Ibm - Hrms Training

Agenda
Over view of HRMS

Key Lifecycle
Key Areas in HRMS
Key features
Set Up
Key Functions
ValueSourcing Advantage
Human Resources and Payroll

Activity Cycles
HRMS Overview
Oracle Human Resources (HR) is a proactive management solution that

helps control costs while developing and supporting an effective
workforce. Among the many features of Oracle HR is the ability to:
Manage the entire recruitment cycle
Design organizational models that match current and future business
strategies and objectives
Perform position management by defining and recording required skills,
competencies, experience and qualifications for positions, jobs and
organizations
Perform career management functions relating to the definition of
competencies, assessments, suitability matching, graphical ranking and
succession planning
Administer and maintain benefits plans, coverage levels and contribution
allocations
Manage salary proposals and approve these by component
Use spreadsheets to export compensation and benefit details for comparison
with external survey figures Oracle Human Resources provides the shortest
route to fast, smart human resource management.
Key Areas In HRMS
Date Tracking
Maintaining Employee Details
Entering Employment Information
Entering Special Information
Entering Compensation & Benefits
Salary Administration
Benefit Administration
Absence Management
Recruitment
Applicant Tracking
Key Features in HRMS
Managing Work Structure Information

Managing and Personal Employment Information
Managing Compensation and Benefits Information
Organisation Management Overview

You can represent an enterprise at the highest level by defining it as an
employer, and then representing all the departments and sections below this.
components provided to represent your enterprise:
Locations: You can set up the physical locations of your employees.
Business Groups: You need to represent your enterprise as an employer.
HRMS enables you to do this by creating Business Groups. This is the
largest organizational unit.
Single or multiple Business Groups: You can set up one business group or
many Business Groups, depending on the needs of your enterprise.
Representing organizations: HRMS enables you to represent all levels of
your enterprise and those enterprises you work with. You can represent:
Internal organizations: These are the groupings in which employees work, such
as branches, departments or sections.
External organizations: You can also include information about the external
organizations you work with, such as, training vendors, tax offices, or
certification bodies.
Setting Up Locations and Organizations

Setting up Site Location
Setting Up Organizations
Setting Up Business Group (Single /
Multiple)
Location
In Oracle HRMS, you set up each physical site where your
employees work as a separate location. You can set up:
Global locations: These are available in all Business

Groups.
Business Group locations: These can only be used in one
Business Group.
Similarly, you enter the addresses of external organizations

that you want to maintain in your system, such as
employment agencies, tax authorities, and insurance or
benefits carriers. When setting up internal or external
organizations, you select from a list of these locations.
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.
Setting Up Location
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
Organisation types &

classifications
Organisation Type
When setting up an organization you can give it an organization
type to identify the kind of unit it is, and the part it plays in your
enterprise
Examples of organization types can be Administration or
Service, or the level of each organization in your enterprise,
such as Division, Department or Cost Center.
You can use organization types to report on the different sorts of
organizations you set up. You create create the organization types
you require by entering values for the Lookup Type ORG_TYPE.
Organisation Classification
Whenever you create an organization you have to give it a
classification, such as Business Group or HR Organization. The
classification you give to an organization defines its purpose and
functionality within Oracle HRMS
Setting Up & Create Organization
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
Creating New Organisation
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.
Setup Business Group

Use the Organization window to create Business Groups
Business Group Information
Key flexfields enable you to enter information about the

Business Group.
As part of the implementation of Oracle HRMS, the key flexfields
for a Business Group are set up before the Business Group
itself
Business Group Information
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.
Organization change and version control: Changing your hierarchy to

reflect simple changes in reporting lines is not difficult.
Chart Showing Primary Reporting

Lines
To set up a new organization hierarchy

Enter a unique name for the hierarchy, and check Primary if it is your main
reporting hierarchy.
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.
Setting Up Organization Hierarchy
Dated Versions of Hierarchies
Changing your hierarchies to reflect simple changes in

reporting lines is not difficult.
You create a new version of your existing hierarchy and modify
parts of its structure.
The system retains earlier versions of hierarchies for historical
information
Setting Up System Profile Values For using

particular Business Group
Other Important System Profile

Values
User Type
Query Only Mode
Purge Element Entry Permission
Key Flex Fields In HRMS
Job Flexfield
Grade Flexfield
Position Flexfield
Special Information Type
Personal Analysis Flexfield
Setting Up Key Flexfields in HRMS
Cont..
Cont..
Jobs and Positions

Step 1 : Create a Job Group
Step 2 : Define a Job
Step 3 : Define Positions
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.
Creating Job Groups

Enter a name for the Job Group.
Select the required flexfield structure. This will determine the fields
that are displayed in the Job window when this Job Group is
chosen.
Select a Business Group if required.
Check the Master Job Group check box if this is to be the master
job group.
Creating Job Groups
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
to represent a number of jobs in reports such as salary surveys.

Select a benchmark job, if required
Defining Jobs
Job Flex Field
Cont..
Entering Evaluation Information

Job And Position Requirements (Special Information Type)
Entering Valid Grades for Jobs and Positions
Work Choices
Mapping Salary Survey Lines
Extra Information regarding the job

Enter evaluation scores and details in the Job Evaluation or
Position Evaluation window.
Select the evaluation system used to evaluate this job or
position.
Enter the overall score and select the units of measurement.
Enter the date of the evaluation.
Open the descriptive flexfield window, and enter the
information it prompts you for.

Using the Job Requirements window and Position Requirements
window, you can store any personal attributes or experience
required by a job or position. You can then use this information to
list employees or applicants who might be suitable to hold the job
or position.
Select the name of a special information type.
Enter the Requirements field to open the window corresponding
to this special information type.
In this window, enter the precise requirement of the job or
position and choose OK.
If the requirement is essential to the job or position, check the
Essential check box. This information is used in the Skills
Matching Report.
Entering Valid Grades for Jobs and Positions

you can associate valid grades with each role.
When you assign an employee to a grade, the list of grades you
select from indicates which grades are valid for the employee's job
or position.
You enter valid grades in the Valid Grades window for a job or
position.
Query the job or position and select the Valid Grades button.
Enter and save the valid grades for each job. You can enter a single
grade, or a set of grades.
Select as many valid grades as you require.
Entering Valid Grades for Jobs and

Positions
Work Choices For Jobs & Positions

You can 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).
Work Choices include willingness to travel, willingness to relocate,
and preferred working hours and work schedule. You can enter
work choices for a job or position, and compare these with the
personal work choices entered for people.
You enter this information in the Work Choices window, accessed
from the Job or Position window.
Cont..
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.
Cont..
Check the relevant international deployment boxes if the job or
position requires the jobholder to:
Work in all countries
Be willing to relocate
Select the countries to which the jobholder might be relocated.

Select the locations to which the jobholder might be relocated.
Enter any further job or position requirements, if required
Work Choices

The Map Salary Survey window enables you to map salary survey
lines to either jobs or positions.
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.
define a career path based on job progression

Enter the names of the career paths you want to define in the
Career Path Names window. Save the names.
Open the Map Career Path window. In the Name field, select
the top job in the career path you are mapping.
Select the name of the career path in the Career Path Name
field.
In the Job Progression From block, select all the jobs that
are one level down from the top job in this career path.
To extend the career path from any one of these jobs, check
the corresponding Down check box.
The window is redisplayed with your selected job now
showing in the Name field.
You can move back up the career path by checking the Up
check box.
Career Paths for the Defined Jobs

Navigation: WS-->Jobs-->Pathname
Mapping Career Path
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.
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:
Single Incumbent, meaning that only one employee is allowed to

hold the position at any time
Shared, meaning there can be several incumbents, up to the value
of the FTE field
Cont..
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.
Cont..
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.
Positions
Defining Positions
Position flex Field
Entering Hiring Information

Enter the number of Full Time Equivalents to be assigned to this position.
If the Position Type is Single Incumbent, FTE must be 1.0 or less.
You can enter the number of incumbents that are planned for the position
in the Headcount field.
If appropriate, select a bargaining unit code for the position. This is
usually the legally recognized collective negotiating organization.
If required, enter the earliest date at which incumbents can be hired into
this position. If you have created a requisition and vacancy for this
position, the earliest hire date must be within the vacancy dates.
Enter the date by which the position should be filled. This date must be
on or after the Earliest Hire Date.
Select the Permit Recruiting check box if the position is not open but you
want to enable advertising, job posting and acceptance of applications.
Proposed Entry Salary

Select the payroll to which the position's incumbents are normally
assigned. This payroll's calendar can be used for calculations of
budgeted amounts and commitments.
Select the salary basis to which the position's incumbents are normally
assigned.
Select the default grade to be used to determine the entry salary of
position incumbents.
Do one of the following, or leave these fields blank:
If the position is paid from a pay scale, select the grade step and scale
rate that represent the entry level salary for this position. The system
displays the value of the step on the scale rate you selected.
If you maintain a grade rate to hold entry salary for this position,
select the appropriate grade rate. The value or range (minimum,
maximum and midpoint values) for this grade rate are displayed.
Cont..
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.
Cont.. (Define Position/Hiring Information)
Entering Work Terms

Enter a number in the Working Hours field, and select the
corresponding period of time in the Frequency field. For
example, enter 40 and select Week.
Enter the normal start and end times in 24 hour format. For
example, for 5.30 p.m., enter 17:30.
Select the name of a person who supervises this position. See
also the Supervisor field in the Related Positions region if the
position is supervised by the holder of a specified position
rather than a named person.
Select the Replacement Required field if you want users to be
warned that they should enter the name of a replacement when
they enter an absence for a holder of this position. You might
do this for positions where it is essential that a person is in
charge at all times.
Cont..
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.
Cont.. (Define Position/Work terms)
Entering Additional Details
If required, enter comments, a posting description for

recruitment purposes, and any special confidentiality or
security requirements, such as a clearance level.
Cont.. (Define Position/Additional Details)
Cont..
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
your enterprise.
Cont.. (Define Position/Reporting to)
Cont.. (Define Position/Others)
Cont.. (Define Position/ Others/

Position requirements)
Cont.. (Define Position/ Others/ Position

Occupancy)
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.
To create a position hierarchy

Enter a unique name, and check Primary if it is your main reporting hierarchy.
Enter the version number and start date for the hierarchy.
You can copy an existing hierarchy.
Query the top position name into the Position block.
The Holder field displays the name of the employee who holds this position. If
there is more than one holder, this field displays the number of holders. You
can choose the List icon from the toolbar to display the list of holders.
In the Subordinates block, select the immediate subordinates for the top
position.
To add organizations below one of these immediate subordinates, check the
Down check box for the position.
The Position block now displays the position you selected. You can add
subordinates to this position. To return to the previous level, check the Up
check box.
Defining Position Hierarchy
Position Mass Moves

Mass Moves feature is used to reorganize positions, and the people
assigned to them. You can also identify source and target positions for
your mass move.
Ensure you have access to a responsibility linked to the Business Group

within which the mass move will take place.
Check that the source and target organizations for your mass move already
exist in the HRMS database.
Describe Your Mass Move

Identify Your Source Positions
Identify Your Target Positions
Verify the Transfer of Assignments for each Source Position
Verify or Add Valid Grades for each Target Position
Execute the Mass Move
Review the Mass Move
Re-Execute a Mass Move
Position Mass Moves
Creating Position Hierarchy using Hierarchy diagrammer
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.
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
Cont
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
Cont..
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.
This is the sequence in which the grades appear to users in

lists of values.
Consider sequencing each grade at intervals of 10 or more, to
accommodate any future changes to grades.
Enter a unique name for the grade. If there is more than one
segment in the grade name structure, a window opens when
you enter the Name field. You must enter a unique combination
of segments.
Enter a start date early enough to handle any historical

Define a grade
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.
Defining Grade Rates

Set your effective date to a date early enough for any historical
Enter a name for the grade rate and select the units for
measuring it. Save your new rate.
In the Grade Rate Values block, select the grades for which you
want to define rates. For each grade, enter a fixed value or a
minimum, maximum and mid value.
To use this grade rate to validate salary proposals entered in the
Salary Administration window, you must enter a minimum and
maximum value.
To view comparatio values using this grade rate, you must enter
a mid value
Defining Grade rates
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.
Define a pay scale

Enter a unique name for the pay scale.
Enter the Increment Frequency for this pay scale. For
example, if you want to increment the placement of
assignments on the pay scale once each year, enter 1 in the
Number field and select Year in the Per Period field.
The Automatic Increment field shows the date of the last
automatic increment.
Enter the names of the points (or steps) of the scale. The
Point names can be numeric or alphanumeric. Enter them in
ascending order.
Enter a sequence number, in ascending order, for each point.
The sequence determines the progression order for the
incrementing process. Then save the scale again.
Define Pay Scale
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.
Define Scale Rates

Navigation: Work Structures-->Grades-->Point Values
Grade Scale
Using grade scales, you can associate each grade with several
points on a pay scale, and enter compensation values for these
points.
Relating Grades to Progression

Points
To
create a grade scale : Navigation: WS-->Grades-->Grade Steps & Points
Maintaining and Reporting on Grade Step

Placements
1. Increment Grade Step Placements
2. Run the Current and Projected Progression
Points Values Report
3. Run the Employee Increment Results
Report
Increment Progression Points

process
Navigate to the Submit Requests window.
Select the Increment Progression Points in the Name field.
Enter the Parameters field to open the Parameters window.

Enter the name of the pay scale.
Enter the date on which the increment becomes effective.
Enter values for some or all of the segments of your People

Group
flexfield, if required. This restricts the assignments
incremented by the process to those in the group matching
the values you enter
Increment Progression Points

process
Current and Projected Progression

Points Values Report
1. Select Current and Projected Progression Points
Values Report in the Name field.
2. Enter the Parameters field to open the Parameters
window.
3. Select a Pay Scale and enter the date on which the
increment would become effective.
4. Restrict the scope of the report, if required, by

selecting an organization, a group and/or a rate.
5. Choose the Submit button.
Employee Increment Results

Report
1. Select Employee Increment Results Report in the Name
field.
2. Enter the Parameters field to open the Parameters
window.
3. Select a pay scale and the increment process run for
which you want to see the results.
4. Restrict the scope of the report, if required, by selecting

an organization, a group and/or a rate.
5. Choose the Submit button
Employee Management Overview

Using the Oracle HRMS employee management
approach you can organize your employees exactly
as you want. You can record and manage
information for different groups of people, as
required. You can also enter, track, inquire and
report on people on a day to day basis.
Employee Management Setup

Define Person Types
Define Assignment Statuses
Set Up Special Information
Enable Special Information Types
Managing Personal Information

Basics
Find a Person Using the Find Person Window
Enter a New Person
Delete a Person from the System
Run the Full Personal Details Report Set
Contacts
Enter Addresses
Add Telephone Information
Enter Communication Delivery Methods
Enter Next of Kin and Other Contacts
Contd..
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
Cont..
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.
Cont..
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
Define Person Types

You can define your own names to identify the 'types' of
people in your system. These include all types of employees,
applicants and contacts, as well as current and 'ex-' types.
Cont..
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.
Find a Person Using the Find Person

Window
Find a Person Using the Find Person

Window
Enter a New Person
Address
Special Information
Contact Information
Event For a Person
Phone Numbers
Absence Information
Application
Extra Person Information Type
Competence Profile
Qualification
Work Choices
Schools & Colleges Attended
End Employment
End Application
Contracts
Assignment
Salary Administration
Performance
Element Entries
Entry Values
Statutory Details/ Tax Information
Career and Succession

Management Overview
In Oracle HRMS career and succession
management functionality is built upon the
principles of performance management and the
competence approach.
The highly configurable framework of Oracle
HRMS enables you to define all the components
of a performance management system to meet
the needs of your enterprise. You can define
competencies, behavioral descriptions, multiple
types of appraisal and competence evaluation,
performance ratings and career and succession
plans.
Cont..
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
your competencies using ValueSourcing
generalAdvantage
rating scales,proficiency levels, or a
mixture of the two.
Cont..
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.
Developing Competence Approach

Step 1: Develop Competencies : You can have a combination of both
simple and complex competencies.
Create a Rating Scale
Create a Competence
Query a Competence
Group Competencies into Types
Cont..
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
Cont..
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
Evaluations And Appraisals

Create an Assessment Template
Delete or Change an Assessment Template
Create an Appraisal Template

Change an Appraisal Template
Career Paths and Succession Planning
Define Career Paths

Model Career and Succession Plans Based on Jobs
Model Career and Succession Plans Based on

Positions
Enter Work Choices for a Person
Enter Work Choices for a Job or Position
Create a Rating Scale

Enter a name and description for the rating scale, for example, Expertise.
Select the type of rating scale to create, for example, performance,
proficiency or weighting.
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.
Rating Scale
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 .
If you want to measure the competence against specific

proficiency levels, go to Proficiency Levels.
Create Competencies
Levels

Use the Competence Profile window to create and update a personal
competence profile.
When you open this window, you will see all competencies, past and present,
held by the person. If you want to see only current competencies and
proficiency levels, check the Current Competencies box.
Select the first competence this person possesses.
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.
Cont..
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.
Create Competence Profile

Navigation: People-->Enter&Main-->others-->Competence Profile
Group Competencies into Types

Use the Competence Types window to perform this
Competence types must have been defined using the Lookup type
COMPETENCE_TYPE.
Query the competence type under which you want to group
competencies.
Select the first competence to group within the competence type.

Continue to enter competencies to group within the competence
type, then save your work.
Competence Types
Define Competence Requirements - Core or Generic

Competencies
Use the Competence Requirements window to define your
competence requirements with core or generic competencies.
Select the Business Group for which you want to create

competence requirements.
Choose the Find button. Oracle Human Resources retrieves
competencies if you have previously defined them as required
for the Business Group, otherwise it retrieves nothing.
Choose Clear Record after you have looked at the existing
competencies.
You can now do the following:
Create Competence Requirements for the Business Group
Copy Existing Core Competencies to an Organization, Job or
Position
Define Competence Requirements
Define Competence Requirements - No Core

Competencies
Use the Competence Requirements window to define your competence
requirements with no core or generic competencies.
Select the organization or job for which you want to create competence
requirements. If you are creating competence requirements for a position, you
must also select the organization and job to which the position belongs.
Select the first competence.
Select the highest and lowest proficiency levels at which the competence is
acceptable, if required.
If you are going to copy these requirements to other organizations, jobs or
positions, you can choose not to copy these proficiency levels over.
Check the Essential check box if the competence is essential, otherwise, leave the
box unchecked.
Select the grade (for a job or position only), if required.
Enter the dates between which the competence is valid. You must enter a From
date but you can leave the To date blank.
Continue to add further competencies for the organization, job or position, if
required.
Define Competence Requirements
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.
Cont..
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
Changing the proficiency levels

Checking or unchecking the Required check box
Entering a grade (for a job or position only)
Changing the dates between which the competence is valid
Copy Competencies
View Competence Requirements at Organization, Job

or Position Level
Use the Competence Requirements window to view

competencies required at organization, job or position level.
Select the Business Group, organization, job or position for

which you want to view competencies,
Choose the Find button.
Create Qualification Types

Use the Qualification Types window to create the qualifications that
are recognized by your enterprise.
Before you start this task, you must define generic qualification types
as values for the Lookup Type PER_CATEGORIES.
Enter the name of the qualification, for example, a Masters degree.

Select the type of qualification, for example, educational, honorary.
If required, rank the qualification, for example, 1 for a Masters degree.
Continue to enter and rank qualifications, then save your changes.
Create Qualification Type

Use the Schools and Colleges window to enter the establishments
that deliver the qualifications recognized by your enterprise.
Enter the name of the establishment.
Enter the name of the location.
Continue to enter establishments, then save your changes.

You can tailor the actual layout of the evaluation page to meet the needs
of your enterprise. For example, you can identify:
The type of evaluation you are performing, for example, performance
or proficiency.
The competence types and competencies against which to evaluate,
and the sequence in which you want them to appear.
The instructions to be displayed to the evaluator(s) or approver(s).
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.
Cont..
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.
Enter the dates between which the assessment template is valid.

You must enter a From date but you can leave the Until date blank.
Select the type of assessment template you are creating, for
example, proficiency with weighting applied.
If you are setting up proficiency-based assessment templates,
Oracle HRMS recognizes that you previously identified proficiency
levels or a rating scale, and the Performance Scale fields are grayed
out.
If you are setting up performance-based assessment templates, you
need to indicate the performance scale to use in the assessment.
Cont..
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.
Selecting Your Competence Types and

Competencies
Click the Competencies button to select the competence types and
competencies to include in the assessment.
Query all competence types and competencies for you to select from.
With the first competence type displayed in the Competence Type field,
scroll through them until the first competence type you want to include
appears, then click the Used box.
You can also indicate the sequence in which you want the competence
type to appear on the assessment in the Sequence field. (If you do not
sequence the competence types, they appear on the assessment Web page
in the order they appear here).
Continue to scroll through the competence types, indicating the sequence
in which you want the competence type to appear until you have selected
all the ones you want to include.
Check the Saved Competence Types Only box to retrieve in future only the
competence types you are using.
Cont..
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

Use the Appraisal Template window to create or
change an appraisal template.
You can enter the following Lookups for appraisals:
Define appraisal statuses as values for the Lookup
Type APPRAISAL_ASSESSMENT_STATUS.
Define appraisal types as values for the Lookup Type
APPRAISAL_TYPE.
If you do not want to use appraisal statuses or types in
the appraisal, do not enter values for these Lookups.
Users can ignore these fields on the appraisal web
page.
Cont..
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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Agenda

Over view of HRMS

Human Resources and Payroll

Oracle Human Resources (HR) is a proactive management solution that

Key Areas In HRMS

Key Features in HRMS

Managing Work Structure Information

Organisation Management Overview

Setting Up Locations and Organizations

Global locations: These are available in all Business

Similarly, you enter the addresses of external organizations

Organisation types &

Setting Up & Create Organization

Creating New Organisation

Setup Business Group

Business Group Information

Key flexfields enable you to enter information about the

Business Group Information

Organization change and version control: Changing your hierarchy to

Chart Showing Primary Reporting

To set up a new organization hierarchy

Setting Up Organization Hierarchy

Dated Versions of Hierarchies

Changing your hierarchies to reflect simple changes in

Setting Up System Profile Values For using

Other Important System Profile

Key Flex Fields In HRMS

Setting Up Key Flexfields in HRMS

Jobs and Positions

Creating Job Groups

Creating Job Groups

to represent a number of jobs in reports such as salary surveys.

Job Flex Field

Entering Evaluation Information

Entering Evaluation Information

Entering Evaluation Information

Job And Position Requirements (Special Information Type)

Job And Position Requirements (Special Information Type)

Entering Valid Grades for Jobs and Positions

Entering Valid Grades for Jobs and

Work Choices For Jobs & Positions

Select the countries to which the jobholder might be relocated.

Mapping Salary Survey Lines

Mapping Salary Survey Lines

define a career path based on job progression

Career Paths for the Defined Jobs

Mapping Career Path

Single Incumbent, meaning that only one employee is allowed to

Position flex Field

Entering Hiring Information

Proposed Entry Salary

Cont.. (Define Position/Hiring Information)

Entering Work Terms

Cont.. (Define Position/Work terms)

Entering Additional Details

If required, enter comments, a posting description for

Cont.. (Define Position/Additional Details)

Cont.. (Define Position/Reporting to)

Cont.. (Define Position/Others)

Cont.. (Define Position/ Others/

Cont.. (Define Position/ Others/ Position

To create a position hierarchy

Defining Position Hierarchy