checks.The company is offering a Preferred Provider Organization (PPO) medical plan for the following categories: Employee only. Sales and stock clerk associates are eligible for a bonus if AB turns a profit in the preceding financial year. Accounting would like to track costs by company. that covers all companies and organizations. Employee + 2. Boston Hospital. by cost center. 80 hours for the next four years. AB Shoes offers all employees private health care options and works with a third-party health care group. Employee + 1.Page 24 . it will offer a dental and vision plan in the future. There is no maximum amount that can be carried over. These values are automatically pro-rated for employees who work part-time. & l a O n r te Sales associates in retail stores are entitled to earn commission in addition to their regular wages. UK Operations AB Shoes (UK) has a London HQ. AB Shoes South-London and AB Shoes Scotland . All rights reserved. account code. r O Copyright © Oracle Corporation. y l n Compensation O e Executives and managers are salaried employees with separate grade-pay structures to cover differences in compensation for seniority and geography. n I e Annual bonuses for managers are calculated in January and paid at the end of February. and project or product code. Wisconsin Central. sick pay. or Las Vegas Healthcare). Stock clerks are automatically entitled to annual grade step increments within their pay scale. I A s U Warehousing stock clerks and retail sales associates are paid within hourly ranges. There are three regional sales centers: AB Shoes North . one Vice President based in London oversees the entire UK operation. Buckeye Memorial Hospital. AB Shoes Corp. Wage rates for sales associates vary by grade and are updated annually. and overtime entitlements. Employee + 3. 2001. Currently. Each employee must choose one of the preferred hospitals associated with this medical plan (Chicago Hope. Every three years the union also negotiates changes in vacation. AB Shoes are currently discussing options to establish an integrated European management structure to cover all European operations. Finance The accounting department requires the transfer of certain payroll and budget costs to GL in line with a global cost center structure for AB Inc. Stock clerks belong to the United Stock Workers Union who negotiates annually to set rates of pay for employees in their union. l c a All employees accrue vacation time at the rate of 40 hours for the first year. Employee + Family. Defining Common Data Instructor Demonstrations and Practice Solutions Chapter 23 .Manchester.Edinburgh. and 120 hours from five years of service forward. with a warehousing and distribution center located in Manchester.

AB Shoes runs a charitable giving campaign every January to encourage employees to enroll in GAYE . or Employee + Family. The company will offer a dental and vision plan in the future. y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. London Central. Additionally. AB Shoes will match any employee contributions to the United Kingdom Heart Foundation. Bristol Hospital. All rights reserved. The company offers a choice of coverage in a private medical plan with BUPA: Employee only. Employees can choose to deduct any amount from 1% to 15% of their pay toward stock-purchase. Employees can choose to contribute a fixed amount or a percentage of pay each pay period. The company will record stocks that the associates sell. 2001. Defining Common Data Instructor Demonstrations and Practice Solutions Chapter 23 . Plymouth Healthcare). Each employee must choose one of the preferred hospitals associated with the medical plan (Manchester Hope. To encourage employees to contribute. Employee + 3.All AB executives and store managers are entitled to a company car. with contributions to be deducted from the first paycheck of the following tax year. stock options are awarded on a discretionary basis to those associates who have exceeded sales quotas.Give As You Earn. AB Inc. Employee + 1. Norwich Memorial Hospital. offers an employee stock-purchase plan for all employees.Page 25 . Employee + 2.

Draw an organization chart to reflect the structures of AB Inc and AB Shoes. What effective date will you use when you set up your HRMS structures? y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. How many business groups will there be? 3. How many locations and organizations (external and internal) will there be for AB Shoes (US)? 4.Business Scenario Questions (US) 1. 2001.Page 26 . 2. Defining Common Data Instructor Demonstrations and Practice Solutions Chapter 23 . All rights reserved.

AB Shoes East and Great Benefits (external) 3. How many US locations and organizations will there be (internal and external)? Locations: New York.Business Scenario (US) Solution 1. Defining Common Data Instructor Demonstrations and Practice Solutions Chapter 23 . AB Shoes Midwest. Boston and Cleveland (external) Organizations: AB Shoes West. How many business groups will there be? At least two: AB Shoes Corporation US and AB Shoes Corporation UK 2. All rights reserved.Page 27 . Las Vegas. 2001. What effective date will you use to set-up your US HRMS structures? 01-Jan-1995 y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Columbus. Wisconsin.

Page 28 . All rights reserved. Draw an organization chart to reflect the structures of AB Inc and AB Shoes. How many locations and organizations (external and internal) will there be for AB Shoes (UK)? 4. What effective date will you use when you set up your HRMS structures? y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. 2001.Business Scenario Questions (UK) 1. 2. How many business groups will there be? 3. Defining Common Data Instructor Demonstrations and Practice Solutions Chapter 23 .

Edinburgh. What effective date will you use to set-up your HRMS structures? 01-Jan-1995 y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Defining Common Data Instructor Demonstrations and Practice Solutions Chapter 23 . 2001. All rights reserved. AB Shoes South and Great Benefits (external) 3. Manchester. organizations (internal and external) will there be for AB Shoes (UK)? Locations: London HQ.Page 29 . How many locations. AB Shoes Scotland.Business Scenario (UK) Solution 1. How many business groups will there be? At least two: AB Shoes Corporation UK and AB Shoes Corporation US 2. and London (external) Organizations: AB Shoes North.

All rights reserved.y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Defining Common Data Instructor Demonstrations and Practice Solutions Chapter 23 .Page 30 . 2001.

2001. Locations. Setting up Business Groups. and Organizations Instructor Demonstrations and Practice Solutions y l n Chapter 24 O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Setting up Business Groups.Page 1 . and Organizations Instructor Demonstrations and Practice Solutions Chapter 24 . All rights reserved. Locations.

Locations. and Organizations Instructor Demonstrations and Practice Solutions y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Page 2 . 2001.Setting up Business Groups. All rights reserved. Setting up Business Groups. Locations. and Organizations Instructor Demonstrations and Practice Solutions Chapter 24 .

Grade. You must use the appropriate xx structures for the Job. People Group. y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. tax and legislative reporting needs. and Organizations Instructor Demonstrations and Practice Solutions Chapter 24 . will be the business group for your US based operations. All rights reserved. which is headquartered in the US. AB shoes needs to run its Equal Employment Opportunity (EEO) report based on AB Inc. To support this need and for future expansion to include other divisions.Instructor Demonstration (US) Creating a US Business Group for AB Inc Business Scenario From the AB Shoes business scenario in an earlier practice you should be able to identify that AB Shoes Corporation (US) is an operating division of AB Inc. Position and Cost Allocation key flexfields. 2001. AB Shoes (UK) will be defined in a separate business group to support UK payroll. information in a consolidated report for all of their organizations. AB Inc.Page 3 . Make sure that you also enter Tax Detail References for your business group. (where xx is your unique group number). AB Shoes Corporation is an organization in the same business group. AB Inc has decided to allocate employee and applicant numbers automatically. Locations. Setting up Business Groups.

Choose the Others button. Save your work. Enter a short name for the business group. 2001. Select the appropriate Flexfield structures for your group number. y l n 8. Select USD from the list of values for the currency. Click the OK button. All rights reserved. and Organizations Instructor Demonstrations and Practice Solutions Chapter 24 . Select Automatic as the option for applicant number generation. Setting up Business Groups. Click in the second field to open the window. Select Automatic as the option for employee number generation. Double-click on Business Group Information. 15. I A 11. Select Internal from the list of predefined values to allow employee assignments to this organization.Instructor Demonstration and Practice Solution Creating a US Business Group for AB Inc 1. Select business group in the Organization Classification Name field from the list of values. 3. n I e 16. 5. Select the enable box. 6. 12. l c a 17. 19. Save your work. Classifying a Business Group 7. Select United States from the list of values for the legislation code. Locations. & l a s U O 13. Select a user-defined organization type from the list of values. 10. 4. r O 18. Enter xxAB Inc. Copyright © Oracle Corporation. O e 9.Page 4 . Navigate to the Organization window using your local Super HRMS Manager responsibility: (N) Work Structures > Organization > Description 2. in the name field (where xx is your unique group number). Enter 01-JAN-1990 in the from date field. n r te 14.

Click the OK button and Save your work. Save your work. Choose the others button again. 24. y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. State and local tax default information for your business group. 22. 21. and Organizations Instructor Demonstrations and Practice Solutions Chapter 24 .Page 5 . 25. Choose the Others button again. All rights reserved. Double-click on Work Day Information to enter default information for all employees in this business group. Save your work. Locations. Setting up Business Groups. 23.20. 26. Select Tax Details References to enter the appropriate Federal. 2001.

This demonstration and practice reinforces your ability to grant users access to your new business group using a new Responsibility. y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Setting up Business Groups. All rights reserved.Page 6 . Locations. 2001.Instructor Demonstration Granting Users access to a New Business Group Introduction The security model in Oracle HRMS means that you must grant a user access to a business group before you can define any details within that business group. and Organizations Instructor Demonstrations and Practice Solutions Chapter 24 .

Select your local SHRMS Navigator menu in the Menu field. 7. Navigate to the Responsibilities window using your System Administrator responsibility: (N) Security > Responsibility > Define 2. Copyright © Oracle Corporation.Security Groups Enabled = No. and Organizations Instructor Demonstrations and Practice Solutions Chapter 24 . 5. Enter an effective date of 01-JAN-1990. Select Oracle Applications to signify that this responsibility applies to the professional user interface. Enter HR:Security Profile as the profile name and click the Find button. Save your work. Enter a responsibility key name and a description for the new responsibility. O If you are using standard security . All rights reserved. then you must assign the Security Profile and the Responsibility to a User as the Super HRMS manager. then you must assign the Security Profile to the Responsibility and the Responsibility to a User as System Administrator & l a If you are using Security Groups Enabled = Yes. 6. 3. Select Oracle Human Resources in the application field. 4. n r te 1. Check the display box for Responsibility and enter the name of your new responsibility. 3. Locations. O e 10. 2001. Setting up Business Groups. Select your local HRMS Reports & Processes and Oracle Human Resources in the Request Group region.Instructor Demonstration and Practice Solution Granting Users access to a New Business Group 1. Set User Profile Options I A s U You must set at least two user profile options for this new Responsibility. Navigate to the System Profile Values window using your System Administrator responsibility: n I e l c a (N) Profile > System r O 2. Select Standard and Oracle Human Resources in the Data Group region 8. y l n 9. Enter xx Super HRMS Manager as the new responsibility name (where xx represents your initials).Page 7 .

6. Save your work. US for USA or GB for UK. 12. and/or payrolls. I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Page 8 . Save your work. 5. Save your work. Setting up Business Groups. 10. Return to the Find window and find a new profile 7. and Organizations Instructor Demonstrations and Practice Solutions Chapter 24 . Enter Help Localization Code as the Profile name and click the Find button. 2001. After you have setup all the work structures in your business group you can define restricted security profiles using organization and position hierarchies. Enter the security profile with the same name as your new business group. Enter HR with Payroll User as the value for user type. Note: This means that you can see and enter fields on all HRMS windows 9. O e Note: This value is free format to allow for vertical and custom extensions to local versions of user help. Return to the Find window and find a new profile 11. Locations. Enter the appropriate territory or vertical code as the value for user type. y l n 13.4. 8. Note: The system automatically creates a view all security profile whenever you define a new business group. All rights reserved. Enter HR:User Type as the profile name and click the Find button.

2001. Locations. All rights reserved. Choose the File . y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. 5. and Organizations Instructor Demonstrations and Practice Solutions Chapter 24 . Save your work and exit the window.Page 9 .the one you used to log on to the system 3. 4. Insert your xx Super HRMS Manager responsibility from the list of values in a new line in the responsibility region. Setting up Business Groups. Select the new responsibility to sign on to the new business group.Switch Responsibility menu option to bring up the list of responsibilities you have access to.Assign New Responsibility to an Application User 1. 6. Navigate to the User window using your System Administrator responsibility (N) Security > User > Define 2. Query your own application username .

WI 53081 AB Shoes 1401 Elm Street Dallas. Your company will have 7 locations with the following addresses: AB Shoes. Locations. and Organizations Instructor Demonstrations and Practice Solutions Chapter 24 . OH 43287 777 Gambler’s Gulch Las Vegas. Inc. MA 02100 & l a y l n s U O n r te n I e l c a r O Copyright © Oracle Corporation. This practice reinforces your ability to set up locations. All rights reserved.Page 10 .Instructor Demonstration Defining US Locations Introduction Locations define worksites for operational and tax reporting purposes. 44 Apples Way New York. NY 10188 AB Shoes Warehouse Great Benefits 540 Dairy Way Sheboygan. (Controlled by HR:Cross Business Group user profile). IL 60601 AB Shoes Midwest O e 100 Buckeye Road Columbus. Setting up Business Groups. Chicago. prefixing each location with your unique group number. TX 75201 AB Shoes West 959 North Michigan Ave. Business Scenario Create the following locations. NV 89100 I A AB Shoes East 4534 Tea Party Circle Boston. 2001. Note: You can define local and international worksites for one business group or to be shared across all business groups.

All rights reserved.Instructor Demonstration and Practice Solution Defining US Locations 1. Setting up Business Groups. Select the appropriate address style for local addresses. 5. Enter the address of your location. Type in the name of your location prefixing it with your unique group number. 3. 6. Locations. 2001. and Organizations Instructor Demonstrations and Practice Solutions Chapter 24 . 4. Save your work.Page 11 . Type in a description for your location. Navigate to the Location window using your own Super HRMS Manager responsibility: (N) Work Structures > Location 2. y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.

Instructor Demonstration Defining US Organizations Your enterprise has six internal organizations. All rights reserved. Inc. Setting up Business Groups. has already been classified as a business group. Locations. and Organizations Instructor Demonstrations and Practice Solutions Chapter 24 . They are represented as follows: Note: Remember that AB Shoes. AB Shoes Corporation US AB Shoes Warehouse AB Shoes Midwest AB Shoes West AB Shoes East X X X X y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. 2001. Inc. All of the companies have the same work schedule of 8-8-8-8-8-0-0 Organizations Business Group HR Organization X X X AB Shoes.Page 12 . so you can requery the record and add any other classifications that apply.

2001. (N) Work Structures > Organization > Description 2. O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Click the Enable button. Continue to the Others area of information to enter default information for each organization. 6. 7. Save your work.Page 13 . Setting up Business Groups. Save your work. Select the appropriate location for each organization. Navigate to the Organization window. and Organizations Instructor Demonstrations and Practice Solutions Chapter 24 . 8. Select the appropriate user defined type of organization from the list of values. Locations. Enter a unique name for each organization in the Name field. 4. 5.Instructor Demonstration and Practice Solution Defining US Organizations Navigate to the Organization window using your own Super HRMS Manager responsibility 1. Select the Organization Classification of HR Organization from the list of values. y l n 9. 3. All rights reserved.

Click OK. y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Click Others. and Organizations Instructor Demonstrations and Practice Solutions Chapter 24 . Enter the appropriate work hours for this organization. All rights reserved. 6. In the Schedule Name field. Select Work Day Information. Save your work. 2001. 10.Page 14 . select Company Work Schedule from the list of values. 4. 5. 3. Click OK. Setting up Business Groups. Locations.Entering Work Hours 1. 9. Save your work. Select Work Schedule. 2. In the Schedule Table field. select 1 Schedule 8-8-8-8-8-0-0. 7. 8.

2001. Create a hierarchy in the system that reflects the organization chart for AB Shoes. y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. This practice reinforces your ability to set up locations.Page 15 .Instructor Demonstration Creating an Organization Hierarchy Business Scenario Organization hierarchies show the different management reporting relationships that can exist within an enterprise. Setting up Business Groups. and Organizations Instructor Demonstrations and Practice Solutions Chapter 24 . You will also use hierarchies for government reporting and defining security profiles. All rights reserved. Locations.

All rights reserved.Instructor Demonstration and Practice Solution Creating an Organization Hierarchy 1. 5. n I e 2. Query the organization hierarchy in the Name field. In the Organization region. Your ability to do this is controlled by the setting of the HR:Cross Business Group user profile. l c a 3. Determine the level at which the position control begins. Choose an organization in the subordinate block and select Yes in the Position Control block to set the level at a subordinate level. 7. 8. 3. O 2. Click the Top Node Enabled check box to set the level at the highest organization. Save your work. 5. Check the Primary Hierarchy box. Locations. 2001. Enter 1 as the version number. Save your work. & l a 3. I A s U 1. r O 4. 4. Copyright © Oracle Corporation. 6. Click in the Subordinates boxes and select the next level of reporting organizations. O e If you were setting both of these businesses up in the same system you could define a global hierarchy to include organizations from all regions for management reporting. for the US business group and AB Shoes Corporation (UK) for the UK. Save your work. y l n Note: Use AB Shoes Inc. Enter AB Shoes Main Hierarchy as the new hierarchy name. Check the Position Control box. Setting up Business Groups. Use the down arrow box to move to the next level of reporting. query the top level organization for your hierarchy. and Organizations Instructor Demonstrations and Practice Solutions Chapter 24 . To enable position control: n r te 1. Enter the version date as 01-JAN-1990.Page 16 . Navigate to the Organization Hierarchy window using your own Super HRMS Manager responsibility: (N) Work Structures > Organization > Hierarchy 2.

Note: Excluding the organization automatically excludes its subordinates. Exclude an organization by choosing the organization in the Subordinates block and select No from the Position Control block. and Organizations Instructor Demonstrations and Practice Solutions Chapter 24 . y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.6.Page 17 . Setting up Business Groups. All rights reserved. 7. Locations. 2001. Save your work.

All rights reserved. Locations. 2001. Business Scenario Hire an employee to work in one of the AB Shoes organization with a hire date of 01-MAR2000.Instructor Demonstration Assigning Employees to Organizations Introduction The purpose of this practice is to check that you can hire and assign employees to the organizations that you have defined.Page 18 . Setting up Business Groups. and Organizations Instructor Demonstrations and Practice Solutions Chapter 24 . y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.

An assignment to the business group is created by default when you hire an employee. 8.Instructor Demonstration and Practice Solution Assigning Employees to Organizations 1. Click on the New button to enter a new employee. • The organization has the classification of HR Organization enabled. and Organizations Instructor Demonstrations and Practice Solutions Chapter 24 . Click on the Find button. • The organization is of the type Internal. 5. Enter Name and personal details for a new employee with a hire date of 01-Mar-2000. The system should tell you that no people exist in your business group. Setting up Business Groups. All rights reserved. Set your effective date to 01-MAR-2000. 4. 7. 6. Navigate to the People window using your own Super HRMS Manager responsibility: (N) People > Enter and Maintain 2. 9. Click on the Assignment button to open the assignment window. check the following: O • Effective date of the organization is before the hire date of the employee. I A s U Hints: If an organization does not appear in the list or you cannot save the assignment. Locations. 3. y l n 10. & l a n r te n I e l c a r O Copyright © Oracle Corporation. Select one and save your choice as a correction. In the Organization field open the list of values. 2001. O e You have completed the practice if all of your organizations appear in the list and you can save an employee assignment.Page 19 . Save your work. All of the organizations you created should be displayed in the list.

Locations.Page 20 . You must use the appropriate xx structures for the Job. People Group. tax and legislative reporting needs. y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. 2001.Instructor Demonstration (UK) Creating a UK Business Group for AB Shoes Business Scenario From the AB Shoes business scenario in an earlier practice you should be able to identify that AB Shoes Corporation (UK) is a separate operating company within AB Shoes Corporation which is headquartered in the US. All rights reserved. AB Shoes Corporation (UK) is defined as a separate business group to support UK payroll. Make sure that you also enter Tax Detail References for your business group. Position and Cost Allocation key flexfields. Grade. Setting up Business Groups. (where xx is your unique group number). and Organizations Instructor Demonstrations and Practice Solutions Chapter 24 . AB Shoes Corporation (UK) has decided to allocate employee and applicant numbers automatically.

Save your work. Select business group in the Organization Classification Name field from the list of values. s U O 13. Enter a short name for the business group. and Organizations Instructor Demonstrations and Practice Solutions Chapter 24 . I A 10. Choose the Others button. Select Internal from the list of predefined values to allow employee assignments to this organization. 5. Select Automatic as the option for applicant number generation. l c a 16. & l a 12. 2001. Select United Kingdom from the list of values for the legislation code. All rights reserved. 11. Select a user-defined organization type from the list of values. Copyright © Oracle Corporation. Enter 01-JAN-1990 in the from date field. r O 17. Setting up Business Groups. O e 8. 19. Enter xxAB Shoes Corporation (UK) in the name field (where xx is your unique group number). n I e 15. n r te 14. Click in the second field to open the window. Navigate to the Organization window using your local Super HRMS Manager responsibility: (N) Work Structures > Organization > Description 2. 18. Select the appropriate Flexfield structures for your group number. 6.Page 21 . Click the OK button. Classifying a Business Group y l n 7. Select Automatic as the option for employee number generation. Select GBP from the list of values for the currency. Locations. Save your work. Select the enable box. 4. 3. Double-click on Business Group Information.Instructor Demonstration and Practice Solution Creating a UK Business Group for AB Shoes 1. 9.

24. 25. 22. 23. y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Select Tax Details References to enter the appropriate tax default information for your business group. 21. Setting up Business Groups. Choose the Others button again. Save your work. All rights reserved. Double-click on Work Day Information to enter default information for all employees in this business group.20. 26. Click the OK button and Save your work. Save your work. Choose the Others button again. and Organizations Instructor Demonstrations and Practice Solutions Chapter 24 . 2001.Page 22 . Locations.

2001.Page 23 . This demonstration and practice reinforces your ability to grant users access to your new business group using a new Responsibility. All rights reserved.Instructor Demonstration Granting Users Access to a New Business Group Introduction The security model in Oracle HRMS means that you must grant a user access to a business group before you can define any details within that business group. Setting up Business Groups. y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Locations. and Organizations Instructor Demonstrations and Practice Solutions Chapter 24 .

7. 3. Select Standard and Oracle Human Resources in the Data Group region 8.Security Groups Enabled = No. O If you are using standard security . Enter the security profile with the same name as your new business group. 2001. Enter HR:Security Profile as the profile name and click the Find button. 4. n r te 1. Select your local SHRMS Navigator menu in the Menu field. Enter an effective date of 01-JAN-1990. 6. O e 10. Check the display box for Responsibility and enter the name of your new responsibility. y l n 9. Navigate to the Responsibilities window using your System Administrator responsibility: (N) Security > Responsibility > Define 2.Instructor Demonstration and Practice Solution Granting Users access to a New Business Group 1.Page 24 . Enter xx Super HRMS Manager as the new responsibility name (where xx represents your initials). Locations. 4. Setting up Business Groups. then you must assign the Security Profile and the Responsibility to a User as the Super HRMS manager. and Organizations Instructor Demonstrations and Practice Solutions Chapter 24 . then you must assign the Security Profile to the Responsibility and the Responsibility to a User as System Administrator & l a If you are using Security Groups Enabled = Yes. Save your work. Copyright © Oracle Corporation. 5. Select Oracle Applications to signify that this responsibility applies to the professional user interface. 3. All rights reserved. Set User Profile Options I A s U You must set at least two user profile options for this new Responsibility. Enter a responsibility key name and a description for the new responsibility. Navigate to the System Profile Values window using your System Administrator responsibility: n I e l c a (N) Profile > System r O 2. Select your local HRMS Reports & Processes and Oracle Human Resources in the Request Group region. Select Oracle Human Resources in the application field.

10. Note: This value is free format to allow for vertical and custom extensions to local versions of user help. 2001. All rights reserved. Enter HR:User Type as the profile name and click the Find button. Note: This means that you can see and enter fields on all HRMS windows 9.Note: The system automatically creates a view all security profile whenever you define a new business group. Locations. Enter the appropriate territory or vertical code as the value for user type. y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. 8. Return to the Find window and find a new profile 7. Return to the Find window and find a new profile 11. and/or payrolls. 5. Enter Help Localization Code as the Profile name and click the Find button. After you have setup all the work structures in your business group you can define restricted security profiles using organization and position hierarchies. US for USA or GB for UK. Setting up Business Groups. 6. and Organizations Instructor Demonstrations and Practice Solutions Chapter 24 . Enter HR with Payroll User as the value for user type. 12. Save your work.Page 25 . 13. Save your work.

and Organizations Instructor Demonstrations and Practice Solutions Chapter 24 . Insert your xx Super HRMS Manager responsibility from the list of values in a new line in the responsibility region. 6.Assign New Responsibility to an Application User 1. Locations.the one you used to log on to the system 3. All rights reserved. 2001. Setting up Business Groups. y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Query your own application username .Page 26 . Choose the File .Switch Responsibility menu option to bring up the list of responsibilities you have access to. Select the new responsibility to sign on to the new business group. Navigate to the User window using your System Administrator responsibility (N) Security > User > Define 2. 4. 5. Save your work and exit the form.

Instructor Demonstration Defining UK Locations Introduction Locations define worksites for operational and tax reporting purposes. prefixing each location with your unique group number. All rights reserved. Locations. Note: You can define local and international worksites for one business group or to be shared across all business groups. 2001. Your company has four locations with the following addresses: AB Shoes London 44 Apples Way London L1 6YH AB Shoes South 33 Stamford Street London SE1 7QH AB Shoes North 540 Dairy Way Manchester M8 7FG y l n O e AB Shoes Scotland 95 Lauriston Place Edinburgh EH3 9HZ & l a I A s U O n r te n I e l c a r O Copyright © Oracle Corporation. This practice reinforces your ability to set up locations.Page 27 . (Controlled by HR:Cross Business Group user profile). Business Scenario Create the following locations. and Organizations Instructor Demonstrations and Practice Solutions Chapter 24 . Setting up Business Groups.

6. and Organizations Instructor Demonstrations and Practice Solutions Chapter 24 . Enter the address of your location. 4. Locations. Save your work. 5. All rights reserved. Select the appropriate address style for local addresses.Instructor Demonstration and Practice Solution Defining UK Locations 1. Type in a description for your location. y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Setting up Business Groups.Page 28 . Navigate to the Location window using your own Super HRMS Manager responsibility: (N) Work Structures > Location 2. 2001. Type in the name of your location prefixing it with your unique group number. 3.

Organizations Business Group HR Organization X X AB Shoes Corporation UK AB Shoes Warehouse AB Shoes North AB Shoes South AB Shoes Scotland Great Benefits (UK) X X X X y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. has already been classified as a business group. Setting up Business Groups. They are represented as follows: Note: Remember that AB Shoes. Locations. 2001. Inc. All rights reserved. and Organizations Instructor Demonstrations and Practice Solutions Chapter 24 .Instructor Demonstration Defining UK Organizations Your enterprise has six internal organizations. so you can requery the record and add any other classifications that apply.Page 29 .

Page 30 . Locations. Navigate to the Organization window. and Organizations Instructor Demonstrations and Practice Solutions Chapter 24 . Setting up Business Groups. Continue to the Others area of information to enter default information for each organization. O e 10. I A s U Note: Remember that Great Benefits is a benefits provider and not an internal HR Organization. Enter a unique name for each organization in the Name field. Click the Enable button. 4. Select the appropriate location for each organization. Select the Organization Classification of HR Organization from the list of values. Select Internal or External for each organization. 7.Instructor Demonstration and Practice Solution Defining UK Organizations Navigate to the Organization window using your own Super HRMS Manager responsibility 1. Select the appropriate user defined type of organization from the list of values. y l n 9. & l a O n r te n I e l c a r O Copyright © Oracle Corporation. 11. 6. 5. 3. (N) Work Structures > Organization > Description 2. 8. 2001. Save your work. Save your work. All rights reserved. Save your work.

Create a hierarchy in the system that reflects the organization chart for AB Shoes. All rights reserved.Instructor Demonstration Creating an Organization Hierarchy Business Scenario Organization hierarchies show the different management reporting relationships that can exist within an enterprise. 2001. Setting up Business Groups. Locations. y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. and Organizations Instructor Demonstrations and Practice Solutions Chapter 24 . This practice reinforces your ability to set up locations.Page 31 . You will also use hierarchies for government reporting and defining security profiles.

7. 6. Use the down arrow box to move to the next level of reporting. 3. 8. for the US business group and AB Shoes Corporation (UK) for the UK. Enter 1 as the version number. I A s U 10. 2001. Navigate to the Organization Hierarchy window using your own Super HRMS Manager responsibility: (N) Work Structures > Organization > Hierarchy 2. & l a 12. Enter the version date as 01-JAN-1990. y l n Note: Use AB Shoes Inc. Save your work. 4. Locations. If you were setting both of these businesses up in the same system you could define a global hierarchy to include organizations from all regions for management reporting. 5. In the Organization region. O 11. O e 9. query the top level organization for your hierarchy.Instructor Demonstration and Practice Solution Creating an Organization Hierarchy 1. and Organizations Instructor Demonstrations and Practice Solutions Chapter 24 . Your ability to do this is controlled by the setting of the HR:Cross Business Group user profile. All rights reserved. Click in the Subordinates boxes and select the next level of reporting organizations. Save your work. Setting up Business Groups. n r te n I e l c a r O Copyright © Oracle Corporation. Enter AB Shoes Main Hierarchy as the new hierarchy name.Page 32 . Check the Primary Hierarchy box. Save your work.

Business Scenario Hire an employee to work in one of the AB Shoes organization with a hire date of 01-MAR2000. 2001. y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Locations.Instructor Demonstration Assigning Employees to Organizations Introduction The purpose of this practice is to check that you can hire and assign employees to the organizations that you have defined. and Organizations Instructor Demonstrations and Practice Solutions Chapter 24 .Page 33 . All rights reserved. Setting up Business Groups.

O e You have completed the practice if all of your organizations appear in the list and you can save an employee assignment. • The organization has the classification of HR Organization enabled. 5. Locations. All of the organizations you created should be displayed in the list. Save your work. The system should tell you that no people exist in your business group. All rights reserved. Click on the Find button. 4. • The organization is of the type Internal. y l n 10. 7. 3. 9. 2001. check the following: & l a O • Effective date of the organization is before the hire date of the employee. n r te n I e l c a r O Copyright © Oracle Corporation. and Organizations Instructor Demonstrations and Practice Solutions Chapter 24 . I A s U Hints − If an organization does not appear in the list or you cannot save the assignment. Enter Name and personal details for a new employee with a hire date of 01-Mar-2000. In the Organization field open the list of values. An assignment to the business group is created by default when you hire an employee. Click on the New button to enter a new employee. Click on the Assignment button to open the assignment window.Instructor Demonstration and Practice Solution Assigning Employees to Organizations 1.Page 34 . Select one and save your choice as a correction. Navigate to the People window using your own Super HRMS Manager responsibility: (N) People > Enter and Maintain 2. Setting up Business Groups. 8. Set your effective date to 01-MAR-2000. 6.

however you must query some data before you can launch ADE. y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. All rights reserved.Instructor Demonstration Using Application Data Exchange (ADE) This demonstration guides you through the ADE process of exporting data. Setting up Business Groups. You can select the ADE icon from the toolbar and export data. Locations.Page 35 . and Organizations Instructor Demonstrations and Practice Solutions Chapter 24 . export and upload data in Oracle HRMS. ADE enables common desktop applications like word processors and spreadsheets to change. 2001.

All rights reserved. Locations.y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Page 36 . Setting up Business Groups. and Organizations Instructor Demonstrations and Practice Solutions Chapter 24 . 2001.

All rights reserved.Representing Financial Reporting Structures Instructor Demonstrations and Practice Solutions y l n Chapter 25 O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Representing Financial Reporting Structures Instructor Demonstrations and Practice Solutions Chapter 25 . 2001.Page 1 .

Page 2 . Representing Financial Reporting Structures Instructor Demonstrations and Practice Solutions Chapter 25 .Representing Financial Reporting Structures Instructor Demonstrations and Practice Solutions y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. All rights reserved. 2001.

l c a (N) Person > Enter and Maintain r O 10. Navigate to the Payroll window using your local Super HRMS Manager responsibility (N) Work Structures > Payroll > Define Note: You are using this responsibility so that you can view the information for a predefined business group. Note: If you are running Oracle Payroll.Instructor Demonstration Entering and Reviewing Cost Allocation Information The purpose of this demonstration is to show you where cost information is allocated in Oracle HRMS. 2. 1. Navigate to the Assignment window using the local version of the Super HRMS Manager responsibility. The flexfield window should open to display all the segments that are enabled for this Business Group. Open the flexfield window to view or enter values for costing segments that are enabled at the Organization level. 11. 8. n r te n I e 9. The flexfield window should open to display the segments that are enabled at the Payroll level for this Business Group.Page 3 . 5. Close the window. Query an HR Organization and select the Costing window by clicking on the Other button. 3. Navigate to the Costing window from the Assignment window Copyright © Oracle Corporation. Move the cursor to the Costing field. & l a 7. Details of how to set up the cost allocation key flexfield are provided in the Costing module. All rights reserved. Close the window and move the cursor to the Suspense Account field. Close the window. Find an employee whose name begins with S%. y l n O e 4. 2001. Navigate to the Organization window using the local version of the Super HRMS Manager responsibility I A (N) Work Structures > Organization > Description s U O 6. Representing Financial Reporting Structures Instructor Demonstrations and Practice Solutions Chapter 25 . If you use your new responsibility you will not be able to view any costing information until you setup the cost flexfield. the costing process will use the suspense account values to allocate costs that have no values allocated within the system.

13.Page 4 . Representing Financial Reporting Structures Instructor Demonstrations and Practice Solutions Chapter 25 . You could also navigate to the Element Link and Element Entry windows to view other levels where you can enter cost information in Oracle HRMS. Note: You can enter multiple costing values at the assignment level to allocate costs for one assignment to multiple cost codes.(B) Assignment > Others > Costing 12. 14. Close the window. Open the flexfield window to view or enter values for costing segments that are enabled at the Assignment level. Each line is datetracked and the total allocation of costs at all times must be 100%. 2001. y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. All rights reserved. These are covered in more detail in the module on Costing.

Representing Legal and Government Reporting Structures Instructor Demonstrations and Practice Solutions Chapter 26 .Page 1 .Representing Legal and Government Reporting Structures Instructor Demonstrations and Practice Solutions y l n O e Chapter 26 I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. All rights reserved. 2001.

All rights reserved.Page 2 . Representing Legal and Government Reporting Structures Instructor Demonstrations and Practice Solutions Chapter 26 . 2001.Representing Legal and Government Reporting Structures Instructor Demonstrations and Practice Solutions y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.

Also you should define and classify the Great Benefits external organization as a Benefits Carrier and a Workers Compensation Carrier. Representing Legal and Government Reporting Structures Instructor Demonstrations and Practice Solutions Chapter 26 . Organization Benefits Carrier AB Inc. y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. 2001. All rights reserved. AB Shoes Corp (US) Great Benefits Business Group GRE HR Organization X X X X X X Workers’ Comp Carrier Reporting Establishment Corporate HQ X X X Note: Remember that Great Benefits is a benefits provider and not an internal HR Organization. You must add the following classifications for AB Shoes Inc.Instructor Demonstration Classifying HR Organizations You have already defined your internal organizations. and AB Shoes Corp (US).Page 3 .

O e 9. 1. Select the Enabled box. Query your own business group using xxAB % 3. 5. 4.Instructor Demonstration and Practice Solution Classifying HR Organizations Setting Up Government Reporting Details for AB Inc. Click OK. All rights reserved. Choose the Others button. Navigate to the Organization window using your own Super HRMS Manager responsibility: (N) Work Structures > Organization > Description 2. Save your work.Page 4 . 7. Add Government Reporting Entity to the list of Organization Classification values. 10. 2001. y l n 8. Select Employer Identification and enter the following Employer Identification Number: 33-1278259. Representing Legal and Government Reporting Structures Instructor Demonstrations and Practice Solutions Chapter 26 . Click Others. Save your work. I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. 6.

Franklin County − New York. 9. Select Regular from the list of values for the Type of Employment field. All rights reserved. Representing Legal and Government Reporting Structures Instructor Demonstrations and Practice Solutions Chapter 26 . Copyright © Oracle Corporation. Save your work. NV. n I e 18. r O 20. Select Self Adjust from the list of values for the Social Security Self-Adjust Method. 8. Select Local Tax Rules. Enter the SIT ID: 32-11-78259.45 21. Choose Others. Save your work. 4. 11. Cook County from the list of values for the locality. 3. 17. Select State Tax Rules from the Others list. Sheboygan County y l n O e 12. Select Federal Default in the Filing Status/Allowance Rate field. Click OK. 7. Click OK. Select Chicago. Illinois.Page 5 . I A 13. 6. Enter SUI rate 1: . NY. Select Flat Percentage for the Supplemental Calculation Method. Do the same for the FUTA ER Self Adjust Method. WI. & l a 15. 14. Select Federal Tax Rules from the Others list. Repeat step 10 for the following localities: − Columbus. l c a 19. 2. OH. Enter the state code of NY. New York County − Las Vegas.Entering Tax Rules 1. s U O n r te 16. 5. Enter the SUI ID: 90-4447777. 10. Enter an eight-digit locality ID number. Select Self Adjust Method for the SUIF and SDI Self Adjust Method fields. Choose Others. Clark County − Sheboygan. 2001.

Enter the premium discount rate: 90 25. Save your work. 6. 8. Select IBM from the list of values for the Computer field. Choose the others button and to see the additional information that can be completed for VETS-100. Select ASCII from the list of values for the Recording Code field. Save your work. Choose Others. Click OK. 3.Page 6 . 5. 2001. r O 5. O e 7. Select W2 Reporting from the Others list.60 23. Setting Up Government Reporting Details for AB Shoes Corporation Copyright © Oracle Corporation. s U O Adding Classifications for the GRE Organization & l a y l n 1. 26. Enter Reporting Establishment as the next classification. All rights reserved. This is not necessary for the Practices. I A 9. Select 38000 CPI from the list of values for the Density field. 2. Representing Legal and Government Reporting Structures Instructor Demonstrations and Practice Solutions Chapter 26 . n r te n I e 3. Enter the experience modification rate: 90 24. Select Standard Label from the list of values for the Internal Labeling field. Select Flat Percentage Rate in the Supplemental Calculation Method field. Save your work. Enter 40 in the Blocking Factor field.22. 28. Select Yes from the list of values for the W-2 Transmitter field. 27. Setting Up W-2 Reporting 1. l c a 4. Click OK. EEO-1 and other government-required reporting. 2. Enter Corporate Headquarters as the next classification. Save your work. 4. Enter the employer liability rate: .

s U O n r te 19. Select Local Tax Rules. Illinois. Select Regular from the list of values for the Type of Employment field. Representing Legal and Government Reporting Structures Instructor Demonstrations and Practice Solutions Chapter 26 . 20. Select Employer Identification and enter the following Employer Identification Number: 33-1278259. NV. All rights reserved. 9. 2001. Repeat step 20 for the following localities: − Columbus. Select Self-Adjust from the list of values for the Social Security Self-Adjust Method. Save your work. Select Federal Tax Rules from the Others list. Entering Tax Rules 10.1. 11. Save your work. Cook County from the list of values for the locality. Choose Others. Choose the Others button. y l n 12. 17. Franklin County − New York. WI. Clark County − Sheboygan. O e 13. I A 16. Choose Others. 2.Page 7 . n I e 21. Click OK. 5. 8. 3. Select Flat Percentage for the Supplemental Calculation Method. Save your work. New York County − Las Vegas. Click OK. NY. OH. Add Government Reporting Entity to the list of Organization Classification values. & l a 18. Enter an eight-digit locality ID number. 15. Sheboygan County l c a r O 22. Select Chicago. 7. Check the Enabled box. Do the same for the FUTA ER Self Adjust Method. 4. 14. Copyright © Oracle Corporation. 6. Click OK. Click the Organization Name field and query your xx AB Shoes Corporation (US).

45 31. 38. 2001. 32. Select Federal Default in the Filing Status/Allowance Rate field. I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.60 33. Select Self Adjust Method for the SUIF and SDI Self Adjust Method fields. 30. Enter the premium discount rate: 90 35. 36. Choose Others. Select Flat Percentage Rate in the Supplemental Calculation Method field. Click OK. Enter the SUI ID: 90-4447777. 26. Save your work. Enter the SIT ID: 32-11-78259. Enter the employer liability rate: . All rights reserved. 24. 28. Enter the experience modification rate: 90 34. 25. y l n O e 37. Choose Others.23.Page 8 . Select State Tax Rules. Save your work. Enter SUI rate 1: . 29. Enter the state code of NY. Representing Legal and Government Reporting Structures Instructor Demonstrations and Practice Solutions Chapter 26 . 27.

47.Setting Up W-2 Reporting 39. Representing Legal and Government Reporting Structures Instructor Demonstrations and Practice Solutions Chapter 26 . 45. Select IBM from the list of values for the Computer field. Choose Others. 43. 2001. I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Select W-2 Reporting from the Others list. Enter 40 in the Blocking Factor field. 46. Save your work. Select ASCII from the list of values for the Recording Code field. 42. Complete the NACHA Information. 50.Page 9 . O e 51. Save your work. Select Yes from the list of values for the W-2 Transmitter field. 44. Click OK. Select Standard Label from the list of values for the Internal Labeling field. All rights reserved. Select NACHA. 40. 41. y l n 49. Select 38000 CPI from the list of values for the Density field. Completing NACHA Information 48.

Select the Enabled check box. On the next line select Worker’s Compensation Carrier. 55. All rights reserved. y l n 63.Setting Up an External Organization 52. Click the Organization Name field and select the New Record icon. 61. Enter Great Benefit as the organization name. 54. Select the organization type of your choice. 62. Save your work. 59. Save your work.Page 10 . 64. O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. 2001. 58. Make sure this is an external organization. Click the Organization Classification field and select Benefit Carrier. Enter the From date as 01-JAN-1990. 57. Click Location field and select xxGreat Benefit from the list of values. 56. 53. Save your work. Representing Legal and Government Reporting Structures Instructor Demonstrations and Practice Solutions Chapter 26 . 60. Select the Enabled check box.

Costing Chapter 27 y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Page 1 . Costing Chapter 27 . All rights reserved. 2002.

Costing Chapter 27 .Costing Costing Release 11i y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Page 2 . 2002. All rights reserved.

Costing Chapter 27 .Page 3 . All rights reserved.Modules Modules Costing contains the following modules: • Setting Up the Cost Allocation Key Flexfield • Allocating Cost Details • Costing Tax Information y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. 2002.

All rights reserved.Page 4 . Costing Chapter 27 . you should be able to do the following: • Set up the Cost Allocation Key Flexfield • Allocate cost details at different levels in Oracle HRMS • Set up costing of Taxes y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Objectives Objectives After completing this e-class. 2002.

All rights reserved. Setting Up the Cost Allocation Key Flexfield Chapter 28 . 2002.Setting Up the Cost Allocation Key Flexfield Chapter 28 y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Page 1 .

All rights reserved.Setting Up the Cost Allocation Key Flexfield Setting Up the Cost Allocation Key Flexfield y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. 2002. Setting Up the Cost Allocation Key Flexfield Chapter 28 .Page 2 .

Page 3 . Setting Up the Cost Allocation Key Flexfield Chapter 28 . All rights reserved. 2002.Parallel Reporting Structures HR and GL Parallel Reporting Structures HR and GL HR Reporting: Organizations in a hierarchy GL Reporting: Cost centers in a hierarchy 01 HR Division 2 Hierarchies Employee Services Recruiting Region A Region B 012 011 Region C 0122 0121 Are the HR organization reporting lines and GL Cost Center hierarchies exactly the same in your own enterprise? O e y l n I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.

but many HR reporting units • All share same cost center • One department has many cost centers • Costs are administered by post or employee • An organization may exist to simplify management reporting or security and have no direct assignments • There are no costs y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Setting Up the Cost Allocation Key Flexfield Chapter 28 . All rights reserved.Page 4 .Parallel Reporting Structures Similar but Not the Same Parallel Reporting Structures Similar but Not the Same Differences may result if: • A department has one cost center. 2002.

Setting Up the Cost Allocation Key Flexfield Chapter 28 .Costing in HRMS Costing in HRMS • Typically you want to allocate and report employment costs as you deploy and pay people • Default costing rules generally apply to people based on enterprise wide definitions – Costs may be inherited from Payroll or Organization definitions y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Page 5 . All rights reserved. 2002.

Costing in HRMS Costing in HRMS • Exceptions to default rules are also common – Override capability for an individual assignment. All rights reserved. Setting Up the Cost Allocation Key Flexfield Chapter 28 . project or timecard – Cost splitting on a percentage basis across multiple codes – Cost distribution across a set of cost centers y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Page 6 . 2002.

Page 7 . cost details • You define the mapping between your payroll cost codes and your GL or labor distribution codes y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. 2002. All rights reserved. or default. Setting Up the Cost Allocation Key Flexfield Chapter 28 .The Oracle HRMS Costing Solution The Oracle HRMS Costing Solution • A highly configurable solution to meet diverse requirements – Using the Cost Allocation Key Flexfield • You define the cost information you want to capture and any validation you need • You define the levels where you want to enter.

Page 8 . Setting Up the Cost Allocation Key Flexfield Chapter 28 .Cost Allocation Setup Headings and Levels Cost Allocation Setup Headings and Levels Payroll Element Link Balancing Organization Assignment Element Entry Company Cost Center Account Code Project Product y l n Overrides Defaults O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. All rights reserved. 2002.

HR Dev – <= 30 segments in each structure – Different needs for different countries Project Self-Service Use Qualifiers to control which segments are visible at each level O e y l n I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. 2002. All rights reserved.Page 9 . Setting Up the Cost Allocation Key Flexfield Chapter 28 .Cost Allocation Key Flexfield Cost Allocation Key Flexfield • Define headings as segments for a flexfield structure • One structure per Business Group Group Key Flexfield Company Vision US Account Code Salaries Cost Center 7350 .

... GL Reporting Multi-Org Company A US US n. Setting Up the Cost Allocation Key Flexfield Chapter 28 .Business Group Company A n.Business Group US US Business Group n. n. All rights reserved.... O e I A & l a s U O n r te n I e l c a r O y l n Copyright © Oracle Corporation.. 2002.Page 10 .Multi-Company and Multi-National Mapping Options Multi-Company and Multi-National Mapping Options HR Reporting Multi-Business Group US Business Group n....

Page 11 . All rights reserved. Define key flexfield structure with segments and qualifiers 4. 2002. Identify the Headings and Levels for cost information in HRMS 2. Map HRMS cost segments to GL set of books segments y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Setup business group in HRMS 5. Confirm mappings between HRMS and GL 3. Setting Up the Cost Allocation Key Flexfield Chapter 28 .Setting Up the Cost Allocation Key Flexfield Setting Up the Cost Allocation Key Flexfield 1.

Setting Up the Cost Allocation Key Flexfield Chapter 28 . 2002. Map HRMS cost segments to GL set of books segments y l n You are ready to enter cost details in HRMS O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Setup business group in HRMS 5. All rights reserved. Define key flexfield structure with segments and qualifiers 4.Setting Up the Cost Allocation Key Flexfield Setting Up the Cost Allocation Key Flexfield 1.Page 12 . Identify the Headings and Levels for cost information in HRMS 2. Confirm mappings between HRMS and GL 3.

to define a payroll • Navigate to the Key Flexfield Segment window using the System Administrator responsibility: (N) Application > Flexfield > Key > Segments y l n O e s U Online Help For details on how to complete the Key Flexfield Segment window please refer to the online Help path : Applications Help Library > Applied Technology > Oracle Applications Flexfield > Key Flexfields Segments Window > Defining Segments I A & l a O n r te n I e l c a r O Copyright © Oracle Corporation. All rights reserved.Page 13 . or use the notes provided.Practice: Defining the Cost Allocation Key Flexfield Practice: Defining the Cost Allocation Key Flexfield • Follow the demonstration. 2002. Setting Up the Cost Allocation Key Flexfield Chapter 28 .

Setting Up the Cost Allocation Key Flexfield Chapter 28 . All rights reserved. 2002.y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Page 14 .

Allocating Cost Details Chapter 29 y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. 2002. All rights reserved. Allocating Cost Details Chapter 29 .Page 1 .

Allocating Cost Details Allocating Cost Details y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. All rights reserved. 2002. Allocating Cost Details Chapter 29 .Page 2 .

2002.Page 3 .Mapping Cost Segments to GL Segments Mapping Cost Segments to GL Segments • After you have defined your Business Group in Oracle HRMS you should map segments between HRMS and GL – Segments from Business Group-Cost Allocation flexfield to segments in Set of Books flexfield • Some segments may not be mapped to GL – Payroll can process costs for transfer to project accounting and reporting y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Allocating Cost Details Chapter 29 . All rights reserved.

Mapping Cost Segments to GL Segments Mapping Cost Segments to GL Segments • After you have defined your Business Group in Oracle HRMS you should map segments between HRMS and GL – Segments from Business Group-Cost Allocation flexfield to segments in Set of Books flexfield • Some segments may not be mapped to GL – Payroll can process costs for transfer to project accounting and reporting y l n You are ready to enter cost details in HRMS O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Allocating Cost Details Chapter 29 . All rights reserved.Page 4 . 2002.

All rights reserved.Page 5 .Cost Allocation Entry Levels Cost Allocation Entry Levels Suspense Codes Costs Payroll Balancing Codes Costs Element Link Organization Cost Type Costs Assignment Element Entry Costs Costs Split costs at Asg level by percentage Distribute costs at Link level y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. 2002. Allocating Cost Details Chapter 29 .

All rights reserved.Suspense Codes and Balancing Values Suspense Codes and Balancing Values • Suspense Codes – Costing process uses suspense code when no cost allocation is found – Enter suspense code values in Payroll window • Balancing Codes – Segment qualifiers control which segments can have balancing values for GL – Enter code values for balancing accounts at link level Reverses cost value for transferred to GL code to comply with the credit and debit model O e y l n I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Page 6 . Allocating Cost Details Chapter 29 . 2002.

All rights reserved.Page 7 .Costable Types on Element Links Costable Types on Element Links • Not Costed – No cost information for specific elements • Costed – Typical choice for earnings elements • Fixed – All costs for this element go to the codes entered on the Link unless overridden at Entry level • Distributed – Distribute overhead costs for specific elements to a Distribution Set of elements – In proportion to values for other elements O e y l n I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. 2002. Allocating Cost Details Chapter 29 .

Page 8 .Payroll Level Costs Special Factors Payroll Level Costs Special Factors Company (Set of books) • If all costs for a payroll are charged to one company. Allocating Cost Details Chapter 29 . select the company code at payroll level Suspense Codes • Suspense account codes collect costs when lower level values are missing – Report and identify after processing y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. All rights reserved. 2002.

Element Link Level Special Factors Element Link Level Special Factors • Enable costing at link level • Every element you want to cost must have at least one link. 2002.Page 9 . All rights reserved. Allocating Cost Details Chapter 29 . including: – Indirect result elements – Predefined elements for Taxes and Social Insurance y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.

Element Link Level Special Factors for Benefits Element Link Level Special Factors for Benefits Use links for costing Benefit elements ! Use Eligibility Rules in Standard or Advanced benefits to avoid conflict with basic link rules for eligibility ! y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. 2002.Page 10 . Allocating Cost Details Chapter 29 . All rights reserved.

Page 11 . All rights reserved. • Assignment level entries are datetracked. 2002. Allocating Cost Details Chapter 29 . y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. so you can enter changes ahead of time.Assignment Level Special Factors Assignment Level Special Factors • Assign costs for individuals who are exceptions to the cost codes entered at Organization level • You can split costs for an assignment by percentage – All cost codes are affected by this split unless you are also using Fixed costs.

Allocating Cost Details Chapter 29 . Special Inputs or Additional entries – Balance Adjustment entries y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Element Entry Level Special Factors Element Entry Level Special Factors • Values at this level override values from any other level – Also override Fixed costs from link level • Enter one-time exceptions to costing – Values are datetracked – Nonrecurring. All rights reserved.Page 12 . 2002.

All rights reserved. Allocating Cost Details Chapter 29 . 2002.Page 13 y l n .Payroll Processing Processing Overview Payroll Processing Processing Overview Time Capture Salary Management Payroll Calculations Pre-Payments Data Input GL Costing Adjustments Disbursement O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.

Page 14 .Costing Processes in Oracle Payroll Costing Processes in Oracle Payroll • Run the Costing process to accumulate payroll results to the allocated cost codes • Run the Transfer to GL process if you also have Oracle General Ledger (GL): – Results are transferred to the GL interface tables ready for posting to GL y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Allocating Cost Details Chapter 29 . All rights reserved. 2002.

Page 15 O e . to see where cost details are entered in Oracle HRMS • Navigate to the different windows for entering cost details using your local Super HRMS responsibility: (N) Payroll > Define y l n Online Help For details on costing please refer to the online Help path: Oracle HRMS > Cost Analysis > Costing I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. or use the notes provided. All rights reserved. 2002.Demonstration: Entering Cost Details Demonstration: Entering Cost Details • Follow the demonstration. Allocating Cost Details Chapter 29 .

All rights reserved. 2002.y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Page 16 . Allocating Cost Details Chapter 29 .

Costing Tax Information (UK) Chapter 30 .Costing Tax Information (UK) Chapter 30 y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Page 1 . 2002. All rights reserved.

Costing Tax Information (UK) Costing Tax Information (UK) y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Costing Tax Information (UK) Chapter 30 .Page 2 . All rights reserved. 2002.

Page 3 . Costing Tax Information (UK) Chapter 30 . All rights reserved.Tax Considerations Costing All Taxes by Tax Type Tax Considerations Costing All Taxes by Tax Type Maintain cost details for Tax and National Insurance by tax type On the link for each type of element enter the GL account codes y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. 2002.

2002. Costing Tax Information (UK) Chapter 30 .y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. All rights reserved.Page 4 .

Costing Tax Information (US) Chapter 31 . All rights reserved.Page 1 . 2002.Costing Tax Information (US) Chapter 31 y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.

Costing Tax Information (US)

Costing Tax Information (US)

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Costing Tax Information (US)
Chapter 31 - Page 2

Tax Considerations Costing All Taxes by Tax Type

Tax Considerations
Costing All Taxes by Tax Type
• Maintain cost details for federal taxes by tax type
• Maintain cost details for state and local taxes also
by type
– Not by the state or locality to which they are payable

On the link for each tax type element
enter the GL account code for each tax

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Costing Tax Information (US)
Chapter 31 - Page 3

Costing State and Local Taxes by Jurisdiction

Costing State and Local Taxes by
Jurisdiction
• If your GL maintains tax totals by state, or by state
and locality:
– Follow a different setup procedure

• You still must ensure that links to all payrolls exist
for each tax element

Set up additional segments of the cost
key flexfield to collect the required
jurisdiction information

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Costing Tax Information (US)
Chapter 31 - Page 4

Costing State and Local Taxes by Jurisdiction

Costing State and Local Taxes by
Jurisdiction
Additional segments
• State Code
– If you must collect state and local tax costs by state
but not locality

• + County Code, City Code, School District Code
– If you must also collect tax amounts by locality

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Costing Tax Information (US)
Chapter 31 - Page 5

Costing State and Local Taxes by Jurisdiction

Costing State and Local Taxes by
Jurisdiction
Additional Segments
• Do not mark these segments as required
• Do not enable any qualifiers
– They should not appear in any window

• These segments receive entries directly from the
payroll run

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Costing Tax Information (US)
Chapter 31 - Page 6

Costing
Chapter 32

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Costing
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Costing

Costing

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Costing
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Summary

Summary
The following modules were covered in Costing:
• Setting Up the Cost Allocation Key Flexfield
• Allocating Cost Details
• Costing Tax Information

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Costing
Chapter 32 - Page 3

Summary

Summary
In this e-class, you should have learned how to:
• Set up the Cost Allocation Key Flexfield
• Allocate cost details at different levels in Oracle
HRMS
• Set up costing of taxes

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Costing
Chapter 32 - Page 4

All rights reserved. Costing .Instructor Demonstrations and Practice Solutions Chapter 33 .Instructor Demonstrations and Practice Solutions y l n Chapter 33 O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Page 1 .Costing . 2000.

In a shared implementation you might want to use the same value set as Cost Centers in GL. In a shared implementation you might want table validation to use codes defined in Projects.Instructor Demonstrations and Practice Solutions Chapter 33 . No list of values. Users can enter numeric codes with a limit on the number of characters.Page 2 . List of Values.Instructor Demonstration and Practice Cost Allocation Key Flexfield Introduction This demonstration and practice reinforces your ability to define a structure and segments for the Cost Allocation key flexfield. These cost codes are common to many enterprises and this practice will also show you how to restrict the appearance of each segment using qualifiers. Costing . account code and project code. 2000. All rights reserved. 1 Cost Center Validation Type Independent 2 Account Code Independent 3 Project Code None Number (4) & l a Description List of values. Segments Name No. y l n O e I A s U O n r te Value Sets Valid Values for Cost Center 101 102 103 104 105 106 100 n I e l c a r O Copyright © Oracle Corporation. Business Scenario The objective of this practice is to set up a Cost Allocation key flexfield structure for your business group with segments for cost center. In a shared implementation you might want to use the same value set as Cost Centers in GL. Similarly.

Values – Account Codes Valid Values for Account Code GL 56 GL 67 GL 78 GL 90 Flexfield Qualifiers Qualifier Organization Payroll Element Balancing Assignment Element Entry Cost Centre X Account Code Project Code X X X X X X X X X X X y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. All rights reserved. 2000. Costing .Page 3 .Instructor Demonstrations and Practice Solutions Chapter 33 .

Instructor Demonstrations and Practice Solutions Chapter 33 .y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Page 4 . Costing . 2000. All rights reserved.

Choose the Open button to display the Segment window. Enter “xx Cost Flexfield” in the Title field (where xx is your unique group number). Note: Make sure that the Freeze Flexfield Definition box is unchecked. O 10. Select the Segments button. Costing . Run a query with the following criteria in the Flexfield Title field: − Cost% Note: This retrieves all previously defined structures. Define a new Value Set with the following details: − Name = xx Cost Centers (where xx is your unique group number) − Format Type = Number − Maximum Size = 4 − Validation type = Independent (This will allow the value set to have a valid list of values n r te n I e l c a 12. y l n 5. Navigate to the Key Flexfield Segment window using the System Administration responsibility: (N) Application > Flexfield > Key > Segments 2. 2000. I A s U 9.Page 5 . All rights reserved. 7. Save the value set r O 13. O e 6. 4. 14. since you are creating a new flexfield. Select Segment1 as the column for this row. 3. Return to the Segment Summary window and choose the value set you have just created.Instructor Demonstration and Practice Solution Defining the Cost Allocation Key Flexfield Structure 1. Copyright © Oracle Corporation.Instructor Demonstrations and Practice Solutions Chapter 33 . 8. Ensure the Enabled. Enter Cost Center as the name of the first segment. Select the Value Set button once you are on the Value Set field & l a 11. Enter 10 in the Number column. Click in the Structures region and choose the New button in the toolbar to create a new structure. Displayed and Index check boxes are checked.

s U 27. 19. Select the Value Set button once you are on the Value Set field 25. O 29. 16. Select the Qualifiers button and enable qualifiers for Organization. 20. Select a Default Type of Constant and enter a default vale of GL 56 & l a 30. Uncheck the Required check box so that the segment is not mandatory. Uncheck the Required check box so that the segment is not mandatory. 24. Displayed and Index check boxes are checked. 17. and Element Entry. r O 34. Element. Select a Default Type of Constant and enter a default value of 100. 22. Define a new Value Set with the following details: − Name = xx Account Codes (where xx is your unique group number) − Format Type = Character − Maximum Size = 10 − Validation type = Independent y l n O e 26. Return to the Segment Summary window. Choose the Open button to display the Segment window. Ensure the Enabled. 36.15. Return to the Segment Summary window and choose the value set you have just created I A 28. Go to the next row to create segment 30. Select Segment2 as the column for this row. 23. Enter Account Code as the name of the segment. Costing . Enter Project Code as the name of the segment. 18. Save your work. Save the value set. Select the Qualifiers button and enable qualifiers for Payroll. l c a 33. Select Segment3 as the column for this row.Instructor Demonstrations and Practice Solutions Chapter 33 . n I e 32. All rights reserved. 21. Copyright © Oracle Corporation.Page 6 . n r te 31. Balancing. Balancing. Go to the next row to create segment 20. Save your work. 35. Assignment and Element Entry. Return to the Segment Summary window. 2000.

44. Choose Compile or Save your changes to compile the new flexfield. displayed and Index boxes. Select the Value Set button once you are on the Value Set field 39. I A 49. Balancing.Page 7 . 45. You still need to define values for the two segments with ‘Independent’ list of values validation. 2000. Close the Segment Summary window and make sure your cursor is still active on the structure you created. Return to the Segment Summary window. s U 48. 43. Save your work.37. Costing . y l n 46.Instructor Demonstrations and Practice Solutions Chapter 33 . Copyright © Oracle Corporation. Save the value set 41. Assignment and Element Entry. O e 47. Query the Value Set you defined for Account Code and enter the list of values given. Navigate to the Segment Values window using the System Administration responsibility: n r te (N) Application > Flexfield > Key > Values n I e 2. All rights reserved. Adding Values to Value Sets & l a O 1. Select a Default Type of Constant and enter a default value of 7500. r O 4. Query the Value Set you defined for Cost Center and enter the list of values given. Check the Freeze Flexfield Definition check box. Define a new Value Set with the following details: − Name = xx Project Codes (where xx is your unique group number) − Format Type = Character − Maximum Size = 10 − Validation type = None 40. l c a 3. Check the enabled. Return to the Segment Summary window and choose the value set you have just created 42. Select the Qualifiers button and enable qualifiers for Element. 38. Save your work.

y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. All rights reserved.Instructor Demonstrations and Practice Solutions Chapter 33 . Costing .5. 2000. Save your work.Page 8 .

Query an HR Organization and select the Costing window by clicking on the Other button. The flexfield window should open to display all the segments that are enabled for this Business Group.Page 9 . Move the cursor to the Costing field. Navigate to the Assignment window using the local version of the Super HRMS Manager responsibility. Details of how to set up the cost allocation key flexfield are provided in the Costing module. Close the window.Instructor Demonstration Entering Cost Details The purpose of this demonstration is to show you where cost information is allocated in Oracle HRMS. Costing . Close the window and move the cursor to the Suspense Account field. Close the window. n I e 7. the costing process will use the suspense account values to allocate costs that have no values allocated within the system. Navigate to the Organization window using the local version of the Super HRMS Manager responsibility & l a O (N) Work Structures > Organization > Description n r te 6. If you use your new responsibility you will not be able to view any costing information until you setup the cost flexfield. All rights reserved. l c a 8. y l n O e Note: If you are running Oracle Payroll. (N) Person > Enter and Maintain Copyright © Oracle Corporation. I A s U 5. 2. Navigate to the Payroll window using your local Super HRMS Manager responsibility (N) Work Structures > Payroll > Define Note: You are using this responsibility so that you can view the information for a predefined business group. 3. The flexfield window should open to display the segments that are enabled at the Payroll level for this Business Group. r O 9. 4. 2000.Instructor Demonstrations and Practice Solutions Chapter 33 . Open the flexfield window to view or enter values for costing segments that are enabled at the Organization level. 1.

All rights reserved. 11. 13. Navigate to the Costing window from the Assignment window (B) Assignment > Others > Costing 12.10. y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. These are covered in more detail in the module on Costing. Close the window. Find an employee whose name begins with S%. Each line is datetracked and the total allocation of costs at all times must be 100%. Open the flexfield window to view or enter values for costing segments that are enabled at the Assignment level. 14.Page 10 . 2000.Instructor Demonstrations and Practice Solutions Chapter 33 . Note: You can enter multiple costing values at the assignment level to allocate costs for one assignment to multiple cost codes. You could also navigate to the Element Link and Element Entry windows to view other levels where you can enter cost information in Oracle HRMS. Costing .

Modeling the Employment Relationship Chapter 34 y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Page 1 . 2001. Modeling the Employment Relationship Chapter 34 . All rights reserved.

Page 2 . Modeling the Employment Relationship Chapter 34 . All rights reserved. 2001.Modeling the Employment Relationship Modeling the Employment Relationship Release 11i y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.

Objectives Objectives After completing this course you should be able to do the following: • Describe the key employment concepts in Oracle HRMS • Describe the components of the assignment • Identify assignment statuses y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. All rights reserved. Modeling the Employment Relationship Chapter 34 . 2001.Page 3 .

2001.Modules Modules Modeling the Employment Relationship contains the following modules: • Module 1 .Introducing Employment Relationships • Module 2 .Terminating and Rehiring an Employee y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Modeling the Employment Relationship Chapter 34 .Managing Employment Information • Module 4 .Page 4 .Representing the Workforce • Module 3 . All rights reserved.

Introducing Employment Relationships Chapter 35 . 2001.Page 1 .Introducing Employment Relationships Chapter 35 y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. All rights reserved.

Introducing Employment Relationships Introducing Employment Relationships y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Page 2 . 2001. Introducing Employment Relationships Chapter 35 . All rights reserved.

2001. All rights reserved.Page 3 .Topics Topics In this module the following topics will be covered: • Introducing Employment Relationships • Modeling the Employment Relationship y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Introducing Employment Relationships Chapter 35 .

2001. Introducing Employment Relationships Chapter 35 .Page 4 . All rights reserved.Introducing Employment Relationships Introducing Employment Relationships y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.

Introducing Employment Relationships Chapter 35 .Page 5 . maintain. and report all aspects of employment information y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Overview Overview • Oracle HRMS enables you to enter and track people from the time they apply for a job to the time they leave your enterprise • You also need to record information about what you employed the people in your enterprise to do – Oracle HRMS allows you to enter. All rights reserved. 2001.

All rights reserved. 2001. Introducing Employment Relationships Chapter 35 .Page 6 .Integrated Business Processes for HR Management Integrated Business Processes for HR Management Recruitment Hiring & Deployment Organization & Resource Planning Career Management Oracle HRMS Training & Development Payroll Processing Time & Labor Compensation & Benefits O e y l n I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.

Hiring and Deploying People Hiring and Deploying People Assignment Details Employment Relationship People Work structures Pay and benefits The assignment is the central concept that relates to the structures in which an employee works.Page 7 . All rights reserved. Introducing Employment Relationships Chapter 35 . 2001. O e y l n I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.

2001. All rights reserved. track. applicants and contacts • Oracle HRMS enables you to quickly and easily enter.Page 8 .Entering and Changing Personal Information Entering and Changing Personal Information • Every enterprise must be able to record personal information for its employees. Introducing Employment Relationships Chapter 35 . apart from an employee address data. inquire and report on people daily through the People window • This information. update. is datetracked allowing you to keep an historical track of an employee’s personal information y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.

beneficiaries and other contacts Date of Birth O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Entering and Changing Personal Information Entering and Changing Personal Information Name Gender Telephone numbers Person Type Picture record People Window National Identifier Address details Contracts y l n Dependants. All rights reserved. 2001. Introducing Employment Relationships Chapter 35 .Page 9 .

to identify every employee in your Business Group 1004 1003 1002 1005 1006 1007 1008 1001 y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. known as an Employee Number. 2001.Identifying Employees Identifying Employees Oracle HRMS uses a unique identifier. Introducing Employment Relationships Chapter 35 .Page 10 . All rights reserved.

2001. and people external to your enterprise • The system uses person types to group people together – You can configure these types to suit your enterprise • You may also want to restrict access to the records of certain groups of people – This can be done using person types y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Introducing Employment Relationships Chapter 35 . such as.Person Types Person Types • There is a need to store information about different groups of people. All rights reserved. employees. applicants.Page 11 .

Introducing Employment Relationships Chapter 35 . 2001.Page 12 . using the Address window • All employees must have only one primary address on record at any point in time – Employees can have any number of secondary addresses • An address must be given an address type such as home. All rights reserved. weekend or business • Each country has its own national address style y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation.Addresses for Employees Addresses for Employees • You can enter as many addresses as necessary for each person.

professional training. you can record the following information: • A competency profile . licenses. Introducing Employment Relationships Chapter 35 . contributions in research. grades. and teaching y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. including details of individual subjects. status of ongoing training and tuition fees • Tenure information – worthy scholarly achievements.this is a list of the competencies held by a person and their level of proficiency in each competence • Qualifications.Page 13 . 2001.Personal Development and Deployment Options Personal Development and Deployment Options In Oracle HRMS. All rights reserved.

Personal Development and Deployment Options Personal Development and Deployment Options In Oracle HRMS. Introducing Employment Relationships Chapter 35 . All rights reserved. work schedule. 2001.Page 14 . preferred working hours. including willingness to travel and relocate. duration within post and preferred work locations y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. you can record the following information: • Attendance’s at educational establishments • Work choices.

Page 15 . Introducing Employment Relationships Chapter 35 . All rights reserved.Displaying Personal Information Displaying Personal Information Apart from the People window there are other methods within Oracle HRMS to access all the information entered about people. You can: • Use the Find Person window or a People folder • Use an inquiry window to view specific information • Use QuickPaint to design a report incorporating the relevant information • Use Self Service pages • Use the People Management Templates y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. 2001.

2001. All rights reserved.Page 16 .y l n O e I A & l a s U O n r te n I e l c a r O Copyright © Oracle Corporation. Introducing Employment Relationships Chapter 35 .

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