Professional Documents
Culture Documents
Differences and key challenges to implementing position management compared to Job management.
Safe harbor statement
The following is intended to outline our general product direction. It is intended for information
purposes only, and may not be incorporated into any contract. It is not a commitment to deliver any
material, code, or functionality, and should not be relied upon in making purchasing decisions.
The development, release, timing, and pricing of any features or functionality described for Oracle’s
products may change and remains at the sole discretion of Oracle Corporation.
3 Copyright – © 2022 Oracle and/or its affiliates. All rights reserved. [Date]
What is Position management What is Job management
(managing seats, then people) (managing people only)
How is a Position + Job mgt used? How is a Job mgt used?
4
Copyright – © 2022 Oracle and/or its affiliates. All rights reserved.
8
Workforce Structures: Position/Job
Full
Position
Maintenance Effort vs Need for Control
Control
Role
Pros Pros
• Create freedom within approved strategic plan – formation planning. • It enables flexibility: if an open position does not exist for a new hire, it
• Budgeting and forecasting are more precise due to combination between is created on the spot.
FTE and salary scale • Less data maintenance
• More insights regarding budgeting/FTE steering and therefore more
transparency regarding organizational structure and positions Cons
• Less time spent on approvals for every hire (internal and external) as long • Allows freedom to exceed approved strategic plan.
as it is withing plan and budget.
• A lot of work for manager and HR regarding external and internal
• Positions route approval workflows, meaning the workflow is linked to approvals and creating insights
positions not the person Positions +
• More administration for HR and Business to have insights in FTE costs.
Jobs • No immediate insights on strategic plan
Cons VS. (only)
• More data maintenance on position plan, on a central level. Jobs
• System prevents any requests outside of the plan, a new approval is
required
• Process needs to be clear and consistent (approval protocols etc).
• There is change management needed to ensure that managers adopt the
‘new way of working’
• In case of reorganizations or other organizational changes the positions
need to be updated otherwise they might not reflect the correct data.
Requisition Creation
• Create requisition from (approved) position
• Position data is being copied to the respective fields in the requisition
• Position's headcount and FTE are being validated at the offer stage (see next slide)
An offer can be based on a position that has an approved hiring status, and its forward progress can be checked against the position's headcount and FTE
at many points. You can configure the ways in which positions can ensure offers don't exceed various limits:
• Check Position Hiring Status: this setting controls whether or not offers and all other assignments can be created based on positions in any hiring
status, or only those with the hiring status of Approved and not Proposed or Frozen. (This is unrelated to the position's status of Active or Inactive.)
• Number of Incumbents Validation: This global profile setting controls whether or not all positions' headcount is enforced across your organization.
When this setting is enabled, many worker-related actions will verify whether a new assignment's position still has enough open headcount and
vacant FTE such as adding pending workers, hiring new people, transferring internal workers, and managing candidate job offers, when any of these
are based on positions.
• Allow Overlap: This option is available for each position to control whether or not extra people can be hired when that position's headcount and FTE
limits have been reached.
• When are position's headcount and FTE limits considered to be reached? A candidate is considered to be an incumbent as of their proposed start date,
as soon as their job application has reached the status Offer - Extended in the recruiting lifecycle (and all later states, except the states Withdrawn by
Candidate or Rejected by Employer in any phase). So these incumbent candidates are added to all other incumbents as of the offer's proposed start
date, to calculate whether or not additional job offers should proceed through the recruiting lifecycle.
• When drafting a job offer based on a position: Only positions whose hiring status is Approved (and not Proposed nor Frozen) as of the offer's
projected to start date can be found in a search when creating a job offer if this field is configured to be checked.
• When users use the Submit button while creating or editing a job offer: A job offer can be drafted for a candidate's job application regardless of how
many incumbents its position has, but when the user goes to submit it into the approval cycle, they may receive a warning or error message. The draft
offer can't be submitted if its position doesn't have sufficient open headcount or sufficient vacant FTE as of its proposed start date (unless the
Number of Incumbents Validation is disabled). However, if the position is configured to allow overlap, the user is warned that this candidate will be
overfilling the position as of their offer start date, but they're given the choice of continuing anyway and submitting the draft offer for approval.
• When using the Extend Offer action: By the time the user is ready to extend the draft job offer to the candidate, it's possible that the position was
updated or got additional incumbents than before, so there isn't enough headcount or FTE for this candidate. The same validations are performed
before the status can be moved to Offer - Extended, displaying the appropriate error or warning message according to the relevant setting and option
above.
• When the action Extend Offer is triggered automatically: If the requisition's candidate selection process is configured to extend job offers, either
immediately or after a delay, the position's number of incumbents is checked. The automatic action is successful if the position has sufficient open
headcount and vacant FTE, or if it allows overlap. If there is no room and the position doesn't allow overlap then the extension won’t be successful,
and the candidate’s job application will remain in the status Offer – Approved.
• Never Upon Accept: As long as the job offer is in the state Extended, the candidate isn’t prevented from accepting the offer. This is also true for the
Recruiting user who may accept the offer on behalf of the candidate. Even in the unlikely case that the position was updated or got more incumbents
in the meantime, the candidate and users aren’t informed of these limits. It will be the responsibility of the HR specialists to reconcile any problems
after this point.
• Upon Move to HR, manually or triggered automatically: The move into the HR phase is always successful, whether clicked by the recruiting user on
a menu or triggered within the candidate selection process. However, if the position will already have sufficient headcount or FTE as of the offer’s
proposed start date and if the overlap isn’t allowed, the candidate will arrive in the HR phase in the state of Error During Processing. It's the
responsibility of the HR specialist to handle this situation. But if the position allows overlap, even if it doesn't have enough room, the candidate will
be moved into the HR phase without a problem, and the warning will remain visible in the Errors section of the Offer page
Position
Definition
(Structure)
Position
Position Tree
(Structure)
Compensation
Eligibility
Assignment Department
(Person Role)
Performance
Profile
Grade
Job
GL Cost Center
Department Standard
Working
Definition Hours
(Structure)
Department
Department Tree
(Structure)
Compensation
Eligibility
Assignment
(Person Role)
Performance
Profile
Grade
Job
Manager
Job Name Level
Full/Part
Job Code Time
Job Definition
(Structure)
Valid Profile
Grades
Job
Compensation
Grade Job Job Function
Assignment
(Person Role)
Performance
Profile
Grade