Questionnaire for Oracle HR

Q. No. 1 2 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 Question Type Respons

e
How do you maintain your Human Resources data? How do you audit your Human Resou
rces data? Which operations/processes do you want to streamline for Human Resour
ces? Which operations/processes do you want to eliminate for Human Resources? Ar
e there any time-intensive Human Resources operations/processes that need to be
How do you close an accounting period for Human Resources? Is the schedule to cl
ose an accounting period for Human Resources documented? How long does it take t
o close an accounting period for Human Resources? How long should it take to clo
se an accounting period for Human Resources? Is closing an accounting period for
Human Resources a hard close or a soft close? How are adjustments to closed per
iods for Human Resources handled? How do you open an accounting period for Human
Resources? Is the schedule to open an accounting period for Human Resources doc
umented? How long does it take to open an accounting period for Human Resources?
Who performs the tasks associated with opening an accounting period for Human R
esources? Who performs the tasks associated with closing an accounting period fo
r Human Resources? Where in your accounting cycle do you run standard reports an
d statements for Human Resources? What business performance statistics do you mo
nitor for Human Resources? What are your Human Resources reporting requirements
with respect to functional vs. foreign currencies? What are your Human Resources
reporting requirements with respect to summary or detail formats? Obtain report
listing. What reports do you currently generate to meet your Human Resources re
porting requirements? Provide examples of each. Include source (could be manual)
, user, frequency, or number of copies.
Process Process Process Process Process Process Process Process Process Process
Process Process Process Process Process Process Process Process Setup, Process S
etup, Process
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20 Is there any Human Resources reporting requirement that your current set of r
eports does not meet? 21 Are Human Resources reports standard across multiple Se
ts of Books, for example, subsidiaries? 22 Are Human Resources reports standard
across multiple levels within a Set of Books, for example, divisions? 23 What ac
count codes and/or descriptions are required on Human Resources reports? 24 Do y
ou provide a "key" of content/information somewhere on the Human Resources repor
t? 25 What Human Resources reports are grouped together on a regular basis and p
rinted in one print run? 26 Who receives a copy of the Human Resources reports?
27 What is the criteria for determining who should receive a copy of any Human R
esources report? 28 How do you update a Human Resources report s distribution list?
29 Is the process to update a Human Resources report s distribution list documented?
30 How long does it take to update a Human Resources report s distribution list? 31
How long should it take to update a Human Resources report s distribution list? 32
Who performs the tasks associated with updating a Human Resources report s distribut
ion list? 33 Is there any requirement for online (softcopy) distribution and/or
remote location printing for Human Resources reports? 34 Do some of these Human
Resources reports belong in report sets? Always being run together? 35 Do the se
parate business units run their own Human Resources reports? 36 What type of pri
nters do you run Human Resources reports (including checks, purchase orders, and
so on) on? Where are they located? 37 Do you run Human Resources reports for di
fferent companies or cost centers? 38 Do you have security requirements on who c
an enter data for Human Resources? (for example, by company? by cost center?) 39
Do you have security reports on who can run Human Resources reports? (by compan
y, by cost center, and so on) 40 Will there need to be terminal security for Hum
an Resources? 41 Do you run security reports on a regular basis for Human Resour
ces?
Setup Setup Setup Setup Setup Setup,Process Process Process Process Process Proc
ess Process Process Setup,Process Setup Process,Performance Setup,Performance Pr
ocess Process Setup,Process Setup Process
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42 Do you have documentation on your current system security requirements for Hu
man Resources? 43 Map each GL user to a menu structure. Will any new ones need t
o be created for Human Resources? 44 Do you review requirements for validation r
ules, allowing certain Human Resources accounts to be valid with only certain ot
her values. 45 What types of benefit plans do you offer? List all the different
benefits offered by your organizations (for example, Health and welfare, defined
contribution, defined benefit, spending accounts, and flexible benefits) 46 How
is eligibility to your benefit plans determined? 47 Are there waiting periods f
or your benefit plans? 48 What are the criteria for your benefit plans? 49 When
is your open enrollment period? 50 How do you handle interim enrollments? 51 How
are benefits costs/price tags calculated and stored? (Employee costs, employer
costs, etc.) 52 How do you handle COBRA? 53 How are benefit costs/price tags cal
culated and stored? (Employee costs, employer costs, and so on) Describe the rou
nding rules used. 54 What is the current or planned effective date of the benefi
t plan? 55 Who are the carriers for this benefit plan? 56 What are the dependent
eligibility factors? (types of dependents and any restrictions or coverage diff
erences) 57 What are the continuing eligibility rules for leave of absence, long
term disability, short term disability? Are there any changes in the cost of th
e benefit? How is the money collected if the participant is not receiving a payc
heck? 58 What are the termination rules for active employee with a terminated be
nefit? 59 What are the termination rules for dependent terminated from a benefit
? 60 What are the termination rules for terminated active employee? 61 What are
the termination rules for death? 62 What are the termination rules for transfers
? 63 What are the termination rules for terminated COBRA participant? 64 What ar
e the Beneficiary eligibility rules? What are the rules regarding allocation amo
unts or percentages? 65 What are the participation rules? What is the waiting pe
riod or grandfather rules? 66 What are your deferred comp plan requirements? 67
How do you handle benefit elections for active employees vs. COBRA participants?
Process Setup,Process Setup
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ocess Process Process
Process Process Process Process Process Process Process Process Process Process
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68 What are the allowed changes for COBRA participants vs. active employees? (Su
ch as changing dependent status, changing plans (adding/terminating/changing), o
r changing coverage amounts) 69 What are the employee eligibility factors? (comp
any, location, union association, salary, or job code) 70 Are COBRA actives trea
ted differently than terminations? 71 How do you handle terminations? 72 How do
you handle layoffs? 73 How do you handle seasonal reductions in workforce? 74 Wh
at type of employee status changes occur and how are they handled? (FT to PT, LO
A, or union to non-union) 75 Do these status changes affect an employee's benefi
ts and tax elections? 76 How do status changes affect an employee s benefits and tax
elections? 77 How do you handle inter-departmental employee transfers? 78 How d
o you handle inter-divisional employee transfers? 79 How do you handle inter-com
pany employee transfers? 80 What does your retiree processing entail? 81 What ot
her events are significant in your management of human resources? Explain. 82 Ho
w do terminations affect other departments? 83 Will employees be tracked? 84 Wil
l ex-employees be tracked? 85 Will retirees be tracked? 86 Will contractors be t
racked? 87 Will recruiters be tracked? 88 Will other contacts be tracked? 89 Wil
l volunteers be tracked? 90 Will trustees be tracked? 91 Will board members be t
racked? 92 What personal information do you maintain: Personal? (Name, race, and
so on) 93 What personal information do you maintain: Address? (Primary, seconda
ry residence, and so on) 94 What personal information do you maintain: Emergency
Contacts? (Name, address, and so on) 95 What other information do you currently
maintain on employees and other people types that is important to your organiza
tion? 96 What benefit does this data provide to your organization as a whole?
Process Process Process Process Process Process Process Setup,Process Process Pr
ocess Process Process Process Process Process Setup,Process Setup,Process Setup,
Process Setup,Process Setup,Process Setup,Process Setup,Process Setup,Process Se
tup,Process Setup Setup Setup Setup Process
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97 What benefit does this data provide to certain entities within the organizati
on? 98 What benefit will data that you currently do not store electronically pro
vide to your organization? 99 How are the hierarchies or organization charts str
uctured? (Samples) 100 How are job grades structured? 101 How do you track headc
ounts? (by bodies, positions/jobs?) 102 What type of personal data do you need t
o maintain? 103 What job related (Assignment) data do you need to maintain? 104
What budgeting data do you need to maintain? 105 What was reason for purchasing/
upgrading to this Oracle Human Resource application? 106 What is the purpose of
the relevant human resources systems/processes? 107 What is the origin of the re
levant human resources systems/processes (vendor or inhouse)? 108 Is there an ex
isting entity relationship (E-R) diagram of the current human resources applicat
ion? 109 Describe the current geographical distribution of your business and/or
employees? 110 Describe the geographical distribution of your business and/or em
ployees in the foreseeable future? 111 What business areas and/or operations are
targeted for improvement? 112 What business areas and/or operations are targete
d for re-engineering? 113 Which of these business areas and/or operations are hi
ghest priority? Medium priority? Low priority? 114 How do you see the applicatio
n resolving your current deficiencies/issues? 115 What type of information is ex
changed between the current human resources application and these other systems/
processes? 116 Can you provide a system flow diagram of connectivity between you
r core business applications? 117 Can you provide information flow schematics of
the data passed/required between human resources and other connected/interfaced
systems? 118 Is there any external data accessed directly by the human resource
s application (for example, GL Chart of Accounts, Payroll Master, or Benefits pl
ans)? 119 What type of Personal historical data do you need to maintain? 120 Wha
t job related (Assignment) historical data do you need to maintain? 121 What are
your deferred comp plan requirements? 122 Define your interfaces/information to
other systems/users for Time & Attendance Reporting?
Process Process Setup Setup Setup Setup,Performance Setup,Performance Setup,Perf
ormance Process Process Process Process Setup,Process Setup,Process Process,Metr
ic Process,Metric Setup,Process Metric Process Process Process Process Process P
rocess Process Process
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123 Define your interfaces/information to other systems/users for Labor Distribu
tion Reconciliation? 124 Define your interfaces/information to other systems/use
rs for Benefits Carrier Reporting? 125 Define your interfaces/information to oth
er systems/users for Payroll System/Department? 126 Do you currently use or plan
to install an Interactive Voice Response (IVR) or scanning technology system fo
r human resources/benefits? 127 Are there any other interfaces to other systems
(Mainframe, PC, or manual) you have not told us about? 128 Do you have licensing
or certification requirements? 129 What type of performance tracking do you do?
130 Do you track disciplinary information? 131 Do you do grievance tracking? 13
2 What are our requirements for adding comments to your information? 133 What ar
e your online help/documentation requirements? 134 Do you need to track employee
relocation information for special employee groups? For example, executives and
sales force. 135 Define your requisition process 136 Do you have any testing in
formation requirements? 137 What event triggers a requisition in your organizati
on? (Department request, departure of an incumbent, and so on) 138 Is there an a
pproval process to initiate a requisition? (budget available, management sign-of
f, and so on) 139 Please list details of pertinent information involved in the a
pproval process, such as approval steps, authorizations, and so on. 140 What typ
e of recruiting activities occur? (Ad placement, interview scheduling, backgroun
d checks, and so on.) 141 How are interviews scheduled? 142 Do you track any inf
ormation on your system concerning the interview? (Interview notes, comments, an
d so on) 143 What information is tracked from the application or resume? 144 Do
you do any affirmative action planning or reporting? 145 How is affirmative acti
on planning or reporting done? 146 How is the data gathered in the new hire proc
ess? 147 When is the system updated in the new hire process? 148 How does the sy
stem update affect other departments? (payroll, benefits)
Process Process Process Process Process Process Process Process Process Process
Process Process Process Process Process Process Process Process Metric Process S
etup,Process Setup,Process Setup,Process Process Process Process
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149 Do you attach a budget to your positions? 150 How do you handle open positio
ns? 151 Number of other persons associated with organization/company (for exampl
e, Retirees, ex-employees, volunteers, and Board members)? 152 Describe your man
agement reporting structure? 153 Describe your financial reporting structure? 15
4 How many Federal and State Employer Identification Numbers (EINs) do you have?
155 How many Federal and State Employer Identification Numbers (EINs) do you pl
an to have in the next one-two years? 156 How are your organization charts gener
ated? 157 How many views of your organizations do you have? 158 How often do you
r organizational structures change? 159 How many worksites/locations does your o
rganization/company operate? 160 In which countries are your company worksites l
ocated? 161 In which states are your company worksites located? 162 In which cou
nties/localities are your company worksites located? 163 Does your organization/
company have unions? 164 How many unions do you have? 165 How many bargaining un
its do you have? 166 Approximately what percentage of your employee population i
s associated with these unions? 167 Which divisions or companies or subsidiaries
or locations have union affiliations? 168 What are the are the durations of you
r union contracts? 169 When will the existing union contract expire? 170 How man
y different contracts are negotiated? 171 What differences/commonalties are ther
e between the different contract benefits offerings? 172 Describe your other rep
orting hierarchies? 173 What is the total number of users who have/will have acc
ess to the human resources applications? 174 How many users have/will have acces
s to the human resources applications for updating information? 175 How many use
rs have/will have access to the human resources applications for reporting needs
only? 176 What historical information do you currently maintain? 177 On what ty
pe of medium is this data maintained?
Setup Process Metric Setup,Process Setup,Process Metric Metric Process Setup,Pro
cess Process Metric Setup Setup Setup Setup Metric Metric Metric Setup Setup,Met
ric Setup,Process Metric Setup,Process Setup Metric Metric Metric Process Proces
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178 179 180 181 182 183 184 185 186 187 188 189
What type of media storage do you plan on using? What types of deductions do you
need to track? (Benefits, child support, etc.) Do you have a leave accounting s
ystem? (Vacation, Sick, or PTO) How do you track absences? Do you have any PC fi
les in Lotus 1-2-3? Do you have any PC files in D-base? Do you have any PC files
in Excel? Do you have any PC files in WordPerfect? Do you have any PC files in
Word? Do you have any PC files in other programs? How many key users have/will h
ave access to the human resources applications?
Process Setup Setup,Process Process Process Process Process Process Process Proc
ess Metric, Performance Metric, Performance Setup,Performance Process Process Pr
ocess Process Process Process Process Process,Performance Process Process Proces
s Setup,Process Process Process Setup,Process Setup,Process Setup,Process Proces
s
How many casual users have/will have access to the human resources applications?
190 Is there information you wish to maintain on employees and other people typ
es that you currently do not store electronically? 191 What are your federal/sta
te mandated reporting requirements? (for example, EEO, Discrimination testing) 1
92 Are you required to provide government/industry oversight reports? (for examp
le, FCC, DOT, or DOE) 193 Do you need company wide/consolidation reporting? 194
Do you need divisional/departmental/cost center reporting? 195 Who is currently
responsible for creating or changing reports? 196 How easy and timely is it to c
reate or change reports? 197 Concerning report generation, will the same respons
ibilities continue, or will they change? (for example, user responsible for repo
rt generation?) 198 Do you have a tool to do on-demand reports or queries? 199 W
hat are your management reporting needs? 200 Do you administer salary/hourly ste
p and ranges? 201 How does your system handle salary/hourly step and ranges? 202
How is the salary portion of your union contracts administered? 203 When are yo
ur negotiation periods? 204 Do you do any salary impact studies during your nego
tiations? 205 Do you have a point-based weighting salary system? (for example, H
AY) 206 How is your point-based weighting salary system tracked on your system?
207 What timing factors are involved in your salary and performance review proce
ss (Yearly, quarterly, or probationary?) 208 Explain the processes involved in y
our salary and performance review process?
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209 What factors are involved in establishing a salary increase? 210 Concerning
your forecasting requirements, do you do any workforce analysis reporting ? (bud
gets, job reduction, right-sizing, and so on) 211 Concerning your forecasting re
quirements, do you do any compensation analysis? (budgets, union negotiations, a
nd so on) 212 What types of earnings do you track? (Regular Pay, Overtime, and s
o on) 213 At what levels do you currently secure users? (Company, organization,
or field) 214 Who is responsible for maintaining your security profiles? (DBA, I
S) 215 By type of user, define what data is available for viewing? 216 By type o
f user, define what data is available for updating? 217 By type of user, define
what data is available for deleting? 218 By type of function, define what data i
s available for level of organization? 219 By type of function, define what data
is available for type of employee? 220 By type of function, define what data is
available for type of data? 221 Define any security requirements. 222 Do you tr
ack skill assessments? 223 How do you track skills assessments? 224 How do you m
aintain training & development information? (Class attendance, schedules, and so
on)
Process Process Process Setup Setup,Process Process Setup,Process Setup,Process
Setup,Process Setup,Process Setup,Process Setup,Process Process,Performance Setu
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