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 Setup,Process Page 1 of 9 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 Page 2 of 9 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 Setup,Process Process Process Process Process Process Process Process Process Pr ocess Process Process Process Process Process Process Process Process Process Process Process Process Process Page 3 of 9 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 Page 4 of 9 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 Page 5 of 9 123 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 Page 6 of 9 149 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 s Page 7 of 9 178 179 180 181 182 183 184 185 186 187 188 189 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? Page 8 of 9 209 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 p Process Process Page 9 of 9 Join our growing Network at www.OracleERP.org