Professional Documents
Culture Documents
Key features
Set Up
Key Functions
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HRMS Overview
Date Tracking
Maintaining Employee Details
Entering Employment Information
Entering Special Information
Entering Compensation & Benefits
Salary Administration
Benefit Administration
Absence Management
Recruitment
Applicant Tracking
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Location
In Oracle HRMS, you set up each physical site where your
employees work as a separate location. You can set up:
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Setting Up Location
You can enter addresses in the Location window
Locations are shared across Business Groups in HRMS and with two
other Oracle applications: Inventory and Purchasing.
To enter a work location and its address
1. Enter the name of the location, and a description if required.
2. Uncheck the Global check box if you want the location to only be
available within the default Business Group of your current responsibility.
3. Select a national address style from the list. A window opens with the
address format for the selected country.
4. Enter address information in this window.
5. If the mailing address of the location differs from the payroll taxation
address, you need to enter an overriding
address into the Payroll Tax fields.
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Setting Up Location
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Organisations
In Oracle HRMS, the organizations you set up to represent your enterprise as
an employer are the Business Group.
Below this level, you represent the groupings in which employees work, such
as branches, departments or sections, by means of internal organizations. To
enable the assignment of employees to an internal organization, you classify it
as an HR Organization.
You also maintain information in the system about various types of external
organizations relevant to human resources and payroll management and
administration. These can include training vendors, tax offices, benefits
carriers, or certification bodies.
External organizations can appear in your organization hierarchies together
with internal organizations and are defined in the same way
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Setting Up Organisation
1. Set Up Location
2. Adapt and Create a New Business Group
Ceating an Organisation
1. Create an Organisation
2. Enter Organisation Classifications
3. Enter Additional Information
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Business Groups
The largest organizational unit you set up in Oracle HRMS to represent
your enterprise as an employer is the Business Group.
A Business Group may correspond to a company or corporation, or in
large enterprises, to a holding or parent company or corporation.
It can be an organization with a physical location where people work, or
it may simply be an abstract representation of a legal entity that employs
people assigned to work in organizations beneath it.
At Business Group level that you set up the legislative rules and terms
of employment rules necessary for paying employees and regulating
their work.
By default, all employees you enter in Oracle HRMS receive an
assignment to their Business Group. When you give them assignments
to internal organizations such as divisions or departments, these
replace the default assignment, but their records continue to exist within
the Business Group.
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Organisation Hierarchies
Organization hierarchies: You can show reporting lines and other
hierarchical relationships among organizations in your enterprise.
Multiple hierarchies: You can set up as many hierarchies as you
need, you might want to set up hierarchies for matrix management,
security hierarchies or hierarchies for reporting.
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Enter the version number and start date for the hierarchy.
You can copy an existing hierarchy.
Query the top organization name in the Organization block.
In the Subordinates block, select the immediate subordinates for the top
organization.
To add organizations below one of these immediate subordinates, check the
Down check box for the organization.
The Organization block now displays the organization you selected. You can add
subordinates to this organization. To return to the previous level, check the Up
check box.
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User Type
Query Only Mode
Purge Element Entry Permission
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Job Flexfield
Grade Flexfield
Position Flexfield
Special Information Type
Personal Analysis Flexfield
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Jobs
You use the Job window to define jobs, the skills that jobholders
require
the grades to which they can be assigned.
enter job evaluation scores, if you have set up a job evaluation
system.
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Defining Jobs
Enter a start date early enough to handle any historical
information you want to enter.
Select the required Job Group.
Enter a unique name for the job. If there is at least one enabled
segment in the Job Name flexfield, a window opens when you
enter the Name field.
You must enter a unique combination of segments in this window.
Indicate whether the job carries any additional employment rights
or is a benchmark job. A benchmark job is one that can be used
Defining Jobs
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Check the relevant work requirements boxes if the job or position
requires the holder to:
Work in all locations
Relocate
Be willing to relocate
Travel
Hold a passport
Enter the length of time the jobholder must perform the job or
position, for example, indefinitely or two years.
Enter the normal working hours (for example, 9.00 to 5.30), the
work schedule (the working days in the week or pattern of shifts),
the proportion of full time hours required, and the minimum
length of service required.
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Check the relevant international deployment boxes if the job or
position requires the jobholder to:
Work in all countries
Be willing to relocate
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Work Choices
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Once you have selected the job or position you can map the salary
survey lines.
Choose the Define Survey Map button in the Job, or Position
window.
Optionally, enter the Oracle HRMS location, grade, and
organization. This enables you to map your salary survey line to
more specific details within your enterprise.
Enter the details of the salary survey line. You can select any of the
salary survey lines you have set up from any of the fields.
Map all the salary survey lines you require.
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Positions
You use the Position window to define positions within your
organizations and to add them to position hierarchies.
You can also enter the skills that position holders require and
the grades to which they can be assigned.
You can enter position evaluation scores, if you have set up a
position evaluation system.
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Define a Position
Set your effective date early enough to handle any historical
assignment information you want to enter.. You cannot assign an
employee to a position before the start date of the position.
If you are selecting the Active hiring status for the first time, enter a
Start Date. This is the earliest date on which a person can be hired
into this position.
Enter a unique name for the position in the Name field in the Position
Details tabbed region.
If there is more than one segment in the Position Name flexfield, a
window opens when you enter the Name field. You must enter a
unique combination of segments in this window.
Select the position type. The choices are:
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Pooled (Public Sector only), meaning the position is loosely defined
so rules about FTE and hours are not enforced by the system
None, which you can select if you do not need to record position
types
If the position is permanent and budgeted every year, select the
Permanent check box.
If the position is only used in one season each year (such as a summer
teacher), select the Seasonal check box. You can enter the season dates
in the Seasonal Information extra information type.
Select the organization and job for this position. They must have a start
date on or before the start date of this position.
You can set up several positions that have the same job in the same
organization. Each position name must be unique.
If you know that the position will be transferred to another organization
or job in the future, enter the proposed end dates now, for information.
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Select a hiring status.The Start Date field indicates when the
current hiring status came into effect.
If the status is Frozen, you must enter a proposed end date for
the status. Optionally, you can enter a proposed end date for
Proposed or Active statuses, for information.
Select a location for the position, or leave the default, which is
the location of the organization.
Optionally, select a status for the position.
Selecting Valid or leaving the Status field blank enables
employees to be assigned to the position, provided other
conditions (such as an Active hiring status) are met. If the
status is Invalid or any other status defined at your site,
employees cannot be assigned to the position.
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Positions
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Defining Positions
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Probation Period
If there is a probation period for this position, you can
enter its length in the Probation region.
Overlap
Select the length of time a new incumbent can overlap
with a leaving incumbent for transfer of skills.
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Related Positions
Select the position held by the supervisor or manager of this
position.
In the Relief field, you can select the position that should be held
by people who cover this position when the incumbent is absent.
Select the position from which a successor will to move to fill this
position.
Extended Pay Term
For academic positions, if salary can be paid over a longer period
than the work term (such as a 9 month appointment paid over 12
months), select the Extended Pay Permitted check box.
If extended pay is permitted, enter the start and end dates of the
work and pay terms.
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If you want to add the position to one or more position hierarchies, choose the
Reporting To button. Select a hierarchy and the name of the position to which this
position reports.
Choose the Evaluation button to enter evaluation information and an overall evaluation
score for the position.
Choose the Requirements button to enter position requirements, such as required
qualifications or valid experience, to help you match people to roles.
Choose the Valid Grades button to enter the grades to which position holders can be
assigned.
Choose the Occupancy button to view all those people who have held a selected
position or who are applying for it, and the dates of their occupancy. This information
could be relevant for selecting people with the necessary skills for similar positions.
Choose the Work Choices button to enter work choices that can affect an employee's,
applicant's, contractor's, or ex-employee's capacity to be deployed within your
enterprise (or a customer's).
Choose the Survey Mapping button to link salary survey lines to your position.
Choose the Extra Information button
to enter any additional information required by
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your enterprise.
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Position Hierarchy
Use the Position Hierarchy window to create position hierarchies.
Always define hierarchies from the top position down.
You can use the Hierarchy Diagrammer to create your position
hierarchy graphically.
Each position can belong to any number of hierarchies at the same
time, but can only appear once in any hierarchy.
You should define the primary reporting hierarchy as part of your
implementation of positions. The first version of your hierarchy
should show your reporting structures when you implement Oracle
HR.
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Grades
Grades are normally used to record the relative status of employee assignments and to determine
compensation and benefits, such as salary, overtime rates, and company car.
Representing Grade Structures
In its simplest form, a grade can be a single character, or number, in a logical sequence. For
example:
grade A
grade B
grade C
By adding a second segment to the grade name, you can identify subgrades, such as:
grades A.1, A.2, A.3, and A.4
grades B.1 and B.2
grades C.1, C.2, and C.3
A more complex structure could be used to distinguish grades for different staff groups, such as:
Manual.A.1, Manual.A.2, and Manual.G.1
Clerical.C.1 and Clerical.C.2
In this example, there are three segments in the grade name. A grade is the combination of
segments you define. You set up the segments and their valid values using the Grade Name Key
Flexfield.
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Grades
Grades and Pay
Define a Grade
Delete a Grade
Relate Pay to Grades Using Grade Rates
Define a Grade Rate
View Grade Comparatios
Relate Pay to Grades Using Pay Scales
1. Define a Pay Scale
2. Define Scale Rates
3. Relate Grades to Progression Points
4. Place an Employee on a Grade Step
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Maintaining and Reporting on Grade Step Placements
Increment Grade Step Placements
Run the Current and Projected Progression Points Values Report
Run the Employee Increment Results Report
Collective Agreements
Enter a Collective Agreement
Set Up Collective Agreement Grades
Enter Collective Agreement Grades
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Defining Grades
Enter your grades in sequence number order.
The sequence number can be any number from 1 upwards. The
number indicates the rank order of the grade; 1 indicates the
highest grade.
Define a grade
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Grade Rate
Using grade rates, you can either enter a fixed value for
each grade, or you can enter a minimum, maximum,
and midpoint values for each grade.
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Pay Scale
You define a pay scale, which is a set of progression points for
compensation, in the Pay Scale window.
Pay scales are used commonly in government and regulated or unionized
enterprises where actual values of pay are defined as a 'pay scale', a
'schedule', or a 'spine'. Characteristics of this functionality are:
A single scale of points and values is used to establish the actual pay
for a grade group.
Each point in the pay scale has a single value.
Grades can have a number of distinct steps, with each step given a
single point in the pay scale.
An employee assignment to a grade includes a point, or step value, and
the point value determines the actual pay of the employee.
You can have any number of different pay scales in Oracle HRMS. Each
scale has its own set of points which may be characters or numbers.
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Scale Rates
In the Scale Rate window, you can
create a rate and enter a fixed value
for each progression point on a pay
scale. You can create as many rates
as you require, such as one for a shift
allowance, and another for overtime.
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Grade Scale
Using grade scales, you can associate each grade with several
points on a pay scale, and enter compensation values for these
points.
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Career Development
Create a Competence Profile
Enter Work Choices for a Person
Enter Work Choices for a Job or Position
Enter Qualifications
Enter Schools and Colleges Attended
Other Personal Information
Enter Additional Personal Information
Enter Pictures
Enter Contracts
Defining Contract Letter Types
Managing Contracts
Printing and Generating Contracts
Enter Extra Information
Enter Special Information
Enter OAB Person Type Usage
Change and Delete OAB Person Type Usage
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Employee Management (Employment Details) on a Daily Basis
Enter an Assignment
Enter Additional Assignment Details
Change Primary Assignments
Enter Additional Employment Information
End an Assignment
Enter Secondary Assignment Statuses
Enter Payment Methods for an Employee Assignment
End Employment
Using Mass Assignment Update
Review Mass Assignment Update Errors
Cancel a Termination
Enter Extra Information.
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Employee Reporting
Use the People Folders
List Assignments Using the Assignments Folder
List Assignments Using the List Assignments Window
Use the List People By Assignment Window
List Employees By Position
List Employees By Organization
List People by Special Information
View Assignment History
Run Employee Summary Report
Run the Employee Movements Report
Run the Assignment Status Report
Run Terminations Report
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People Window
Every enterprise must be able to record personal information for its
employees, applicants, and contacts. HRMS enables you to enter and
update this information for all person types on one form the People
window.
You can enter information about:
New employees
Employment
Office location
Applicants
Background checks
Rehire recommendations
Further names
Medical details
Address details
Telephone numbers
Picture record
Dependents, beneficiaries and
other contacts
Contracts
You can also use this window
to update peoples statuses,
for example,from applicant to
employee.
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Address
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Special Information
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Contact Information
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Phone Numbers
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Absence Information
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Application
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Competence Profile
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Qualification
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Work Choices
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End Employment
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End Application
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Contracts
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Assignment
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Salary Administration
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Performance
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Element Entries
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Entry Values
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Competencies
Competencies enable you to identify and measure the skills,ability,
knowledge, and experience held by employees in your enterprise. You
can also use competencies to define the requirements of a job or
position and to match people to jobs or positions.
Proficiency levels (and behavioral indicators)
You use proficiency levels and behavioral indicators to measure how a
competence is displayed.
Rating Scales
Rating scales are used to describe competencies in a general way.This
means that you can use the same rating scale for different
competencies. Instead of holding the proficiency level at the
competence level, you use a general rating scale and text to describe
the competence.
Competence Measurement
Setting up a consistent method of measurement enables you to quantify
the competencies held across your entire enterprise. You can structure
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rating scales,proficiency levels, or a
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Competence Types
You use competence types to group competencies together, so that you can
create competencies which display complex behaviors.
Competence Requirements
Competence requirements enable the enterprise to meet its business goals.
You can define the competencies required by everyone in the enterprise (core
competencies), and define the competencies required by a job or Position..
Qualification Types
You can enter the qualification types (and the establishments that deliver these
qualifications) that are recognized by your enterprise.
Appraisals
You can create the types of appraisals you require to meet the needs of your
enterprise. For example, you can create different types of appraisals, you can
include a questionnaire to gather additional information, and so on.
Career paths and succession plans
A career path shows a possible progression to one job or position from any
number of other jobs or positions. Succession plans enable you to identify the
employees best suited to a job or position and help you identify training needs
or scarce competencies.
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Step 2: Identify Competence Requirements : You need to
identify the competencies required at Business Group,
organization, job or position level to enable your enterprise to
meet its business goals.
Define Competence Requirements - Core or Generic
Competencies
Define Competence Requirements - No Core Competencies
Copy Competencies
View Competence Requirements at Organization, Job or
Position Level
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Step 3: Deliver Competencies and Identify Qualification Methods :
You can deliver competencies through training activities, using
Oracle Training Administration (OTA). Competencies can have
identified qualification methods. You can define the schools and
colleges which deliver the qualifications your enterprise recognizes.
Create Qualification Types
Create Schools and Colleges
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Click the Default Rating Scale box if you want to make this rating scale
the default, otherwise leave this box blank.
Enter the first level and description for the rating scale. For example,
enter 1 in the Level field and Novice in the Name field.
Enter the behavioral indicator for that level. For example, Meets
expectations.
You can enter up to 2000 characters for each behavioral indicator.
You can add attachments to the rating scales, if required. For example,
you can attach a competence description or a video of the skill.
Continue to enter levels and description for the rating scale then save
your changes.
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Create a Competence
Select the New button in the Find window.
Enter a name and description for the competence.
Enter the dates between which the competence is valid.
You must enter a From date but you can leave the To
date blank.
If you enter a To date, ensure that the valid period is wide
enough to cover any competence elements you may need
to create.
If you want to use a general rating scale to measure the
competence, go to rating scale .
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Create Competencies
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Levels
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You can also automatically enter all competencies required for the person's
primary assignment or a vacancy, or the enterprise's core competencies.
Select the proficiency level at which the person performs the competence.
Enter the date from which the person possesses the competence at this level.
For example, if the person gained the competence through a qualification,
enter the date the qualification was gained. You can enter a date when the
competence expires, if required.
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In the Source of Proficiency Rating field, you can select the method
by which the person gained the competence, such as training
course or previous experience.
Select the method of certifying that the person attained the
competence at the recorded level, such as by examination.
Enter the date when the person's proficiency in this competence
should be reviewed.
Continue to enter the competencies the person possesses, then
save your changes.
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Competence Types
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Copy Competencies
You use the Competence Requirements window to copy competencies
from an organization, job or position.
Select the organization, job, or position to which you want to copy the
competencies.
Choose the Copy Competencies button. A Copy Competencies window
appears.
Uncheck the Core Competencies box. The organization, job and
position fields are now active.
Select the organization, job or position from which you want to copy
the competencies.
If you want to copy the proficiency levels, leave the Copy Levels box
checked, and enter the dates between which the competencies are
valid. You must enter a From date but you can leave the To date blank.
If you do not want to copy the proficiency levels, uncheck the box.
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Choose the Copy button, and Oracle Human Resources copies the
competencies.
You can make changes to the competencies copied over, such as:
Deleting any of the core competencies that are not required by
the organization, job or position
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How you want to calculate the total scores. For example, you may
wish to calculate a total score or an average score.
When you are setting up templates for any type of proficiency-based
evaluation, you have previously identified the proficiency levels or a
rating scale with which to measure competencies. Performance scales
are therefore remembered by Oracle HRMS. If you are setting up
templates for any type of performance-based assessment, you need to
indicate the performance scale to use in the assessment.
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Use the Assessment Template window to create templates for use in
competence-based appraisals.
Enter a name and description for the assessment you are setting up.
You can enter up to 85 characters for the name.
Enter the instructions to be displayed to the assessor(s) or
approver(s). For example, "Complete all parts of the assessment
before passing it on to the next person in the chain". You can enter
up to 2000 characters for each assessment type.
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For any type of performance-based assessment, select the performance
scale for use in the assessment.
Choose the Performance Scale button to see the proficiency levels for
that scale, if required.
Enter comments in the Comments field, as required.
For all types of assessment, select the weighting scale for use in the
assessment, if required.
Choose the Weighting Scale button to see the level of importance, if
required.
Enter comments in the Comments field, as required.
Select the method for calculating the total score, by sum or average total.
You can now select your competence types and competencies.
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Save your changes, and re-query the competence types you
have selected. Only the competence types you have selected
are now displayed.
With the first competence type and competencies for that
type displayed, click the Used box for each competence you
want to include in the assessment.
You can also indicate the sequence in which you want the
competencies to appear on the assessment in the Sequence
field. (If you do not sequence the competencies, they appear
on the assessment Web page in the order they appear here).
Continue to scroll through the competence types, selecting
and saving competencies, and indicating the sequence, until
you have selected them all.
Check the Saved Competencies Only box to display only the
competencies you have selected
in future
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Enter a name and description for the appraisal you are setting up. You can enter up
to 85 characters for the name.
Enter the dates between which the appraisal template is valid. You must enter a
From date but you can leave the To date blank.
Enter the instructions to be displayed to the appraiser(s) or reviewers(s). For
example, "Complete all parts". These instructions are displayed when a user first
creates an appraisal using SSHR.
You can configure how instructions are displayed to the user by formatting the text
with HTML tags.
You can enter up to 2000 characters for each appraisal type.
Select the questionnaire you previously created and select the performance rating
scale to be used in the appraisal, if required.
Note: You create questionnaires using an HTML Editor.
Select an assessment template if you want to include assessments as part of the
appraisal. Otherwise, leave this field blank.
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