You are on page 1of 3

Oracle HRMS

Presenter: Prashanth Reddy Cheruku

Oracle HRMS

 Human resource management system, as the name suggests, is a system that accounts for the
human resource / the human capital / asset.
 This module in Oracle E-Biz helps us manage our Human capital and lets us embed the HR related
data with other modules.
 HRMS as a module is needed in almost all other modules in the enterprise. For an example, if we
are entering any data related to procurement, we might want to record the person details who
wanted it. Similarly for a Project request, we might want to record who the Project manager for
the project is. For an Order to be approved, we might need the manager's name of the person
who punched that particular order. So HRMS is everywhere. Progressively when we keep reading
about the various functionalities, we will be able to relate the concepts to the real world.
 This module helps managing enterprise structures, and Organizational hierarchy, position
hierarchy, supervisor hierarchy etc. This module is the backbone of all the other sub modules in
HRMS, also holds true for any other module in E-Biz.
 Core HR is one of the leading module in Oracle HRMS.

Any successful enterprise needs to search for new ways to streamline the processes. One of the
important aspects for any enterprise is Workforce. This is nothing but the labor force or personnel.
Human Resources Management is used for addressing the employees’ aspect of this continuous
improvement. It helps the enterprises in reviewing and improving their business functions related to the
personnel management

Core HR:

Below are activities which are involved in Core HR

Work Structures: Work structures represent the different ways in which employees can work within the
enterprise. These are the frameworks for defining the assignments for the employees. These can be also
understood as the representation of the units within the enterprise. The Business Group is the largest
unit and represents the enterprise as a whole.

Work structures include


Organizations (e.g. Business Group, departments, divisions etc.),
Jobs,
Positions,
Grades,
Employee grouping used in the enterprise.

Location: The locations need to be set up before an organization can be defined. This is the exact
location of the organization along with the address and phone number.
Business Group: Business Group is the largest organizational unit that is set up. Depending on the need,
a single business group or multiple business groups can be set up. The defaults entered for a business
group are the information that will generally apply to the people entered for that particular business
group. These defaults can be overridden.

Job: An employee’s primary role is set up using a job. It is a generic role within the business group that is
independent of the organization. E.g. manager job can be present in any organizations. Job Name is a
key flexfield. Each job is held in a job group. A job group stores the jobs of similar types. All the jobs
defined in HRMS for employees must be a part of the default HR Job Group.

Position: Position is a specific occurrence of a job. Position is fixed within an organization. E.g. Sales
Manager is an occurrence of the job Manager in the Sales Organization. Similarly, HR Manager will be
one more occurrence of the same job in the HR Organization. There could be one or many holders of the
position in an organization. This is a key flexfield. A Position is defined for an Organization and a Job.
Positions data is date tracked.

Grade: Grades are used to decide the relative status of employee assignments. Compensation and
Benefits are also decided based on the grades. E.g. Salary, company cell phone, company car – decided
based on the grades. This is a key flexfield. Valid grades could be defined for a job or for a position. A
grade could be a valid grade either for a job or for a position. A single grade cannot be valid one for both
a job and a position.

People: Oracle HRMS gives the ability to hold information about the current employees, ex-employees,
applicants, contacts and contingent workers. Along with the standard information, the system can store
the information about the addresses, phones, nationality, qualifications, absence history, interview
records etc. Special information can defined to store any other information for the employees. E.g.
special information could be languages known or hobbies. Work related information such as preference
of working hours (shifts), hours of work could also be maintained.

Assignments: Assignment for an employee is nothing but the employee’s place within the enterprise.
The assignment gives information about the organization for which the employee works.

The details about the employee’s location, job, role, position, grade, location, payroll, supervisor,
working hours and loads of other information can also be obtained from assignment data. As and when
the information about the employee assignment is changed, a work history is automatically built up for
the employee.
Assignments are also used to group people for reporting, managing and costing purposes.
Compensation, benefits planning and administration could also be done with the help of the
assignments.

Date Track: Typical data that changes for any enterprise includes corporate restructuring, employee
development related changes, departmental changes etc. Using Oracle HRMS, the changes can be
effectively managed without the need of redefining of the parts. These changes could be either Dated or
Date Tracked.

Employee/Applicant: Employees and Applicants are entered through a single screen. To identify the
records person type is used. For an employee the person type is Employee, for an applicant the person
type is Applicant, for a contact the person type is other.
Along with the personal details like name, gender, hiring date, marital status, birth details, social
security number (For US, National Identifier – for UK), and information about the contacts, phones,
addressed can also be stored. People data is date tracked.
Other information stored is schools/colleges attended, absences, Bookings, competence, qualifications,
disabilities work preferences etc.

Period of service: Termination related information about the ex-employees is stored in periods of
service information.

Contacts: Contacts for an employee play an important role in benefits. Based on the contacts, the
employee becomes eligible for benefits such as spouse life insurance, dependent life insurance,
employee plus family vision, employee plus spouse dental etc. Addresses and phones for a contact can
also be maintained.

Assignments: Assignment data for an employee/applicant is date tracked. Assignment gives information
about the person’s place within the organization. Organization, location, job, grade, position, supervisor,
salary basis, payroll, assignment status etc.

People Group: This is a key flexfield, which is used for grouping the people together based on certain
criteria. To access the assignment screen, at least one segment of the People Group KFF needs to be
enabled.

SIT: SIT stands for Special Information Types.

This is Personal Analysis Key Flexfield. This can be used to define any special information that cannot be
stored with the help of the main system. Any number of instances can be defined of the Personal
Analysis KFF. Each instance is knows as Special Information Type.
SITs are primarily attached to people. They can also be used with Jobs, Positions, and Activities (in OTA),
but with skill meaning (competencies).

EIT: EIT stands for Extra Information Types.

EITs are Descriptive Flexfield. When a new segment combinations is created, the row is just inserted into
the appropriate table (without checking whether the combination already exists).
EIT's can be attached to People, Assignment, Job, Position, Location and Organization.

You might also like