Oracle HCM Cloud Whats New For R8

Oracle Human Capital
Management Cloud
What's New in Release 8
21 February 2014
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TABLE OF CONTENTS
OVERVIEW ............................................................................................................................................................. 3
RELEASE FEATURE SUMMARY ................................................................................................................................ 4
HCM COMMON FEATURES ................................................................................................................................... 13
ABSENCE MANAGEMENT ..................................................................................................................................... 40
BENEFITS .............................................................................................................................................................. 44
COMPENSATION .................................................................................................................................................. 52
CONFIGURATION WORKBENCH ........................................................................................................................... 62
GLOBAL HUMAN RESOURCES .............................................................................................................................. 63
GLOBAL PAYROLL ................................................................................................................................................. 78
GLOBAL PAYROLL INTERFACE ............................................................................................................................... 85
GOAL MANAGEMENT .......................................................................................................................................... 89
NETWORK AT WORK ............................................................................................................................................ 97
PERFORMANCE MANAGEMENT ......................................................................................................................... 101
PROFILE MANAGEMENT .................................................................................................................................... 118
TALENT REVIEW AND SUCCESSION MANAGEMENT ........................................................................................... 124
TIME AND LABOR ............................................................................................................................................... 135
WORKFORCE MANAGEMENT ............................................................................................................................. 145
WORKFORCE MODELING ................................................................................................................................... 148
WORKFORCE REPUTATION MANAGEMENT ....................................................................................................... 156
COUNTRY EXTENSIONS ...................................................................................................................................... 158
POST-UPGRADE CONSIDERATION ...................................................................................................................... 193
REVISION HISTORY ............................................................................................................................................. 194

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OVERVIEW
This guide outlines the information you need to know about new or improved functionality in Oracle
Human Capital Management (HCM) Cloud Release 8. Each section includes a brief description of the
feature, the steps you need to take to enable or begin using the feature, any tips or considerations that
you should keep in mind, and the resources available to help you.
ADDITIONAL HELP AND DOCUMENTATION
Each section of this guide mentions additional resources. These resources are available on the following
sites:
Applications Help:
In your application, view help for the current page or section by clicking the Help
button, if there is one. To reveal the Help buttons on the page, click the Show Help
button in the global area.
In your application, go to the Help home page by selecting Applications Help in the
Settings and Actions menu in the global area.
If you arent using the application, you can search for help at
https://fusionhelp.oracle.com.
Documentation Library: To find user and implementation guides, go to docs.oracle.com/cloud
and click the Human Capital Management link.
My Oracle Support:
To find HCM-specific white papers that contain the latest product or more technical
information, go to the All White Papers for Fusion Applications HCM support note. (Doc
ID 1504483.1).
To find other resources available to customers with a support contract, go to
support.oracle.com.
GIVE US FEEDBACK
We welcome your comments and suggestions to improve the content. Please send us your feedback at
oracle_fusion_applications_help_ww_grp@oracle.com.

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RELEASE FEATURE SUMMARY
Some of the new Release 8 features are automatically visible to users after the upgrade and some
require action from the user, the company administrator, or Oracle. The table below offers a quick view
of the actions required to enable each of the Release 8 features. The categories used in this table are as
follows:
Automatically Available: No action is required to use the new feature. If setup is required to use
some optional aspects of the new feature, the setup is described in the Steps to Enable section.
End User Action Required: End user action is required to take advantage of the new feature. For
example, users may have to add attributes to existing data.
Administrator Action Required: Administrator action is required to take advantage of the new
feature. For example, administrators may have to perform some setup or configuration to
benefit from the changes.
Oracle Service Request Required: Administrator must raise an Oracle service request to ask
Oracle to perform an action that is required for the feature.
Action Required to Enable Feature
Feature
Automatically
Available
End User
Action
Required
Administrator
Action
Required
Oracle Service
Request
Required
HCM Common Features
HCM Extracts Enhancements
User Friendly Terminology
Extracts Management Using Logical Steps in
New Simplified Interface

Lookups Link to Parameters More Easily
While Creating Extracts

Quickly Find Database Items in a Hierarchy
Simplified Extracts User Interface With Drag
and Drop

Fast Formulas Compile Asynchronously
Relevant Fields Grouped Together
New Extracts Management Landing Page
Database Item Generation for Customer-
Defined Flexfields

New Modes for Changes-Only Extract Runs
Extracts Recursive Scheduling
Oracle Transactional Business Intelligence
(OTBI) Enhancements

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Feature
Automatically
Available
End User
Action
Required
Administrator
Action
Required
Oracle Service
Request
Required
New Subject Areas
Changes to Subject Areas
Extensible Flexfields (EFFs)
Oracle Business Intelligence Enterprise
Edition: Sort Presentation Folders

Edition: Tree Map View

Edition: Delayed Dashboard Execution

Edition: Radio Button Dashboard Prompt

Common Payroll Enhancements
Personal Payment Method Enhancements
Payroll Product Usage by Legislation
Database Item Generation for Flexfields
Automated Submission of Reports and
Processes

Batch Loader Support for Additional
Objects

Data Loading From a File
Real-Time Reporting on Element Entries
and Worker Payroll

Absence Management
Absence Management Setup Framework See Absence Management section for details
Configurable Approval Management See Absence Management section for details
Role-Based Work Areas for Absence
Management
See Absence Management section for details
Benefits

Plan Configuration Copy
Flex Credits
New Reminder Messages on Self-Service
Enrollment

Integrated Microsoft Excel Workbook for
6

Feature
Automatically
Available
End User
Action
Required
Administrator
Action
Required
Oracle Service
Request
Required
Variable Rate Data Upload and Association to
Standard Rates
Standard Rates Duplication
Compensation
Delivered Eligible Salary Proration Fast Formula
Workforce Compensation Approval Analytics
Enhancements

Workforce Compensation Promotion Analytics
Enhancements

Workforce Compensation Enhancements
Third-Party Recruitment Integration with
Individual Compensation Plans and Base Pay

Compensation Surveys
Configuration Workbench
Dynamic Hierarchy Viewer
Global Human Resources
Add Pending Worker User Interface Changes
Interactive Convert Pending Worker Process
Mass Assignment Changes
Manage Person Name Styles
Portrait Employment Card
Primary Contact Flag
Portrait Card Display Enhancements
Vacancies and Requisitions in Organization
Chart

Employment Processes in Three-Tier Model
Enhancements

Line Manager Handling Enhancements
Department Extensible Flexfields in Portrait
Read-Only Improvements for Manage Person,
Manage Employment, and Checklists

Worker and Line Manager Assigned As
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Feature
Automatically
Available
End User
Action
Required
Administrator
Action
Required
Oracle Service
Request
Required
Performers
Uniquely Identify an Allocated Checklist
Performer Changes Allowed when the Task is
Yet To Be Submitted

Unified Notification to Performer and Owner
Exception Scenario Support for Invalid
Performers

HCM Taleo Recruiting Cloud Service
Integration

Global Payroll
Mobile Payslip
Net-to-Gross Processing
Third-Party Payment Enhancements
Country Selection for Implementation
Global Payroll Interface
New Report and Enhancements
Goal Management
Approval Enhancements
Matrix Management Enabled for Goals
Completed Goals Editing
Extensibility Uptake for the Add Goals Dialog
Database Items for Fast Formula
Spreadsheet Loader Enhancements
Mass Assign Goals Enhancements
Goal Plan Management Enhancements
Goal Assignment Scheduled Processes

Network at Work
Oracle Social Network Follow Action Integration
Worker Profile Updates Published to Oracle
Social Network Person Wall

8

Feature
Automatically
Available
End User
Action
Required
Administrator
Action
Required
Oracle Service
Request
Required
Network at Work Setup Enhancements
Social Feature Deprecation
Performance Management
Task Management Enhancements
Bulk Processing of Administrative Tasks
Approval Enhancements
New Database Items
Enhancements

New Audit Features
Profile Management
Simplified UI to View Skills and Qualifications
Data

Audit Enablement
Manage Talent Profile Task Added to the Person
Management Work Area

Talent Profile Summary Enhancements
Highest Education Level Content Type
Taleo Recruiting Cloud Service Integration with
Profile Management

Profile Management Setup Tasks - Alternate
Navigation

Writing Assistant
Talent Review and Succession Management
Succession-related Data in the Simplified UI
Succession Plan and Talent Review
Management from the Organization Chart

Streamlined Succession Plan Creation
Succession Plan Access Controls
Succession Plan Reporting
Talent Pool Collaboration
9

Feature
Automatically
Available
End User
Action
Required
Administrator
Action
Required
Oracle Service
Request
Required
Succession Planning Data Audits
Experience and Qualifications Content Editing
Support from Talent Details Dialog

Optimized Names Display on the Talent Review
Dashboard

Review Action Plan Page Enhancements
Time and Labor
Calendar-Based Time Entry
Configurable Time Card Entry
Delivered Validations
Real Time Configurable Rules
Configurable Time Card Approval Rules
Time Transfer
Managing Project Time Entries with Project
Costing

Payment of Time Entries with Global Payroll
Shared Time Entry with Absence Management
Workforce Management
Configurable Application Interface
Simplified Calendar Interface
Business Process and Transactions Perform
Without Interruptions

Common User Interfaces
Workforce Modeling
Workforce Modeling Work Area
Model Management
Hierarchy Modeling
Vacancy Opening Modeling
Impact Analysis
Model Approval
Workforce Reputation Management
10

Feature
Automatically
Available
End User
Action
Required
Administrator
Action
Required
Oracle Service
Request
Required
Profile Locations Viewer to Search and
Review Skills

New Social Connector for XING
Country Extensions
Australia
Automatic Calculation Card Creation for
New Hire

Payment Methods
China
Payroll Data Interface Report for State-
Owned Enterprises

Bulk Upload Personal Deduction
Information

Automatic Deduction Card Association with
Tax Reporting Unit and Term for New Hire

France
Legal Reporting: Disability Report
Legal Reporting: Manpower Movement
Report

Germany
Hong Kong
New Hire

Payment Method
India
New Hire

Payment Method
Kuwait
Termination

Payroll Reporting: Payslip
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Feature
Automatically
Available
End User
Action
Required
Administrator
Action
Required
Oracle Service
Request
Required
Statutory Reporting: Report 55 Detailed
Salary Statement

Statutory Reporting: Report 168 Monthly
Movements

Netherlands
New Hire

Saudi Arabia
Termination

Statutory Reporting: GOSI Form 4
Singapore
New Hire

Switzerland
Organization Data Capture
Person and Employment Template
United Arab Emirates
Statutory Reporting: Form 6 - Insured
Details - Private Sector

Statutory Reporting: Form 7 - Monthly
Movements

United Kingdom
New Hire

Legislative/Budget Changes
United States
Third-Party Quarterly Tax Filing
End-of-Year Payroll Results Archive
Check Payment Generation
Electronic Funds Transfer Verification
Report

12

Feature
Automatically
Available
End User
Action
Required
Administrator
Action
Required
Oracle Service
Request
Required
PA Act 32 Tax Calculations
HR Legislative Reports Field Data Capture
US Wage Basis Rules
W-4 Data Entry for Federal and States that
Follow Federal

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HCM COMMON FEATURES
The following HCM common features include enhancements for Release 8:
HCM Extracts
Payroll
HCM EXTRACTS ENHANCEMENTS
Use HCM Extracts for archiving, reporting, and as an outbound interfacing tool. The Data Exchange work
area allows you to perform tasks related to inbound and outbound interfaces, which allows exchange of
data between different HR systems. Inbound data exchanges are accomplished through loaders and
outbound data exchanges are accomplished using extracts.
USER FRIENDLY TERMINOLOGY
With this release, new business-user friendly terminology is being introduced for some of the
extract components. For example, block is now called data group, data element is now called
attribute, and block link is now called data group connection. These improvements enable
business users to more easily understand the extract components and their usage.
EXTRACTS MANAGEMENT USING LOGICAL STEPS IN NEW SIMPLIFIED INTERFACE
Use the new simplified user interface to manage extracts using the following steps:
1. Define: Create the extract name and its parameters.
2. Design: Design the extract structure using data groups (blocks), records, attributes (data
elements), data group connections (block links), and filter criteria. Easily manage and
validate data group and attribute connections.
3. Deliver: Define the delivery options.
4. Validate: Export the XML schema definition file to use when you define BI Publisher
template and report, and compile the fast formula asynchronously.
The simplified user interface logically groups the various stages of the extract definition to help
you move through the definition in a guided manner.
The previous desktop user interface still exists and you can create or maintain an extract using
either user interface. Whether you create an extract using the professional user interface or the
simplified user interface, you can manage that extract in either interface. You have the ability to
switch between the simplified and the desktop user interface without the need to migrate data
or perform any additional steps. Using the simplified user interface, you can manually create
data group (block), record, attributes (data elements).
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You can use the simplified user interface for simple to medium complexity extracts, and use the
desktop user interface for any type of complexity.
The following screen capture illustrates the new simplified user interface. The four icons at the
top of the page depict the four logical steps:

STEPS TO ENABLE
There are no steps necessary to enable this feature.
LOOKUPS LINK TO PARAMETERS MORE EASILY WHILE CREATING EXTRACTS
You can now link lookups to parameters when you create an extract. You no longer have to
access separate pages and steps to link lookups to parameters.
Earlier you had to make this linkage in the Refine HCM Extracts page while now this step can be
performed in the extracts page itself.
STEPS TO ENABLE

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QUICKLY FIND DATABASE ITEMS IN A HIERARCHY
You can find key database items (DBIs) quickly using the HCM Data Objects tree. It displays the
key DBIs based on the selected extract type and organizes them into a hierarchy for easy
viewing and searching. DBIs are grouped into folders such as Worker, Person, Contacts, and
Assignment, which makes it easier for you to identify or select the required DBI.
You can access and search for DBIs that are not available in the HCM Data Objects hierarchy
using the Extracts Attributes section.
STEPS TO ENABLE
SIMPLIFIED EXTRACTS USER INTERFACE WITH DRAG AND DROP
The new, simplified Extracts user interface allows for a bottom-up approach, rather than a top-
down approach. You can drag and drop DBIs from the HCM Data Objects tree to the extract
definition to automatically create the necessary data group, record and data group connection.
The application automatically connects DBIs that commonly exist in both data groups. You can
review these connections that are created automatically and make changes, if required.

16

The following screen capture illustrates the new drag and drop area and the HCM Data Objects
tree:

If you require additional DBIs that are not listed in the hierarchy, double-click on the record and
search in the Extract Attributes section. After identifying the required DBIs, you can proceed to
design the remaining structure of the extract.
STEPS TO ENABLE
FAST FORMULAS COMPILE ASYNCHRONOUSLY
You can now generate and compile fast formulas while performing other tasks at the same time.
Previously you could not perform other actions while the formula was compiling.
STEPS TO ENABLE
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RELEVANT FIELDS GROUPED TOGETHER
You can view the fields that are relevant to your needs by navigating to the relevant category.
Use the basic category for all mandatory or frequently used fields and use the advanced
category for all non-mandatory or non-frequently used fields located in the properties section.
STEPS TO ENABLE
NEW EXTRACTS MANAGEMENT LANDING PAGE
You can use the new landing page to view search results in a more visual format, rather than the
traditional table representation. You can access more information with additional details and
links, and preview the extract hierarchy without navigating away from the page.
STEPS TO ENABLE
DATABASE ITEM GENERATION FOR CUSTOMER-DEFINED FLEXFIELDS
See: Common Payroll Features, Database Items for Flexfields.
NEW MODES FOR CHANGES-ONLY EXTRACT RUNS
You can use the Changes Only option to generate the following changed values in an extract:
Changed values only (ATTRIBUTE mode: Incremental data-new, marked values)
Changed values and its previous values (ATTRIB_OLD mode: Incremental data-new, old,
and marked values)
Changed values and previous values and any parent data group details (BLOCK_OLD
mode: Incremental data-new, old, marked, and parent data group values)
STEPS TO ENABLE
EXTRACTS RECURSIVE SCHEDULING
See Common Payroll Features, Automated Submission of Reports and Processes

18

ORACLE TRANSACTIONAL BUSINESS INTELLIGENCE (OTBI) ENHANCEMENTS
Oracle Transactional Business Intelligence (OTBI) is a real time, self service reporting solution offered to
all Oracle Fusion application users to create ad hoc reports and analyze them for daily decision-making.
OTBI provides HR, business executives, and line managers the critical workforce information to analyze
workforce costs, staffing, compensation, performance, talent, succession plans, and worker benefits.
NEW SUBJECT AREAS
The following subject areas have been added to Oracle Transactional Business Intelligence for
Release 8:
Payroll Element Entries Real Time Subject Area. The Payroll Element Entries Real Time
subject area supports reporting on worker element entries related to compensation, benefits,
and tax details for earnings and deductions. An element may represent a compensation or
benefit type, such as salary, wages, stock purchase plans, pension contributions, and medical
insurance.
Workforce Management Documents of Record Subject Area. The Workforce Management
Documents of Record subject area supports reporting on worker personal documents,
document issuance, and status details.
Workforce Succession Management Incumbent Plans Real Time. The Workforce Succession
Management Incumbent Plans Real Time subject area supports reporting on incumbents
named in incumbent succession plans, even if the incumbent is no longer employed. Incumbent
dimensions such as worker, job, department, potential, risk of loss, work requirements, career
preferences, additional profile content including custom profile content, as well as succession
plan details and plan owners are provided in this subject area.
Workforce Succession Management Job Plans Real Time. The Workforce Succession
Management Job Plans Real Time subject area supports reporting on incumbents in jobs
specified in job succession plans. Incumbent dimensions such as worker, job, department, as
well as succession plan details and plan owners are provided in this subject area.
Workforce Succession Management Plan Candidates Real Time. The Workforce Succession
Management Plan Candidates Real Time subject area supports reporting on candidates in all
succession plans of any type. Candidate details such as person, job, department, candidate
readiness, potential, risk of loss, work requirements, career preferences, succession plan details
and plan owners, and additional profile content including custom profile content are provided in
this subject area.
Workforce Management Absence Real Time. The Workforce Management Absence Real
Time subject area supports reporting for Absence Management. This subject area replaces the
existing Absence subject area that is linked to the Absence functionality in Global Human
19

Resources. This subject area supports the reporting on worker absences, absence notification,
and approval.
STEPS TO ENABLE
There are no steps necessary to enable these features.
CHANGES TO SUBJECT AREAS
The following changes were made to existing subject areas:
New Position Hierarchy. The Position hierarchy dimension has been added to the HCM subject
areas. This dimension supports reporting based on the position hierarchy. The subject areas that
have the Position dimension have been enhanced to add the Position Hierarchy.
Performance 360 Feedback and Rating Comments. The Performance Rating Real time subject
area was enhanced to add the following dimensions:
Performance Document Participant
Document and Rating Details
Questionnaire Question
This enhancement allows analysis on the ratings, rating comments, and questionnaire feedback
provided by the worker, manager and additional participants. Participants who did not provide
feedback can be included in the analysis.
Worker Payroll dimension. The Worker Payroll dimension allows reporting such as worker
payroll, payroll frequency, start and end dates. The Worker Payroll dimension is available in the
following subject areas:
Worker Assignment Real Time
Worker Assignment Event Real Time
Work Relationship Real Time
Employment Contract Real Time
All Profile Content in Talent Review. The All Profile Content dimension was added to the Talent
Review Meeting Real Time subject area. It contains profile data for any content in the
reviewees person profile, including custom content. A report designer would use the person
profile type definition to interpret the dimension attributes and build analysis on profile data for
the reviewee.
Synchronize Common HR Dimensions. The following common HR dimensions are now available
across all HCM subject areas except Person Real Time. These additions add more flexibility in
constructing queries that span more than one subject area.
Time
20

Business Unit
Assignment Manager
Job
Department
Grade
Position
Worker Location
Worker Legislation
The Worker dimension was added to all HCM subject areas, including the Person Real Time
subject area.
The Legal Employer dimension was added to all HCM subject areas except:
Person Real Time
Workforce Goals Goal Alignments Real Time
Workforce Goals Goal Tasks Real Time
Workforce Goals Target Outcomes Real Time
Workforce Performance Performance Task Status Real Time
Workforce Succession Management Incumbent Plans Real Time
Workforce Succession Management Job Plans Real Time
Workforce Succession Management Plan Candidates Real Time
Workforce Talent Review Talent Review meeting Real Time
Person Real Time Worker dimension. The Workforce Management Person Real Time
subject area has been enhanced to include the Worker dimension. This enhancement allows the
Person Real Time subject area to join with the other HCM subject areas using the Worker
dimension.
Expanded Worker Dimension - Additional Assignment Attributes. The Worker dimension has
been enhanced to add additional Assignment attributes as below. This expanded worker
dimension is available across all HCM subject areas.
Assignment Name
Assignment Number
Retirement Age
Retirement Date
Assignment Status Type
Assignment Type
Assignment Start Date
Assignment End Date
System Person Type
Employee Category
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Employment Category
Primary Assignment Flag
Manager ID
Last Updated Date to Goal Status. The Last Updated Date attribute has been added to the Goal
Status Overview subject area. This attribute helps to report on the date on which the goal status
was changed, or the actual and target completion dates were modified etc.
Eligibility attribute in Workforce Performance. A new Eligibility attribute was added to the
Workforce Performance subject areas:
Performance Document Status Real Time
Performance Rating Distribution Real Time
Performance Rating Real Time
Performance Task Status Real Time
The Eligibility attribute allows the users to report or filter the results by the eligibility status of
the performance document for the employee.
STEPS TO ENABLE
KEY RESOURCES
For more information about subject areas, see the Oracle Transactional Business Intelligence
Users Guide.
EXTENSIBLE FLEXFIELDS (EFFS)
In addition to the available descriptive flexfields that are enabled for use with BI, several
extensible flexfields have been enabled for use with BI. The following EFFs related to job,
location, position, and person are available to be extended to OTBI:
PER_ASSIGNMENT_EIT_EFF
PER_JOBS_EIT_EFF
PER_JOBS_LEG_EFF
PER_LOCATION_INFORMATION_EFF
PER_LOCATION_LEG_EFF
PER_ORGANIZATION_INFORMATION_EFF
PER_PERSON_EIT_EFF
PER_POSITIONS_EIT_EFF
PER_POSITIONS_LEG_EFF
PAY_ELEMENT_INFORMATION_EFF
22

STEPS TO ENABLE
To be able to view extensible flexfields in BI, you must perform the following tasks:
Enable the EFF for use with BI
Run the Import Oracle Fusion Data Extensions for Transactional Business Intelligence
process
To enable the EFF for use with BI:
1. From the Navigator, select Setup and Maintenance.
2. Locate the All Tasks tab, and enter Manage Extensible Flexfields in the Name field.
3. In the row for the Manage Extensible Flexfields task, click Go to Task.
4. On the Manage Extensible Flexfields page, enter the code for the EFF that you want to
enable for BI in the Code field.
5. Select the row for the EFF and click the Edit button.
6. Select the desired EFF and click Edit to navigate to open the Edit Extensible Flexfield
page.
7. Select the desired category. The category contexts are populated automatically.
8. Click Manage Contexts to open the Manage Contexts page.
9. Search for the desired context and click Edit to open the Edit Context page.
10. Select the desired segment and click Edit to navigate to open the Edit Segment page
11. The BI enabled flag is at the bottom of the Edit Segment page. Make sure the BI Enabled
check box is checked to enable the segment for BI.
12. Click Save.
To run the Import Oracle Fusion Data Extensions for Transactional Business Intelligence process:
1. From the Navigator, select Scheduled Processes.
2. On the Scheduled Processes page, click Schedule New Process.
3. In the Name field in the Schedule New Process window, enter Import Oracle Fusion
Data Extensions for Transactional Business Intelligence.
4. Click OK.
5. In the process details window, select how you want to run the process, and click Submit.
6. After the process completes, you will be able to see the extensible flexfield in the
subject area to which the extensible flexfield belongs.
TIPS AND CONSIDERATIONS
After enabling the extensible flexfield for use with BI, ensure that this flexfield already contains
data.

23

KEY RESOURCES
For more information about flexfields and Oracle Transactional Business Intelligence, see the
Oracle Fusion Transactional Business Intelligence Users Guide.
ORACLE BUSINESS INTELLIGENCE ENTERPRISE EDITION: SORT PRESENTATION FOLDERS
A new option is available in the Answers Editor to sort the Presentation Folders in the subject
areas. Valid options for user preference are ascending, descending, and the default out of the
box order. Saved order can also be defined in a new option in My Account -> Preferences as the
default subject area sort order.
The following screen captures illustrate this feature:

STEPS TO ENABLE
ORACLE BUSINESS INTELLIGENCE ENTERPRISE EDITION: TREE MAP VIEW
A new Tree Map view type is available in Answers. The tree map displays hierarchical (tree-
structured) data as a set of nested rectangles. It correlates data patterns with color and size.
24

This will help you easily spot patterns in limited space. Hovering around the boxes representing
the grouping will display the respective measure values.
The following screen capture illustrates this feature:

STEPS TO ENABLE
ORACLE BUSINESS INTELLIGENCE ENTERPRISE EDITION: DELAYED DASHBOARD
EXECUTION
A new option to defer the display of the dashboard is provided. The Prompt before opening
check box is provided at the page levels of the dashboard. If this option is selected for the
dashboard page, a message is displayed on the page prompting you to continue with running
and display of reports or not. You can either continue to run the report or cancel the running of
the reports.

25

The following screen capture illustrates this feature:

The following message appears before the dashboard displays: Opening this dashboard page
may take a while. Click Continue if you want to open this page.
STEPS TO ENABLE
ORACLE BUSINESS INTELLIGENCE ENTERPRISE EDITION: RADIO BUTTON DASHBOARD
PROMPT
Dashboard prompt type Radio Buttons orientation can now be configured. A new Dashboard
prompt type, Radio Buttons Layout, is available to specify radio button orientation, Vertical or
Horizontal.

26

The following screen captures illustrate this feature:

Vertical alignment of radio buttons:

Horizontal alignment of radio buttons:

27

STEPS TO ENABLE

COMMON PAYROLL ENHANCEMENTS
This section describes new features that are relevant to all customers who use payroll features such as
elements, formulas, payroll definitions, and database items, even if you dont use Global Payroll.
PERSONAL PAYMENT METHOD ENHANCEMENTS
On the simplified Manage Payment Methods page, employees can now easily manage their
payroll payment details to indicate how to distribute their pay.
They can define the amount or percentage of payments to be paid by each payment method.
If they have specified multiple bank accounts, they can easily swap the order to prioritize
payments to a specific account.
They can indicate the default payment method for any remaining payroll payments not
allocated to a specific bank account by assigning the lowest processing order to that method.
They can now delete any payment records that they no longer need, such as bank accounts that
they have closed.
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In this example, the first $200 of salary payments are paid to the savings bank account. Any
remaining payroll payments are paid to the joint bank account.
STEPS TO ENABLE
To enable users to manage their personal payment methods, the security manager must
regenerate data roles to update the data security profiles. Repeat these steps for each data
role that inherits the Employee abstract role.
To regenerate a data role:
1. In the Setup and Maintenance work area, search for the Manage Data Role and
Security Profiles task and click Go to Task.
2. Search for the role to be regenerated.
3. In the search results, select the role and click Edit.
4. Click Next.
5. On the Assign Data Role: Security Criteria page, click Review.
6. On the Assign Data Role: Review page, click Submit.
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PAYROLL PRODUCT USAGE BY LEGISLATION
Administrators can use the Manage Payroll Product Usage task to select the correct payroll
product for each legislation, which ensures that payroll-related features work correctly. This
task replaces the Payroll License action parameter, which was maintained on the Manage
Payroll Process Configuration page in earlier releases.
IMPORTANT: You must set the payroll product usage before you create elements for the
legislation to ensure that the correct element templates are used. In some countries, such
as the US, you must also set the payroll product usage before you hire employees to ensure
that the appropriate statutory deduction (withholding) cards are created.
STEPS TO ENABLE
During the upgrade, the payroll product usage is set automatically based on other
information, including:
The setting of the Payroll License action parameter, which in previous releases you
set on the Manage Payroll Process Configuration page.
The seeded status of each legislation.
The existence of a legislative data group for each legislation.
You can check and update the payroll product usage for your legislations:
1. Search for the Manage Payroll Product Usage task in the Setup and Maintenance
work area.
2. Click Go to Task.
3. In the Selected Payroll Product column:
Select Payroll for any legislation where you are using or planning to use Global
Payroll.
Select Payroll Interface for any legislation where you are using or planning to
use Global Payroll Interface.
Ensure that the setting is blank for any legislation where you arent using either
of these payroll products.
4. Click Save, and then click Done.
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KEY RESOURCES
For more information on the impact of the payroll product usage selection, go to
Applications Help, Payroll Product Usage: Critical Choices topic.
For a worked example of selecting the usages, go to Applications Help, Setting
Payroll Product Usage for Legislations: Worked Example topic.
DATABASE ITEM GENERATION FOR FLEXFIELDS
Users can now generate database items for information held in flexfields. You require
database items to include the flexfield information in:
HCM Extract reports
Business intelligence reports
Formulas
You can configure flexfields to capture any additional information required to meet your
business requirements, such as your payroll costing account details or an employees shirt
size.
31

STEPS TO ENABLE
To enable users to run the Generate Database Items process, the security manager must
regenerate data roles to update the data security profiles. Repeat these steps for each data
role that inherits the Payroll Manager, Payroll Administrator, and Payroll Coordinator job
roles.
1. In the Setup and Maintenance work area, search for the Manage Data Role and
Security Profiles task and click Go to Task.
4. Click Next.
Users can generate database items for registered flexfields by running the Generate
Database Items process from the Submit a Process or Report task in the Payroll Checklists or
Payroll Calculations work area.
Skip the legislative data group parameter so that the process generates database
items for use by any legislative data group.
You can generate database items for all flexfields or for one flexfield.
If you make changes to a flexfields context and segments, resubmit the Generate
Flexfield Database Items process. The process deletes and regenerates the database
items.
32

If you specified a legislative data group when you originally generated the database
items, select the same legislative data group to regenerate the items.
Be sure to recompile any formulas using these database items.
KEY RESOURCES
For more information about flexfields and database items, go to Applications Help,
Generating Flexfield Database Items: Explained topic.
For a worked example of configuring a flexfield and generating database items for
it, go to Applications Help, Generating Flexfield Database Items: Worked Example
topic.
AUTOMATED SUBMISSION OF REPORTS AND PROCESSES
Payroll managers and coordinators can now automate the submission of payroll flows,
including reports and processes. They can schedule a flow to run:
Once, by selecting a date
On a recurring basis, by selecting:
Predefined frequencies such as daily, weekly, or monthly
A user-defined formula, such as one that defines flow scheduling rules to
run on weekdays but not on weekends
Using the Submit a Process or Report task on any of the payroll work areas, users specify
scheduling details on the Schedule page when they submit a flow, report, or extract process.
They can specify a start date and time. For example, to optimize processing they might
schedule an archiving process to start after normal working hours but end before the start
of the nightly process to back up the enterprise's servers.
33

When the application submits the next occurrence of a flow at the scheduled time, the
application uses the same parameters as the ones originally specified and resets the dates
appropriately. The date parameter defaults to the system date. For the delivered extracts,
processes, reports, and payroll flows, parameters derived from the defaulted date
parameter are automatically incremented. For example, if you schedule a gross-to-net
report to run monthly for a monthly payroll, the application uses the same parameters you
initially entered for the payroll name, payroll statutory unit, and consolidation group, but
increments the process end date. The submitted report covers the payroll period that
corresponds to the incremented end date.
STEPS TO ENABLE
There are no steps necessary to enable this feature. However, if users want to define a
special flow scheduling rule, they must create a formula using the Flow Schedule formula
type before they can schedule the flows.

34

If you change a flow scheduling formula, you must cancel and resubmit any flows
that are scheduled with that formula, to reflect the changes.
If you create your own flow pattern and want to automate its submission on a
recurring basis, specify the following values for the effective date parameter in the
flow pattern:
Context Binding for the parameter basis
System Date for the basis value
Setting these parameters ensures that the application increments the date fields
appropriately on each automatic resubmission of the flow.
KEY RESOURCES
For more information about scheduling reports and processes, go to Applications
Help, Scheduling Flows: Explained topic.
For more information about creating formulas to define flow scheduling rules, go to
Applications Help and review the following topics:
Creating a Daily Schedule for a Payroll Flow that Skips Weekends: Worked
Example
Flow Schedule Formula Type
BATCH LOADER SUPPORT FOR ADDITIONAL OBJECTS
The payroll batch loader now supports:
The migration of elements and formulas between environments or legislative data
groups using the Create Batch for an Object process.
The creation, update, and deletion of elements, formulas, and payroll definitions.
However, its recommended that you create elements and formulas using
the Manage Elements and Manage Fast Formulas pages, then migrate them
using the Create Batch for an Object process.
The creation and update of user-define tables.
The creation and deletion of costing setup details for all levels of the costing
hierarchy.
The batch loader workbooks are a fast way to upload batches of data. You enter data in the
workbooks, save the workbooks to load data into staging tables, then transfer the batch
into live HCM tables.
For example, you can download elements and formulas from your test environment into a
batch using the Create Batch for an Object process.
35

When the process completes, you can view the batch in the batch loader workbook. Then
you can create a batch in your target environment and copy and paste the lines from your
downloaded batch to the new batch.

STEPS TO ENABLE
There are no steps necessary to enable these features. To use the batch loader workbooks,
users must install Oracle ADF Desktop Integration for Excel on their desktops.
36

Users can run the Create Batch for an Object process using the Submit a Process or Report
task in the Payroll Administration work area. They can open the batch loader workbooks
using the Batch Loader task in the same work area.
KEY RESOURCES
For more information about using the batch loader, go to Applications Help, Payroll
Batch Load Process: Explained topic.
For instructions on migrating elements and formulas, and for other information
about loading data, refer to the technical essay Loading Data using Payroll Batch
Loader (doc ID 1590004.1) on My Oracle Support.
For setup information, go to Applications Help, Setting Up Oracle ADF Desktop
Integration for Excel: Points to Consider topic.
DATA LOADING FROM A FILE
Using the new Load Batch from File flow, users can load data from a file, such as an XML or
comma-separated file, to the payroll batch loader staging tables. Then they can use the
Transfer Batch flow to move the data from the staging tables to the live tables. This feature
is useful when you have exported data, such as time card entries, from a third-party
application and want to load it into payroll tables.
Users can submit the flow in the Payroll Administration or Payroll Checklist work areas. They
specify:
A batch name the batch is created if it doesnt already exist
A transformation formula, which defines the rules for:
How to read the source file
How to transform and convert the data before mapping it to the HCM batch
objects

37

After submitting the flow, users can view the tasks in the checklist.

The flow comprises three tasks:
Upload File A manual task to specify the file containing the data.
Load Batch An automatic task to create and populate the batch, which runs when
the file is uploaded.
Verify Batch A manual task to open the batch in a worksheet and check the
contents before transferring to the live tables.
STEPS TO ENABLE
Before users can use the Load Batch from File flow, administrators must create a formula of
type Batch Loader to specify the required data transformation and mapping.
To verify the batch in a worksheet before transferring the data, users must have installed
Oracle ADF Desktop Integration for Excel on their desktops.
KEY RESOURCES
For more details about the formula and flow, refer to the technical essay Loading
Data using Payroll Batch Loader (doc ID 1590004.1) on My Oracle Support.
For setup information, go to Applications Help, Setting Up Oracle ADF Desktop
Integration for Excel: Points to Consider topic.
REAL-TIME REPORTING ON ELEMENT ENTRIES AND WORKER PAYROLL
Oracle Transactional Business Intelligence provides a new Payroll Element Entries Real
Time subject area. You can use it to report on worker element entries, such as
compensation, benefit, or taxation details for earnings and deductions.
38

You can also use the new Worker Payroll folder to include the name of the employees
payroll, such as Weekly Payroll, on your business intelligence analyses. The Worker Payroll
dimension is available in the following Workforce Management subject areas:
Worker Assignment Real Time
Worker Assignment Event Real Time
Worker Relationship Real Time
Employment Contract Real Time
You can create and view analyses in the Reports and Analytics work area.
39

STEPS TO ENABLE
KEY RESOURCES
For more information about subject areas, see the Oracle Transactional Business
Intelligence Users Guide.

40

ABSENCE MANAGEMENT
Absence Management is a configurable and flexible global solution that enables organizations to
manage absences of their workforce. The framework provides ability to define both complex and
diverse absence plans. It integrates with the Global Payroll and Time and Labor products. There are
dedicated work areas for the roles of Administrator and Employees. Simplified user interface is provided
for employees absence data entry.
IMPORTANT: For customers either live or implementing Absence Management Pre-Release 8, please
stay tuned for a Strategy/Development hosted webinar in the next month, to learn more about the
upgrade process for Absence Management and the options available to you. Your organization will be
contacted directly to attend.
ABSENCE MANAGEMENT SETUP FRAMEWORK
Absence Management provides the framework to easily set up occupational sick plans, occupational
maternity plans, and vacation plans, as well as accrual, qualification, and non-balance type plans. You
can specify accrual calculation rules using the matrix method or Fast Formulas. Create and attach
eligibility profiles to govern employees participation in the plans.
You set up Absence Management for your enterprise using these components:
Absence types, to describe the nature of an absence
Absence plans, to define absence payment rules and time accrual rules
Absence reasons, to describe an absence request in greater detail
Action items, to define documentation and timeliness rules to authorize an absence
Absence categories, to group absence types for reporting and analysis

41

Advantages:
Highly configurable
Integrates with other products
Provides framework for third-party extract

CONFIGURABLE APPROVAL MANAGEMENT
While defining each absence type, you can configure approvals differently for the roles of employee,
line manager, and administrator.
42

You can configure absence types to:
Enable or disable approvals for all absence submissions
Enable approvers to escalate approval of an absence request to a higher level in the approval
hierarchy
Calculate accruals for confirmed absences only
Advantage:
Provides easy-to-configure approval rules for absence requests

ROLE-BASED WORK AREAS FOR ABSENCE MANAGEMENT
Workers can enter absence time in the calendar. To ease data entry, the calendar renders according to
the type of absence being scheduled and shows all scheduled absences. Analytics present summary
information. Workers can also enter absence time in the Time work area, where they can search for,
view, and update absences, and view balances.
Human resources (HR) specialists and absence administrators can use the Person Management work
area to review and update employee plan enrollment, balances, adjustments, and accrual calculations.
HR specialists and administrators can also use the Absence Administration work area to maintain
absence types, plans, reasons, certifications, categories, repeating periods, and eligibility profiles, and
schedule and monitor absence processes.
43

WORKER ROLE

ADMINISTRATIVE ROLE

Advantage:
Role based work areas ensure all the necessary tasks are together.

44

BENEFITS
Benefits is a complete, configurable, and flexible global solution that enables organizations to
successfully evolve and adapt to the unique requirements of their workforce. Use Benefits to create
appropriate benefits solutions, from simple plans for the entire workforce to highly complex plans that
selectively provide different segments of the workforce with specific benefit packages. The delivered
self-service enrollment presents participants with an intuitive process that guides them through eligible
benefit elections with helpful contextual information and embedded analytics.
PLAN CONFIGURATION COPY
You can export a program, a plan not in program, or an eligibility profile from one environment and then
import it into other environments and to the same or different enterprises in the same environment.
You can create plan objects during the import, including adding prefixes, suffixes, or both to object
names, or reuse objects that exist in both the source and destination environments. You can also map
third-party objects, such as HR and payroll objects, between environments.
After the import completes, you can review the imported plan configuration using a graph to visually
identify any discrepancies between the number of source and destination objects. Click the relevant bar
to view details about the source and destination objects and identify which source objects were
imported.
Access the Export Plan Configuration and Import Plan Configuration tasks in the Setup and Maintenance
or Plan Configuration work area.

45

Advantages:
Ability to mass upload of plan design objects to bring down implementation times.
Ability to copy plan design from test to production instances. Useful for Benefits Service
providers.
Ability to copy plan design from one instance to another during Conference Room Pilots and
demos.
STEPS TO ENABLE
KEY RESOURCES
For more information about exporting and importing plan configurations, including lists of the items
included and excluded in the export process, go to Applications Help for the following topics:
Export Plan Configuration for Benefits: Explained
Import Benefits Plan Configuration: Explained

FLEX CREDITS
The concept of flex credits and cafeteria-style offerings wherein employers allocate monetary funds
for workers to use towards the purchase of specific benefits -- is common world-wide. In the United
States this is permitted under Section 125 of ERISA.
Benefits administrators can now configure and administer flex credits for their enterprise.
Administrators can configure flex credit pools at the program level, plan-in-program level, and option-in-
plan-in-program level. When participants enroll in the benefit offering associated with a pool, they can
46

spend the calculated credits provided by that pool towards purchase of benefit choices that were
configured as spending options. Credits that remain after enrollment can be disbursed as cash,
transferred to any configured rollover plans, or forfeited depending on the configuration.
A guided process in the Plan Configuration work area enables administrators to create the flex credit
plan and make the following configurations:
Select plan years and attach programs.
Create rates to store the total flex credit value offered to the participant and the excess credit
amount.
Configure the method to calculate the credit value.
Add rates of spending options that must deduct from the credit pool on enrollment.
Define rules to handle treatment of excess credits after enrollment.
Participants can choose higher coverage and more expensive plans than what the flex credits program
covers; they can pay for the remaining costs themselves depending on the configuration of the flex
credit plan.
Existing tasks were updated with the following functionality to support the flex credit configuration:
Administrators can indicate a standard rate as a rollover rate that accepts flex credits.
A flex credits ledger is now available on the Enrollment Results page.
On the Create or Edit Program page, administrators can now indicate that a program belongs to
the flex-credits type or flex-credits-plus-core type.
On the Create or Edit Plan Type page, administrators can configure a plan type for flex credits
usage.
On the Edit Benefits page, participants can view the flex credit usage summary on each guided
process step during enrollment.
On the Benefits Overview page, participants can view a summary of provided credits, used
credits, rolled over credits, credits received as cash, and forfeited credits.
When a participant enrolls in a benefit offering that has flex credit calculations and benefit pool defined,
the total credit value is transferred to payroll through a single element and input value. A third-party
payroll provider can extract this element. The deduction elements also transfer separately to Global
Payroll. Based on the total credits, Global Payroll increases gross earnings, and then decreases earnings
by any pretax deduction elements.
47

FLEX CREDITS CONFIGURATION

48

ENROLLMENT RESULTS

Advantages:
Manage a program design where the employer can provide a monetary allowance towards the
selection of benefits.
Increase employee satisfaction by enabling employees to select a benefit plan that suits their
needs, instead of a one-size-fits-all approach.
Configure US ERISA Section 125 style flex programs.
Configure UK net credits offerings.
STEPS TO ENABLE
Follow this sequence to create a flex credit offering:
1. Use the Manage Benefit Program Details task in the Plan Configuration work area to create a
program of type Flex credits or Flex credits plus core.
2. Create the rest of the benefit objects, such as plan type, plans-in-program, options-in-plan-in-
program, rollover rates, and elements in the Plan Configuration work area.
3. Use the Manage Flex Credits Configuration task to create a flex credit shell plan and associate
with it the flex program.

49

RESOURCES
For more information about flex credits, go to Applications Help for the following topics:
Flex Credit Offerings: Overview
Flex Credit Shell Plan Components: How They Work Together
Flex Credit Shell Plan Configurations: Examples
Creating a Flex Credit Shell Plan: Worked Example
Enrollment Modes for Flex Credit Shell Plans: Explained
Cash Disbursals and Rollovers of Excess Flex Credits: Explained

NEW REMINDER MESSAGES ON SELF-SERVICE ENROLLMENT
Using the Manage Self Service Configuration task in the Plan Configuration work area, you can now
indicate whether to display two new warnings:
Indicate whether to warn participants after they click the Change Benefit Elections button, to
first verify that their contact records are accurate before starting enrollment as they cannot add
new contacts after they start.
Indicate whether to warn participants to select dependent or beneficiaries for designation
before moving to the next step in the guided flow. For plans that are configured to offer
dependent or beneficiary designations and specify a minimum designation, the warning directs
participants to select an offering and then scroll down to the designation section.
STEPS TO ENABLE
There are no steps necessary to enable these features. Use the Manage Self Service Configuration task
in the Plan Configuration work area to indicate whether to display these two new warnings.

INTEGRATED MICROSOFT EXCEL WORKBOOK FOR VARIABLE RATE DATA UPLOAD AND
ASSOCIATION TO STANDARD RATES
Now you can create variable rates by defining variable rate profiles and associating them with standard
rates using the integrated Microsoft Excel workbook. Using this single integrated workbook, you can
create and upload multiple variable rate profiles, associate uploaded and existing profiles with existing
standard rates, and upload the standard rate changes into the application database.
To generate the workbook, use the Manage Benefit Rates task in the Plan Configuration work area. In
the Variable Rate Profiles tab search results, click Prepare in Workbook.
50

Advantages:
Upload new variable rates quickly during a new implementation.
Update variable rates quickly for annual open enrollment rate changes.
STEPS TO ENABLE
There are no steps necessary to enable this feature. To upload variable rates, users must install Oracle
ADF Desktop Integration for Excel on their desktops.
KEY RESOURCES
For more information about variable rate data uploads, go to Applications Help, Managing Variable
Benefit Rates in the Integrated Workbook: Explained topic.

51

STANDARD RATES DUPLICATION
You can now duplicate existing standard rates so that additional legal employers can use them. You can
also elect to copy the variable rates associated with the standard rate, as well as their child objects, such
as variable rate profiles and formulas. Access this new feature using the Manage Standard Rates task in
the Plan Configuration work area.

Advantages:
Create the rate once and use this duplicate feature for multiple legal employers to save time.
Copy the variable rates associated with the standard rate, as well as their associated objects,
such as variable rate profiles and formulas.
STEPS TO ENABLE
KEY RESOURCES
For more information about benefits standard rates, go to Applications Help, Benefit Standard
Rate Creation Methods: Points to Consider topic.
For more information about duplicating existing rates, go to Applications Help, How can I use
existing rates for additional legal entities? topic.

52

COMPENSATION
Compensation enables your organization to plan, allocate, and communicate compensation using the
most complete solution in the market. Make better business decisions using embedded analytics and a
total compensation view of workers, regardless of geographic location or pay package components.
DELIVERED ELIGIBLE SALARY PRORATION FAST FORMULA
You can use five predefined formulas to configure eligible salary for workforce compensation
components. Copy and create your own version of the formula to calculate the default eligible salary
using one of the following methods:
Daily average
Month end average
Daily average with a 90-day minimum
Daily average that considers full-time equivalent for part-time workers
Daily average for specific job codes
The formulas are available from the Manage Fast Formula page and are of the Compensation Default
and Override type. Search for CMP_ELIGIBLE_SALARY_PRORATION% to view all five.
STEPS TO ENABLE
To create your own version of a formula:
1. In the Setup and Maintenance work area, search for the Manage Fast Formulas task and click Go
to Task.
2. In the Manage Fast Formulas page Formula Types field, select Compensation Default and
Override.
3. Click Search.
4. Open the formula that you want to copy and copy the formula text.
5. Click Create and give the new formula a unique name.
6. Paste the original formula text into the new formula.
7. Modify as required.
Use these formulas as samples for testing purposes only. Copy and create your own version of a formula
for use in your own compensation plans. Modifying the sample formula might provide unexpected
results upon upgrade.

53

KEY RESOURCES
For more information on configuring the eligible salary column, go to Applications Help, Eligible
Salary Column: Explained topic.
For more information on the eligible salary proration formulas, go to Applications Help,
Compensation Default and Override Formula Type topic.

WORKFORCE COMPENSATION APPROVAL ANALYTICS ENHANCEMENTS
The analytics available on the approve tab type are enhanced. You can now export data to Microsoft
Excel, detach the table, freeze columns, and filter the results. A new setup task is available in the
Workforce Compensation plan setup area where you configure the filters you want to use to filter
report results. You can also view worker details from the analytics. Wherever there is a count of workers
displayed, you can drill into the number to view the details of the workers who make up that count.
The Allocation Statistics, Salary Statistics (previously known as Salary Range Analysis), Target Analysis,
and Performance subtabs now have their own set of second-level subtabs that can be enabled to display
additional analysis. Analysis by country, performance ratings, various salary metrics, worker potential,
and risk of loss are now available to help managers with their approval decisions.
The Configure Worksheet Display task for the approve tab type is also enhanced to support
configurability of these new second-level subtabs.

IMPORTANT: If you chose to upgrade a previously defined plan you should review the configuration of
the new subtabs and columns. The configuration of the existing columns and subtabs is unchanged.
54

STEPS TO ENABLE
There are no steps necessary to enable this feature when you create new plans. However, you must
update pre-Release 8 plans to configure the new second-level subtabs. When you select a tab type on
the Configure Worksheet Display task for an existing plan, you will be prompted to upgrade to the new
tab type.

KEY RESOURCES
For more information about the approvals subtabs, go to Applications Help, Worksheet Tab Types:
Explained topic.

WORKFORCE COMPENSATION PROMOTION ANALYTICS ENHANCEMENTS
The analytics available on the promote tab type are enhanced to be more robust and provide better
promotion calibration assistance. You can now export data to Microsoft Excel, detach the table, and
show more or fewer rows.
Rather than displaying a simple table and graph of workers promoted, you can now enable up to 10
subtabs that group promotions in the following ways.
By team
By country
By business unit
By department
By proposed job
By years in job
By performance management rating
By compensation performance rating
By custom text column 1
Organization averages by managers team, department, business unit, and enterprise
The Configure Worksheet Display task for the promote tab type is also enhanced to support
configurability of these new subtabs.
55

IMPORTANT: If you chose to upgrade a previously defined plan you should review the configuration of
the new subtabs and columns. The configuration of the existing columns and subtabs is unchanged
STEPS TO ENABLE
There are no steps necessary to enable this feature when you create new plans. However, you must
update pre-Release 8 plans to configure the new analytics. When you select a tab type on the Configure
Worksheet Display task for an existing plan, you will be prompted to upgrade to the new tab type.

KEY RESOURCES
For more information about the promotion subtabs, go to Applications Help, Worksheet Tab
Types: Explained topic.
For an example of configuring a promotion type tab, go to Applications Help, Worksheet Tab
Types: Examples topic.

56

WORKFORCE COMPENSATION ENHANCEMENTS
The following features are new in Release 8:
WORKFORCE COMPENSATION ACTION HISTORY INCLUDES INFORMATION REQUESTED
Now when a higher manager requests information from a lower manager, the lower managers
action history includes the information request record along with the comments from the
higher manager. Previously, no record was shown in the lower managers action history when
information was requested.
PLACEHOLDER MANAGERS IN WORKSHEET TREE VIEW
When viewing the worksheet as a hierarchy, placeholder managers are now included in the
hierarchy and their relevant data is also displayed. Placeholder managers are managers not
eligible for compensation but who have workers under them who are eligible. Previously,
placeholder managers displayed in hierarchy view could not be expanded to view the workers
under them.
WORKFORCE COMPENSATION WORKSHEET DEFAULT CURRENCY CONFIGURATION
When setting up a workforce compensation plan, you can now configure the default currency
display. The default currency can be worker local currency, corporate currency or manager
preferred currency. The default currency is effective whenever managers access their
worksheets. Previously, the default currency display was corporate currency.
WORKERS WITHOUT PAYROLLS OR POSITIONS PROCESS WITHOUT WARNINGS
Reprocess or Add New Plan action no longer issues warnings. Previously, warnings were issued
when workers processed did not have payrolls or positions.

57

PAYROLL ELEMENTS MAP TO MORE WORKSHEET COLUMNS
You can now map payroll elements to the following worksheet columns:
Percentage of eligible salary
Target amount and percentage
Target minimum amount and percentage
Target maximum amount and percentage
Worker budget amount and percentage
Eligible Salary
Miscellaneous Rates 1-6
Custom Text Columns 1-115
Custom List Columns 46-50
Compensation Performance Rating
This allows you to post amounts to element entries for more columns when running the
Transfer Data to HR process. Previously, you could only map elements to compensation amount
columns.
CONFIRMATION AFTER TAKING ACTION FROM WORKFORCE COMPENSATION
NOTIFICATIONS
When you approve, reject or take other actions from a notification, you will now receive a
confirmation so you know the action completed successfully. Previously no confirmation
message was provided.
ALTERNATE WORKFORCE COMPENSATION APPROVERS WORKSHEET ACCESS
Alternate approvers can now access the worksheet of the manager whose worksheet they are
approving. Previously, alternate approvers had to be compensation managers or line managers
with the correct security profile to access the worksheets of the managers they need to
approve.
BUDGET POOL DETAILS IN ACTION HISTORY
When publishing or withdrawing a budget, the budget pool name, cycle name, and budget
amount are displayed in the managers action history. Previously, this information was not
available in action history so managers had no context for the budget pool being published or
withdrawn.
58

DELIVERED LINE MANAGER REPORTS EXPORT CAPABILITY
Delivered line manager reports can now be exported into a spreadsheet. You can export the
table in the compare groups tab of each report to analyze offline. Previously, reports could not
be exported.
SIMPLIFIED WORKFORCE COMPENSATION NOTIFICATIONS
Delivered notifications are simplified to include only relevant and useful information. All
notifications also include instruction or information text to guide line managers.
MODEL PREVIEW IN FLAT TABLE
The model preview page now displays workers in a flat table and displays additional details as
table columns, which should eliminate performance issues when viewing large hierarchies of
workers. You can search the table using query by example and filter by various views such as all
workers, workers with values, or workers with blanks. Previously, workers were displayed in a
hierarchy and it was not possible to search the table.
MANAGE USER-DEFINED TABLES FROM COMPENSATION WORK AREA
You can now access the Manage User-Defined Tables page from the Compensation work area.
Previously, there was no quick access to this page from the Compensation work area.
BUDGETING, COMPENSATION, AND MODELING PAGES CONFIGURATION
From the Configure Global Settings page, you can now configure the pages and page names
managers can see while managing their compensation plans. You can change the name of the
budget sheet, worksheet, modeling and reporting pages as well as the corresponding task pane
entries. You can hide any of these pages and entries from the task pane. For example, if you do
not use budgeting, you can hide the Budget Pools link from the task pane and all budgeting
pages. You can also set the number of objects to display under each entry in the task pane.
Previously, you could not change the names of or hide any pages or task pane entries.
BUDGET POOLS AND PAGES MANAGER ACCESS
When configuring a budget pool, you can now choose to hide the pool from managers only. This
allows the HR department to manage budgets without giving access to managers. When you
hide a pool from managers, compensation managers can still access the pool from the budget
overview page when acting as proxy. You can create a global model and adjust budgets for
hidden pools. Previously, you could not hide budget pools from managers while still making
them available to professional users.
59

STEPS TO ENABLE

THIRD-PARTY RECRUITMENT INTEGRATION WITH INDIVIDUAL COMPENSATION PLANS AND
BASE PAY
You can use the new Map Third-Party Plans task in the Compensation work area to map third-party
compensation plans and components to individual compensation plans and options in Compensation.
When you convert pending workers to new hires or contingent workers in Oracle Fusion applications,
compensation promised to the pending workers is automatically given to the new hires or contingent
workers for the mapped compensation plans.

The Manage Salary action is now available in the Person Management work area to manage the base
pay of pending workers.
The Add Pending Worker flow now contains compensation sections that allow you to enter salary and
other compensation information.
60

STEPS TO ENABLE
KEY RESOURCES
For more information about third-party plans, go to Applications Help, Importing Data from Oracle
Taleo Recruiting Cloud Service: Explained topic.

61

COMPENSATION SURVEYS
You can import compensation survey data, such as survey supplier, survey jobs, survey job structures,
and compensation survey data, from flat file reports that you obtain from third-party data suppliers. Use
this data to map your internal jobs to survey jobs so that you can analyze your compensation against
that of various markets.
Manage compensation types. Add compensation types required to upload a salary survey into
the repository, if they are not already defined. For example, if your salary survey measures a
compensation type not listed, such as a benefit, then add it and use the new type in with the
Import Survey task
Manage supplier structures.
Supplier information. Add salary survey supplier and salary survey details.
Surveys. Enter surveys for the supplier. For example, specify a professional survey
provided by Hay, or an executive survey provided by Mercer. You can enter more
details for each salary survey, such as coverage and industry. Optionally you can specify
survey content, such as the 50th percentile.
Job structures. Enter job structures including Job Function, Job Family, Career Stream or
Band, Career Level, or Other Level based on the salary survey data that you want to
upload for comparisons.
Job lists. Create survey job lists, associate the survey jobs to job structures like family
function or career band, and associate survey jobs with your internal jobs. You can enter
job list data manually or upload in batch using the integrated workbook.
Import survey data. Import the salary surveys and manage survey data.
STEPS TO ENABLE
There are no steps necessary to enable this feature. To import survey data, users must install Oracle
ADF Desktop Integration for Excel on their desktops.
KEY RESOURCES
For more information about importing survey data, go to Applications Help, Importing Market Data
Using the Integrated Workbooks: Explained topic.

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CONFIGURATION WORKBENCH
The Enterprise Structures Configurator (ESC) is an interview-based tool to help you think through how to
represent your business in Oracle Fusion applications. It guides you through an interview that facilitates
the creation of the common objects required for running Oracle Fusion applications.
DYNAMIC HIERARCHY VIEWER
In Release 8, you can view a dynamic, graphical representation of your enterprise structure hierarchy,
which is created automatically by the enterprise structure configuration process.
The following screen captures illustrate the hierarchy viewer.

STEPS TO ENABLE

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GLOBAL HUMAN RESOURCES
The Oracle Fusion Global Human Resources solution enables your organization to plan, manage and
optimize all workforce segments using flexible and extensible best-practices to realize extraordinary
gains while ensuring compliance and increasing total workforce engagement.
ADD PENDING WORKER USER INTERFACE CHANGES
The Add Pending Worker UI now includes the following additional information:
Citizenship and visa information
Payroll and compensation information
Person Profile details containing talent information such as degrees, competencies, and licenses
imported from Taleo Recruiting Cloud Service. See: Global Human Resources, HCM Taleo
Recruiting Cloud Service Integration.

STEPS TO ENABLE

INTERACTIVE CONVERT PENDING WORKER PROCESS
You can now convert a pending worker to an employee or a contingent worker through an interactive
process.
When you select a pending worker in the New Workers to Process work area and click the Convert
button, the hire record for the pending worker is populated with details from the pending worker
record. You can review, correct, and add additional pending worker details including Person
Information, Employment Information, Work Schedule, Salary, Roles, and Approvals. However, you
cannot change the proposed worker type (employee or contingent worker).
HR specialists can use the Quick Convert option to quickly convert the pending worker without
populating the details.
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STEPS TO ENABLE

MASS ASSIGNMENT CHANGES
In the Mass Updates work area, the existing Mass Transfer guided flow has been enhanced to a generic
Mass Assignment Change guided flow.
More actions and attributes are available to facilitate an assignment update for multiple people at one
time. The action and action reason can be changed for each assignment individually to handle
exceptions.
The maximum number of assignments you can include at one time has been extended to 500.
You can now navigate to a completed Mass Assignment Change in read-only mode for audit.
For ease of use, the population search and the error handling features have been improved and the
mass updates search results are populated out of the box with the most recent mass updates of the
current user.

65

STEPS TO ENABLE

MANAGE PERSON NAME STYLES
A new setup task, Manage Person Name Styles, has been added to manage the person name styles for
different countries.
A name style defines the following information, by country:
Name attributes that are displayed
Label for the attributes, the order of attributes
Required and optional attributes
Whether the attributes are supported by a list of values
You can use the Manage Person Name Styles task to create new name styles for countries that do not
have predefined name styles delivered by Oracle. For name styles that are delivered by Oracle, you can
add additional name attributes, change the order and the labels of attributes, define whether an
attribute is supported by a list of values, set attributes as required, and identify whether the local name
is required. You can also copy existing name styles.

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STEPS TO ENABLE

PORTRAIT EMPLOYMENT CARD
The Cost Allocation key flexfield has been added to the Portrait Employment card and is hidden by
default.
The Contract End Date and Full Time Equivalence (FTE) field has been added to the Employment card.
STEPS TO ENABLE
The administrator can use the Page Composer to set the attributes of the flexfield to display the field.

PRIMARY CONTACT FLAG
The primary contact flag has been added to the pages where a contact is maintained and is hidden by
default.
STEPS TO ENABLE
The administrator can use the Page Composer to set the attributes of the flexfield to display the field.

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PORTRAIT CARD DISPLAY ENHANCEMENTS
The Edit Public Settings setup task has been enhanced to allow more control over the display of portrait
cards.
Administrators can now:
Select the portrait cards to be displayed on peoples portraits based on the business
requirements of the enterprise and the products that they are implementing.
Change the sort order of the portrait cards so that more relevant cards are displayed first in the
portrait icon carousel.
Select which portrait card is displayed by default when a portrait is opened.

STEPS TO ENABLE
The administrator can use the Edit Public Settings page to enable these enhancements.

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VACANCIES AND REQUISITIONS IN ORGANIZATION CHART
Managers and HR specialists can now enter and view vacancies from the organization chart.
Line Managers now have a complete view of their organization, including current employees, contingent
workers, vacancies, and requisitions.

Note: For those customers using Taleo Recruiting Cloud Service and HCM, any Taleo Recruiting Cloud
Service requisition imported to HCM will be displayed in the organization chart.
See: Global Human Resources, HCM Taleo Recruiting Cloud Service Integration.
STEPS TO ENABLE

EMPLOYMENT PROCESSES WITH THREE-TIER MODEL ENHANCEMENTS
You can now promote, transfer, change working hours, change location, and change manager within a
three-tier employment model. Before this enhancement, if the selected assignment was part of a one-
to-many relationship (contains both employment terms and assignment) an error message was
displayed.
With this release, you can initiate the transaction and change the attributes related to the selected
assignment.
69

STEPS TO ENABLE

LINE MANAGER HANDLING ENHANCEMENTS
When a new assignment is created, and there is no Line Manager in the assignment record, the
manager now comes from the Department (Department Manager field).
When the assignment is updated, if the Line Manager on the assignment is different from the Line
Manager on the Department, a warning message is displayed, and the user has the option to select the
Department Manager.
If the person whose assignment is being created or updated is the manager of the department, there is
the option to use the manager of the parent department in a department tree. The department tree to
be used must be entered in the Department Tree for Manager Defaulting profile option.
STEPS TO ENABLE

DEPARTMENT EXTENSIBLE FLEXFIELDS IN PORTRAIT
Customers can enable Department EFF contexts to be displayed on the Employment Card in the Portrait.
STEPS TO ENABLE
You can use the Pages functionality in the Edit Extensible Flexfield (Organization Information EFF) user
interface to define which contexts to include in the Employment Card.

READ-ONLY IMPROVEMENTS FOR MANAGE PERSON, MANAGE EMPLOYMENT, AND CHECKLISTS
If you are using the Human Resource Analyst role, you can now view the following pages as read only:
Manage Person page. For the Human Resource Analyst role, there were several regions that
should have been read only but were not, or did not display data. For this release, all the
regions on the page are view only and the History button is available for those objects that have
effective-dated history. If there is data to be displayed, it will be displayed as expected.
Manage Employment and Manage Work Relationship pages. The Human Resource Analyst can
now access these pages in read-only mode. The Worker Work Terms and Assignment View and
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the Worker Work Relationship View duties are, by default, assigned to the Human Resource
Analyst role.
Manage Allocated Checklists page. You can now restrict users to view checklists only and not
create or update checklists. This allows you to view the status of checklists or its tasks without
having to worry about the changes that they may do. The Worker Checklist View duty is
assigned, by default, to the Human Resource Analyst role.
STEPS TO ENABLE

WORKER AND LINE MANAGER ASSIGNED AS PERFORMERS
Performers can be assigned to tasks either through Areas of Responsibility or individually. This list is
now increased to accommodate the worker and the workers line manager (the manager maintained in
the workers primary assignment). Worker and line managers can be added as performers to checklist
tasks in both the Manage Checklist Templates and Manage Allocated Checklists pages.
When assigning the checklist tasks, the application automatically determines the worker and line
manager details and assigns the task to them. Tasks are automatically assigned to workers or line
managers without having to manually identify the workers and managers involved.

STEPS TO ENABLE
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UNIQUELY IDENTIFY AN ALLOCATED CHECKLIST
With this release, a new Checklist Instance identifies each instance of the checklist uniquely, when the
same checklist name already exists for the category. This assists in identifying checklists uniquely,
making updates and deletes through checklist services, and providing traceability during reporting.
Previously, there were scenarios where a checklist was assigned to a worker multiple times (either
manually or automatically), making it difficult to uniquely identify the assigned checklist.
STEPS TO ENABLE

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PERFORMER CHANGES ALLOWED WHEN THE TASK IS YET TO BE SUBMITTED
While adding new tasks to an allocated checklist, you can now modify the task performer until you
submit the task. Once the task is submitted, then the performer can be modified using the Reassign
action.
STEPS TO ENABLE

UNIFIED NOTIFICATION TO PERFORMER AND OWNER
In previous releases, there were separate notifications being sent to the performer and owner that a
task was assigned to a performer. With this release, there is now one notification sent to the performer,
and the owner is copied on it. This ensures that both the owner and performer view the same
notification details, and notes or comments made on the notification can be viewed by each other.
STEPS TO ENABLE

EXCEPTION SCENARIO SUPPORT FOR INVALID PERFORMERS
Whenever a performer cannot be identified (because the performer could not be derived or performer
is invalid, such as a terminated person, for example), the owner will be defaulted as the performer and a
suitable message will be sent to the owner explaining why the owner was made the performer. It is then
up to the owner to assign the task to a suitable performer.
STEPS TO ENABLE

73

HCM TALEO RECRUITING CLOUD SERVICE INTEGRATION
This integration consists of:
Outbound flow from HCM to Taleo Recruiting Cloud Service (export of foundation data)
Inbound flow from Taleo Recruiting Cloud Service to HCM (import of candidate data)
Export candidate data from Taleo Recruiting Cloud Service to HCM (inbound)
Requisition data import from Taleo Recruiting Cloud Service to HCM
New ESS programs to export HCM Data to Taleo Recruiting Cloud Service
New ESS program to import Taleo data to HCM
Creation of pending worker

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The following figure illustrates the integration components:

OUTBOUND FLOW FROM HCM TO TALEO RECRUITING CLOUD SERVICE (EXPORT OF
FOUNDATION DATA)
Candidate selection, hiring, and onboarding are part of the same process flow in any industry. The
integration between Taleo Recruiting Cloud Service and HCM facilitates this same seamless flow of
the process from recruitment to hire. Creation of job requisitions in Taleo Recruiting Cloud Service
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requires HCM workforce structures and user data. The following HCM objects are sent to Taleo
Recruiting Cloud Service for the purpose of job requisition creation:
Departments
Jobs (Job Field in Taleo)
Positions
Grades (Large User Data Selection (LUDS) in Taleo)
Users
Locations
Business Units (Organizations in Taleo)
Legal Employer (LUDS in Taleo)
Employee
INBOUND FLOW FROM TALEO RECRUITING CLOUD SERVICE TO HCM (IMPORT OF
CANDIDATE DATA)
Once the candidate has been selected in Taleo Recruiting Cloud Service, the candidate data is
transferred to HCM for an employee record to be created. The candidate data received from Taleo
Recruiting Cloud Service also includes compensation and talent related data.
All the candidates meeting the following criteria are imported:
Status is any status mapped to HIRED
Hire event timestamp is greater than the last run of the New Hire
Note: For this functionality to work, you must specify in Taleo the workflow, step, and status
combination that candidates need to reach in order to be considered as new hires before being
exported into Fusion. This is done using the Exportable Statuses feature in the Recruiting
Administration product.
EXPORT CANDIDATE DATA FROM TALEO RECRUITING CLOUD SERVICE TO HCM (INBOUND)
The following candidate data is imported from Taleo Recruiting Cloud Service:
Candidate Details
Candidate Compensation Details
Talent Data
Previous Employment History
Previous Education History
Skills
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REQUISITION DATA IMPORT FROM TALEO RECRUITING CLOUD SERVICE TO HCM
As part of the Taleo Recruiting Cloud Service integration, all requisitions created in Taleo Recruiting
Cloud Service are imported to Fusion HCM. A new data object has been created in Fusion to store
the requisition data.
The following Requisition attributes are captured from Taleo Recruiting Cloud Service:
Requisition Number
Requisition Title
Requisition Status
Hiring Manager
Target Start Date
Employee Status
Job Schedule
Justification
Total Number of Open Positions
Job Code / Job ID
Organization Code
Primary Location Code/ID
Number of Hired
Number of Available Positions (This would be derived from number of open positions
number of hired)
NEW ENTERPRISE SCHEDULER SERVICE PROGRAMS TO EXPORT HCM DATA TO TALEO
RECRUITING CLOUD SERVICE
Two new Enterprise Scheduler Service (ESS) programs have been included in Fusion to support all
the export from HCM to Taleo Recruiting Cloud Service. One program allows you to export all active
data at the start of the integration, and second program allows you to export the net changes at a
regular frequency defined by you.
NEW ENTERPRISE SCHEDULER SERVICE PROGRAM TO IMPORT TALEO DATA TO HCM
A new Enterprise Scheduler Service (ESS) program, Import Taleo Recruiting Data, has been delivered
in HCM, which supports all import from Taleo Recruiting Cloud Service to HCM.

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CREATION OF PENDING WORKER
Once the candidate has been selected in Taleo Recruiting Cloud Service and the new candidate data
has been moved to HCM, the data is prepopulated in the Pending Worker page. It is then reviewed
by the Line Manager or HR specialist. Once the data has been reviewed and verified, the pending
worker transaction is sent for approval. Once approved, the pending worker would be converted to
an employee (or contingent worker, depending on the type of worker that is imported).

SELECTED CANDIDATES TAB
The New Person work area has been enhanced to include a new tab, Selected Candidates. For
customers using the Taleo Recruiting Cloud Service, this tab lists the Taleo candidates who have
accepted the job offer. You can select a candidate from the list, view details of the candidate, and
initiate the process to add the candidate as a pending worker in HCM.
Once the candidate has been added as a pending worker, the record disappears from the Selected
Candidates table. After the pending worker is approved, the record appears in the Pending Workers
table, where it can be converted to an employee or a contingent worker.

You must add the Taleo candidate as a pending worker before converting to an employee or a
contingent worker.
STEPS TO ENABLE
Your Administrator must raise an Oracle service request to request that Oracle enable the integration
required for this feature.

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GLOBAL PAYROLL
In addition to the common payroll features described in the previous section, customers using Global
Payroll should be aware of the following enhancements.
MOBILE PAYSLIP
Employees can now view their payroll payment details on a mobile device using Oracle HCM Cloud
Mobile (Oracle TAP). They have secure access to summary payroll payment information such as the
payment amount and date. They can also launch and view their full payslip details in a PDF document.

STEPS TO ENABLE
There are no steps necessary to enable this feature. However, if users are new to Oracle HCM Cloud
Mobile, they must install the app on their tablet device.
79

KEY RESOURCES
You can download the app using links from fusiontap.oracle.com.

NET-TO-GROSS PROCESSING
Payroll managers can now enable net-to-gross (gross-up) processing to pay people a guaranteed take-
home pay that nets out to specific amount, such as a bonus of exactly $1000. When creating the
earnings element, they must indicate that it pays a specified net amount. These gross-up earnings can
be:
Standard, supplementary, or imputed earnings
One-off nonrecurring payments or payments that recur each payroll period
The element template creates the complex rules required to calculate any deduction liabilities, such as
tax and social insurance, and to derive the gross figure.

Once they have created the gross-up earnings element and created an eligibility record, payroll
managers or administrators can assign it to a person using the Manage Element Entries page. They can
define the take-home payment figure, such as a $1000 bonus payment.
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Then they can calculate the net-to-gross payment in a QuickPay flow or payroll run and view the results
on the View Person Process Results page.
STEPS TO ENABLE
Payroll managers must select the following options when they create the earnings elements for net-to-
gross processing. Use the Manage Elements task in the Payroll Calculation work area to create the
elements.
Question Select
Process and pay element separately or with other earnings
elements?
Process Separately and Pay Separately
Use this element to calculate a gross amount from a
specified net amount?
Yes
You cant update existing elements to enable net-to-gross processing.
81

KEY RESOURCES
For more information about net-to-gross processing, go to Applications Help, Gross-Up
Earnings: How They're Calculated topic.
For a worked example of creating an element for net-to-gross processing, go to Applications
Help, Creating Gross-Up Earnings Element: Worked Example topic.

THIRD-PARTY PAYMENT ENHANCEMENTS
Manage Third Parties page
Third-Party Payment Register report
MANAGE THIRD PARTIES PAGE
Users can use the new page to create third-party organizations and people. Use this page:
When you want to process payments to external organizations and people who arent on
the payroll, such as a third-party pension provider. You can associate the third party to a
third-party payment method
To create third-party organizations that arent payees, such as disability organizations
Payments to third parties can be included in payroll payment processes. These processes include the
Generate Check Payments process and the Make EFT Payments process, which generates electronic
payment files, such as NACHA and BACS.
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STEPS TO ENABLE
To enable users to use the Manage Third Parties page, the security manager must regenerate data
roles to update the data security profiles. Repeat these steps for each data role that inherits the
Payroll Manager and Payroll Administrator job roles.
1. In the Setup and Maintenance work area, search for the Manage Data Role and Security
Profiles task and click Go to Task.
4. Click Next.
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When users create a third-party organization, they can associate it with a party usage code,
such as Pension Provider, Bargaining Association, or Professional Body.
Users can associate third parties to employees on their calculation cards or element entries.
For example, they could associate a:
State disbursement unit with a calculation component on an involuntary deduction
calculation card
Trade union or other bargaining association with an element entry for a voluntary
deduction
KEY RESOURCES
For more information, go to Applications Help, Creating Third Parties: Points to Consider topic.
THIRD-PARTY PAYMENT REGISTER REPORT
The Third-Party Payment Register shows the total amounts paid to external organizations and
people who arent on the payroll. This report displays the third-party payment details such as
payment amount, bank name, account number, and account type.
STEPS TO ENABLE
There are no steps necessary to enable this report.

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COUNTRY SELECTION FOR IMPLEMENTATION
On the Configure Offerings page, you no longer select the countries to implement for payroll as options
under the Payroll functional area. Instead, you select them as feature choices for the Payroll functional
area.

STEPS TO ENABLE

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GLOBAL PAYROLL INTERFACE
In addition to the common payroll features described in an earlier section, customers using Global
Payroll Interface should be aware of the following enhancements.
NEW REPORT AND ENHANCEMENTS
New Global Payroll Interface extract definition
New ADP delivery option and template for nonrecurring elements
GLOBAL PAYROLL INTERFACE EXTRACT DEFINITION
A new Global Payroll Interface report extracts the information required by any global payroll
provider, such as the name, address, salary, and deductions details of your employees. You can send
the extracted data to your payroll provider as an XML file or in a variety of other formats, using
Business Intelligence (BI) Publisher templates.
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Payroll coordinators can copy the global Payroll Interface extract definition, save it under a new
name, and modify it as needed. When they submit their changes, the application generates a new
report process using the modified definition.
STEPS TO ENABLE
Before running the new reports, users must:
1. Copy the delivered extract definition.
87

2. Compile the formulas it uses.

3. Optionally, modify the copied extract definition to add any additional data required by
your payroll provider.

88

4. Refine the copied extract definition to change the display format for the Payroll Name
and Payroll Period parameters.

5. If you modified your copy of the extract definition, for example to add database items
or parameters, modify the BI Publisher template provided with the extract definition.
Payroll coordinators must run the Calculate Gross Earnings process before extracting data with
the new report. This process is a required step each time you run the extract. Use the process to
validate the calculated gross earnings results and updated payroll balances.
KEY RESOURCES
For more information about setting up and using Oracle Global Payroll Interface, refer to the
Oracle Global Human Resources Cloud: Using Global Payroll Interface Guide.
ADP DELIVERY OPTION AND TEMPLATE FOR NONRECURRING ELEMENTS
Users can now extract nonrecurring element data to send to ADP for payroll processing. A new
delivery option called US ADP Payroll Nonrecurring is provided, which uses a new eText BI
Publisher template.
STEPS TO ENABLE
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GOAL MANAGEMENT
Using Goal Management, you can transform business objectives into goals across various organization
levels, providing a clear line of sight from managers to employees. Business leaders can communicate
high-level initiatives, which managers can translate into goals for their employees.
APPROVAL ENHANCEMENTS
The following new features are available to support approvals and notifications on goals transactions.
MASS SUBMISSION AND APPROVALS FOR GOALS
Workers can now submit multiple goals for approval in a single submission. Upon submission, the
manager receives a single notification for all submitted goals and can approve or reject them as a
group.
After a worker submits one or more goals, both the worker and manager can view pending goals
awaiting approval. Goals that have been rejected are also available for correction and resubmission.

APPROVAL RULE ENHANCEMENTS
As part of a broader initiative to expand the capabilities for business rules for approvals, you can
route goals approvals to HR specialists based on each specialists area of responsibility.
In addition, the set of attributes available on goals approval transactions has been expanded,
allowing more flexibility in how approvals are routed within your organization.

90

DELETE NOTIFICATIONS
You can configure a new notification that informs managers and workers when an HR specialist
deletes a worker's goal.
STEPS TO ENABLE

MATRIX MANAGEMENT ENABLED FOR GOALS
Matrix managers, those who have dotted-line responsibility for one or more workers, can view and edit
goals for their matrix workforce through a new filter option available on the My Workers Goals page.

STEPS TO ENABLE
1. Sign in to Oracle Fusion applications.
2. In the Navigator, open the Setup and Maintenance work area.
3. On the Overview page of the Setup and Maintenance work area, click the All Tasks tab.
4. In the Search region, complete the fields as displayed in the following table.

Field Value
Search Tasks
Name Manage Administrator Profile Values

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5. Click Search.
6. In the search results, click Go to Task for the Manage Administrator Profile Values task.
7. On the Manage Administrator Profile Values page, enter Matrix Management Enabled for Goals
in the Profile Display Name field and click Search.
8. In the HRG_ENABLE_MATRIX_MGMT: Profile Values region, enter Y in the Profile Value field to
enable matrix management for goals.
The Dotted-Line Reports option is available on My Workers Goals only when the selected employee has
dotted-line reports.

COMPLETED GOALS EDITING
Workers and their managers can now edit completed goals. Once reopened, the worker or manager can
edit the details of the goal or reset the status to an In Progress or Not Started state. This functionality is
enabled with a new configuration option, so you can restrict users from reopening goals if desired.

STEPS TO ENABLE

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Field Value
Search Tasks

5. Click Search.
7. On the Manage Administrator Profile Values page, enter Completed Goal Edit Options in the
Profile Display Name field and click Search.
8. In the HRG_COMPLETED_GOAL_EDIT_OPTIONS: Profile Values region, select one of the options
displayed in the following table to achieve the desired effect.
Value Effect
Reopen Enables edits to completed goals only by using the
Reopen button on goal management pages
Always Open Completed goals are open for edits
Never Completed goals cannot be edited

EXTENSIBILITY UPTAKE FOR ADD GOAL DIALOG
The Add Goals dialog box has been enhanced to support extensibility. You can enable additional fields
for display within this dialog box; they are no longer confined to the limited number that appeared in
prior releases.
If desired, you can disable the Add Goals dialog box through a new profile option. When you add a new
goal, you will be taken directly to the full details page to complete the action.
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STEPS TO ENABLE
Field Value
Search Tasks

5. Click Search.
7. On the Manage Administrator Profile Values page, enter Addition of Goals Using Add Goal
Dialog Box Enabled in the Profile Display Name field and click Search.
8. In the HRG_ENABLE_ADD_GOAL_POPUP: Profile Values region, enter Y in the Profile Value field
to display a dialog box for allowing addition of goals. The dialog box is displayed when the Add
Goal button available on Goal Management pages is clicked to add goals.

DATABASE ITEMS FOR FAST FORMULA CALCULATIONS
Goal attributes are available for fast formula calculations, including:
Status
Completion Percentage
Weights
Measurements
Start Date
Target Completion Date
Actual Completion Date
Type
Category
Flexfields
Other Goal Details

94

STEPS TO ENABLE

SPREADSHEET LOADER ENHANCEMENTS
HR specialists use spreadsheet loaders to create and update organization goals and publish them to
managers organizations on the managers behalf. Spreadsheet loaders can also be used to create or
update worker goals other than organization goals.
Additional attributes available when uploading organization goals include:
Organization Owner ID
Organization Owner Name
Organization Owner Number
Flexfields
Additional attributes available when assigning organization goals to a worker include:
Person Number
Assignment Number
Additional values available when updating or creating worker goals include:
Person Name
Person Number
Assignment Number
Flexfields
In addition to the new attributes, several choice lists have been made available in the spreadsheet to
facilitate valid input of controlled values, including Status, Priority, and other lists of values.
STEPS TO ENABLE

95

MASS ASSIGN GOAL ENHANCEMENTS
HR specialists can now use the mass assign goals feature to perform the following actions:
Create and save mass assignment definitions.
View and edit attributes of previously saved mass assignment definitions, including associated
eligibility profiles, selected workers, and goals.
Save a mass assignment definition in draft state for later editing and assignment.
Assign a previously saved mass assignment definition to workers through eligibility or other
assignment methods.

STEPS TO ENABLE

GOAL PLAN MANAGEMENT ENHANCEMENTS
HR specialists can now use the manage goal plans feature to perform the following actions:
View and edit attributes of previously created goal plans, including associated goals,
organizations, eligibility profiles, and selected workers.
Save a goal plan in draft state for later editing and assignment.
Assign a previously saved goal plan to workers through eligibility or other assignment methods.
Copy goals from one plan to another.
View results of goal assignment processes.

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STEPS TO ENABLE

GOAL ASSIGNMENT SCHEDULED PROCESSES
HR specialists can establish recurring schedules for goal assignment using either the goal plan or the
goal mass assignment features. Recurring schedules support goal assignment for new hires or other
cases where workers may become newly eligible for goals over time.
HR specialists can set up goal plans or mass assignment definitions once and schedule them to run
periodically. They can also be notified upon completion of the process so that they can view the process
results.
STEPS TO ENABLE

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NETWORK AT WORK
Network at Work provides integration between HCM and Oracle Social Network (OSN) to allow workers
to collaborate with others in the organization. Network at Work also provides the capability for workers
to give each other informal kudos, which can be used in feedback and performance evaluations.
ORACLE SOCIAL NETWORK FOLLOW ACTION INTEGRATION
Network at Work includes several integration points that allow workers to initiate a Follow action in
OSN. When you follow someone, you can see activity about that person in your Overview page in OSN.
You can choose to follow someone from the Gallery Search Results, by taking action on the workers
public portrait, or by initiating the Follow action from the Person Contextual Actions popup window.
Once you are following someone, you can similarly choose to Stop Following via the same mechanisms.
This feature needs to be configured for Network at Work and also requires OSN to be in use in your
organization.
STEPS TO ENABLE
3. Select the Configure Offerings task.
4. In the Configure Offerings work area, navigate to the Workforce Deployment offering. Ensure
that this offering is enabled for implementation.
5. Within the Workforce Deployment offering folder, select the Network at Work functional area.
Ensure that this functional area is enabled for implementation.
6. Select to edit Network at Work functional area Feature Choices.
7. Select Yes to enable Social Network Integration.
8. Enable the feature option to Display follow action for workers.
The Configure Offerings task is only available to certain administration and implementation users.

WORKER PROFILE UPDATES PUBLISHED TO ORACLE SOCIAL NETWORK PERSON WALL
When workers update selected data in Network at Work it will be posted to the OSN Person Wall. This
allows others who are following the worker in OSN to see the relevant updates. There are four
components that trigger updates to the person wall. Three of these are found on the Activities and
98

Interests card of Portrait: About Me, Areas of Interest, and Bookmarks. The fourth component is Areas
of Expertise, which is found on the Experience and Qualifications card of Portrait.
organization.
STEPS TO ENABLE
7. Select Yes to enable Social Network Integration.
8. Enable the feature option to Publish worker profile updates to wall.
The Configure Offerings task is only available to certain administration and implementation users.

NETWORK AT WORK SETUP ENHANCEMENTS
Within the Workforce Deployment offering, a new functional area has been defined for Network at
Work. This functional area contains two feature choices.
The first is kudos, which is a previously existing feature. Whats new with this release is the way
you enable the feature. You can now configure kudos independently from social networking
options
The second feature choice for Network at Work is OSN integration. This integration is disabled
by default. When enabled, you have some additional options to select. Only two of these are in
use for this release, the other two are reserved for the future.
You can select the option Display follow action for workers. This allows workers to
follow other workers in OSN by initiating the action from within Fusion HCM.
You can select the option Publish worker profile updates to wall. When enabled,
selected updates that the worker makes on his own portrait will be published to his own
wall in OSN.
In addition to enabling these features in the Setup and Maintenance work area, the integration also
requires OSN to be in use in your organization.
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These options are reserved for future use. Enabling or disabling these options will have no impact in this
release:
Publish worker updates to wall
Synchronize worker photos
When workers update selected data in Network at Work it will be posted to the OSN Person Wall. This
allows others who are following the worker in OSN to see the relevant updates. There are four
components that trigger updates to the person wall. Three of these are found on the Activities and
Interests card of Portrait: About Me, Areas of Interest, and Bookmarks. The fourth component is Areas
of Expertise, which is found on the Experience and Qualifications card of Portrait.
organization.
STEPS TO ENABLE
7. Enable or disable Kudos.
8. Enable or disable Social Network Integration. If you choose to enable the feature, you will also
make additional choices for social network integration options.
If you are using the Kudos feature currently in your organization, you will want to follow the
Steps to Implement to enable the kudos feature so that it will continue to be available for use.
The Configure Offerings task is only available to certain administration and implementation
users.

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SOCIAL FEATURE DEPRECATION
Since Network at Work is now integrated with OSN, there are several social-related features that have
been deprecated.
Connections. Connection-related features are replaced with the Follow concept in OSN. These
features are removed:
The Connection card is removed from Portrait
Add as Connection action is removed from Oracle Fusion HCM
Message Board and Personal Status. Equivalent functionality is achieved with the personal wall
in OSN. Workers can write messages and post updates on the person wall. Therefore, these
features are removed:
Message Board is removed from Activities and Interests card
Personal Status is removed from Portrait header
Activity Stream. OSN does not use the activity stream. Instead the OSN Overview page provides
a list of recent activities across OSN. The following activity stream features are removed from
Oracle Fusion HCM:
Network Activities card is removed from Portrait
Activity Stream section is removed from Activities and Interest Portrait card
Some updates previously posted to activity stream are now posted to the person wall.
These updates are About Me, Areas of Interest, Areas of Expertise, and Bookmarks.
Anything posted to the person wall will be reflected in the OSN Overview page for those
workers following the person.
Integration between Goals and Spaces
The integration between Goals and Spaces is removed. Spaces created in previous
releases will still exist; they will just no longer be linked to a workers goal. The spaces
can be reached via direct navigation found in the WebCenter Services page in the
Welcome dashboard. The delivered integration between Oracle Fusion Goal
Management Goal functionality and Oracle Social Network Conversations is considered
the substitute for this feature.
STEPS TO ENABLE
There are no steps necessary to disable these features.

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PERFORMANCE MANAGEMENT
Performance Management supports features and functions for measuring and reporting worker
performance. Managers, workers, and participants can evaluate workers on goals and competencies
according to the scoring system used by your organization. Human resources (HR) specialists and
managers can perform administrative tasks to maintain worker performance documents to maximize
efficiency and prevent bottlenecks.
TASK MANAGEMENT ENHANCEMENTS
We added several new features to improve the usability of Performance Management for HR
administrators and line managers. More configuration options are available to tailor to your business
requirements. We also redesigned the My Organization page to improve viewing of delivered analytics.
To help expedite the manager evaluation process, we added a new writing assistant tool and provided a
quick way for the manager to return the performance document to the worker.
NEW LOOK AND FEEL FOR MY ORGANIZATION ANALYTICS PAGE
The My Organization page has been enhanced with a more user-friendly format and new
features. Managers can select filter criteria at the page level that applies to all displayed
analytics, eliminating the need to filter each analytic individually. Managers can view analytics
for multiple selected performance documents at a time.
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103

STEPS TO ENABLE
There are no steps necessary to enable this feature. My Organization page is in the Performance
Management work area.
CONCURRENT EVALUATION TASKS FOR MANAGERS AND WORKERS
Managers often want to start work on an evaluation before the worker completes the self-
evaluation. Using new configuration options, you can set up the performance process flow to
enable workers and managers to work on their evaluation tasks concurrently.
Although the evaluation tasks can be started at the same time, you must set up the task
sequence to indicate which of those evaluation tasks must be completed first.

STEPS TO ENABLE

Field Value
Search Tasks
Name Manage Performance Process Flows

5. Click Search.
6. In the search results, click Go to Task for the Manage Performance Process Flows task.
7. On the Create Process Flow page, click Create.
8. Enter general process flow information.
9. In the Worker Self-Evaluation and Manager Evaluation section, select Evaluation tasks can
be performed concurrently.
10. Select additional tasks, as desired.
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11. Click the Task Names tab.
12. Ensure that the Worker Self-Evaluation and Manager Evaluation tasks are consecutive tasks.
The one with the earlier sequence number must be completed first.
Note: You can set the sequence numbers for two tasks between the between the Worker
Self-Evaluation and Manager Evaluation tasks: Manage Participant Feedback and Set Next
Period Goals.
13. Click Save and Close.
KEY RESOURCES
For more information about performance process flows and concurrent evaluation tasks, go to
Applications Help for the following topics:
Performance Process Flow Setup: Points to Consider
Concurrent Worker Evaluation Tasks: Explained
RETURN TO WORKER ACTION
When performing an evaluation, managers can click a button to quickly return the performance
document to a worker for corrections or updates.
After a worker completes an evaluation, the workers manager may want the worker to modify
the document. The manager can select the Return to Worker button on the performance
document. The worker receives notification, and can return to the document to edit and
resubmit it.

STEPS TO ENABLE
There are no steps necessary to enable this feature. It is available on the manager view of the
performance document.

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The Return to Worker button provides the same functionality as the Reset Evaluation
Status manager administration task. It allows managers to save the ratings and
comments they entered in the Manager Evaluation task and return the performance
document to the worker. Workers can correct, update, or continue the self-evaluation
task.
When you use the Return to Worker functionality, the Manager Evaluation task is saved
and closed and the Worker Self-Evaluation task is set to in progress. Any tasks
configured between the Worker Self-Evaluation and Manager Evaluation tasks are set to
not started status and must be completed again once the worker self-evaluation is
completed. Any data entered previously in those tasks is retained so the tasks can be
completed using the same data, or can be updated.
The functionality presumes that the Worker Self-Evaluation task is configured before
the Manager Evaluation task in the process flow. You can hide the button using
customization if you configure a process flow that does not include a Worker Self-
Evaluation task or the Manager Evaluation task before the worker self-evaluation task
or simply dont wish to provide managers this functionality.
NEW CONFIGURATION TO DEFINE REQUIRED RATINGS AND COMMENTS BY ROLE
If your business rules require workers and managers to provide ratings and comments, you now
have configuration options to ensure this. When setting up a performance document template,
the template administrator can make ratings and comments required.
These configuration options are available for each role type participating as an evaluator in the
performance document. This allows more flexibility over what managers, workers, and
participants are required to provide when accessing a performance document. Evaluators are
informed which sections have incomplete ratings and comments.
The values available for configuration include:
Competencies and goals item ratings and comments
Competencies and goals section ratings
Overall ratings and comments
Worker final feedback comments
Manager final feedback comments
For each section and item and rating comment field, you can specify that it is:
Required
Optional Without Warning
Optional With Warning
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STEPS TO ENABLE
Field Value
Search Tasks
Name Manage Performance Templates

5. Click Search.
6. In the search results, click Go to Task for the Manage Performance Templates task.
7. On the Create Performance Templates page, click Create.
8. Enter general performance template information.
9. Click the Process tab.
10. Complete the fields on the tab.
11. Click the Structure tab.
12. In the Sections section, click the Add icon.
13. In the Section Name column, select a Profile Content type section that contains
competencies.
14. In the Section Processing section, in the Section Type field, enter Profile Content.
15. Complete the fields in the rest of the Section Processing section, and in the Item
Processing and Section Content sections as required.
16. In the Processing by Role section, click the Add icon.
17. In the Role column, select Manager.
18. In the Item Ratings column, select Optional Without Warning, Optional With Warning,
or Required.
19. Repeat step 18 for the Item Comments, Section Ratings, and Section Comments
columns, as available for the section type.
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20. Repeat steps 17 thru 19 for the Worker role, and any other roles you require to evaluate
the worker.
21. Repeat steps 12 thru 20 for the Goals, Overall Summary, Worker Final Feedback, and
Manager Final Feedback sections.
22. Complete the rest of the performance template as desired.
KEY RESOURCES
For more information about performance templates, sections, and section processing, go to
Setting Up the Performance Template: Critical Choices
Defining Processing Roles for Performance Template Sections: Points to Consider
Creating a Performance Template: Worked Example
Performance Template Section: Critical Choices
CALCULATED SECTION RATINGS AS OFFICIAL RATINGS
If your company does not want managers and workers to provide manual overall or section
ratings in the performance document, you can set up a performance template to use the
calculated ratings as the official ratings. When you set up the performance template to use
calculated ratings only, calculated ratings are used for the Profile Content (Competencies),
Goals, and Overall Summary sections. Workers and managers cannot provide manual ratings.
You can set up the template to display calculated ratings in either of two ways:
The calculated rating level name appears with the actual calculated number.
Only the calculated rating level name appears.
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STEPS TO ENABLE

Field Value
Search Tasks
Name Manage Performance Templates

109

5. Click Search.
6. In the search results, click Go to Task for the Manage Performance Templates task.
7. On the Create Performance Templates page, click Create.
8. Enter general performance template information.
9. Click the Process tab.
10. In the Process Flow field, select the process flow.
11. In the Calculation Rules section, select Calculate
12. In the Calculation Rules section, complete the fields as shown in the table.

Field Value
Calculate ratings Select
Display calculated
ratings to worker
Select to display both the rating level name and
actual calculated number to the worker; deselect to
display only the rating level name to the worker
Display calculated
ratings to manager
Select to display both the rating level name and
actual calculated number to the manager; deselect
to display only the rating level name to the manager

13. Complete the fields on the tab.
14. Click the Structure tab.
15. In the Sections section, click the Add icon.
16. In the Section Name column, select a Profile Content type section that contains
competencies.
17. Complete the section.
18. Repeat steps 15 thru 17 for the Goals and Overall Summary sections, and any sections
required in the process flow.
19. Complete the rest of the performance template as desired.
Calculated ratings for a section are based on ratings on individual competencies and goals
provided by the worker and manager. The calculated overall rating for a performance document
is based on the calculated ratings of the sections.
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KEY RESOURCES
For more information about performance templates, go to Applications Help for the
following topics:
For more information about template sections, go to Applications Help, Performance
Template Section: Critical Choices topic.
For more information about calculated ratings, go to Applications Help, Calculated
Ratings: Explained topic.
WRITING ASSISTANT TOOL
The new Writing Assistant tool assists managers in writing useful comments in a workers
performance document. The Writing Assistant takes content that is associated with
competencies and their associated proficiency levels and provides it to the manager to help
describe the observed behaviors and desired behaviors. The content associated with the
competencies comes from third party vendors who specialize in providing this content tailored
to the customers organization.
The Writing Assistant provides:
Feedback Suggestions: Associated with the competency proficiency level selected by the
manager.
Development Tips: Associated with the competency.
To access the Writing Assistant in a performance document, the manager clicks the Suggest
Comments button. In the Suggest Comments dialog, the manager can filter between Feedback
Suggestions and Development Tips. The manager can use the delivered content as is, or edit it.
The manager is not required to use any of the suggested comments.
To set up the Writing Assistant, you must:
Create the Profile Content section and enable the Writing Assistant
Upload development tips and feedback using the Manage Profile Content Items task in
Profile Management.
STEPS TO ENABLE

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Field Value
Search Tasks
Name Manage Performance Template Sections

5. Click Search.
6. In the search results, click Go to Task for the Manage Performance Template Sections
task.
7. On the Create Performance Template Sections page, click Create.
8. Enter section detail information.
9. Enter desired information in the Section Processing and Item Processing sections.
10. In the Section Content section, enter desired information for the profiles, goals, and
specific content.
11. Select Enable writing assistant for manager.
12. In the Content Items section, add content items as desired.
The Writing Assistant provides feedback suggestions only for competencies and their respective
proficiency levels. If you set up the competencies section to use both proficiency levels and
performance ratings, the Writing Assistant provides feedback suggestions only for the selected
proficiency levels. If you set up the section to use only performance ratings, Writing Assistant
displays only development tips associated with the selected competency.
KEY RESOURCES
For more information about the Writing Assistant, go to Applications Help for the
following topics:
Writing Assistant: Explained
Setting Up Writing Assistant for Performance Documents: Explained
Writing Assistant: How it Works with Performance Documents
For more information about performance templates and sections, go to Applications
Help for the following topics:
Creating a Profile Content Performance Template Section: Worked Example

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PARTICIPANT ACCESS TO SUBMITTED RATINGS
Participants, along with the manager and worker, can now view and provide ratings and
comments in the performance document for a worker. A new check box was added to the
Manage Performance Roles task so you can select the participant roles that are eligible to view
and provide ratings for workers.

STEPS TO ENABLE

Field Value
Search Tasks
Name Manage Performance Roles

5. Click Search.
6. In the search results, click Go to Task for the Manage Performance Roles task.
7. On the Create Performance Roles page, click Create.
8. In the Role field, enter a role name.
9. In the Description field, enter a description.
10. In the From Date and To Date fields, enter dates.
11. In the Status field, select Active
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12. Select Allow role to view worker and manager evaluations.
After you create the role, you must add the role to the performance template in the sections for
which the role can provide ratings. You add the role in the Processing by Role section on the
Structure tab of the performance template.
KEY RESOURCES
For more information about roles, go to Applications Help, Performance Roles:
Explained topic.
For more information about participant feedback, go to Applications Help, Participant
Feedback: Explained topic.
For more information about performance templates, sections, and section processing,
go to Applications Help for the following topics:
For more information about sections and section processing, go to Applications Help for
the following topics:
Defining Processing Roles for Performance Template Sections: Points to
Consider

BULK PROCESSING OF ADMINISTRATIVE TASKS
Human resources (HR) specialists can now save time by selecting multiple performance documents to
perform administrative tasks on them. They can run the following tasks on a set of documents at once:
Monitor missing performance documents (including creating performance documents)
Transfer performance documents
Cancel performance documents
Reopen performance documents
Delete performance documents
To mass create missing performance documents, HR specialists use the Monitor Missing Performance
Documents task to search for specific performance document names and identify which workers
performance documents do not exist. They can select all, or any of the workers, and create the missing
performance documents for them.
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You can only use the mass create feature to create performance documents that have the same name.
If you need to create multiple performance documents for performance documents with different
names, you must create the documents separately.
STEPS TO ENABLE
There are no steps necessary to enable these features. The tasks are available in the regional task list in
the Performance Management work area.
KEY RESOURCES
For more information about administrative tasks and creating performance documents, go to
Evaluate Worker Performance: Overview
Creating Performance Documents: Points to Consider

APPROVAL ENHANCEMENTS
Enhancements to the approval process ease the process of approving performance documents and
expand the list of available approvers to the HR specialist.
PERFORMANCE DOCUMENT FROM APPROVALS NOTIFICATION
Approvers can open a performance document from a link within the approval notification.
While reviewing the document, the approver can approve or reject the document using buttons
in the notification. These buttons are disabled if the document is already approved.
STEPS TO ENABLE
There are no steps necessary to enable these enhancements. The links appear automatically in
the worklist and email approval notifications.
KEY RESOURCES
For more information about performance document approvals, go to Applications Help for the
following topics:
Performance Document Approvals: Explained
Managing HCM Approval Transactions: Explained
Managing HCM Approval Rules: Explained

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GLOBAL HR APPROVALS UI
You can now use the Global HR Approvals UI, along with the BPM worklist, to define approval
rules for Performance Management. This new interface has an improved visual representation
of the defined approval flow and allows easy inclusion of an HR specialist in the approval rule
using Areas of Responsibility.
STEPS TO ENABLE
APPROVAL RULE ENHANCEMENTS
As part of an initiative to expand the capabilities for business rules for approvals, you can route
performance approvals to HR specialists based on the specialists Areas of Responsibility in the
BPM Worklist.
STEPS TO ENABLE

Field Value
Search Tasks
Name Manage Approval Transactions for Human
Capital Management

5. Click Search.
6. In the search results, click Go to Task for the Manage Approval Transactions for Human
Capital Management task.
7. On the Manage Approval Transactions page, in the Name field, enter Performance.
8. Click Search.
9. In the Search Results section, in the Approve Performance Document row, click
Configure.
10. Add the Representative icon after Hierarchy Manager.
11. Click Submit.
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12. In the Navigator, select Person Management.
13. On the Search Person page, in the Name field, sent the name of the HR specialist who
will be an approver.
14. Click Search.
15. In the Search Results field, select the name of the HR specialist.
16. In the Tasks menu, scroll down and select the Manage Areas of Responsibility task.
17. In the Assigned Areas of Responsibility section, click Create.
18. On the Create Area of Responsibility page, enter the values as shown in the table.
19. In the On the Create Area of Responsibility page, complete the fields as displayed in the
following table.

Field Value
Responsibility Name Human Resources Representative
Responsibility Type Human resources representative
From Date Todays date

20. Click Submit.
KEY RESOURCES
For more information about performance document approvals, go to Applications Help for the
following topics:
Performance Document Approvals: Explained
Managing HCM Approval Transactions: Explained
Managing HCM Approval Rules: Explained
NEW DATABASE ITEMS
All performance attributes are available as DBIs to use in fast formula calculations.
STEPS TO ENABLE

117

ORACLE TRANSACTIONAL BUSINESS INTELLIGENCE ENHANCEMENTS
The Workforce Performance Performance Ratings Real Time subject area includes new attributes for
participant, questionnaire, and rating comments, permitting analysis on ratings and questionnaire
feedback by all evaluation participants.
All Performance Management OTBI Subject areas include a new eligibility indicator to indicate if the
worker is still eligible for the created performance document.
The Workforce Performance Performance Management Task Status Real Time subject area and the
Workforce Performance Performance Management Rating Distribution Real Time OTBI subject area
include a new worker dimension.
STEPS TO ENABLE

NEW AUDIT FEATURES
The following performance management data is available for audit, captured for all roles participating in
the performance process:
Overall Rating
Overall Comments
Section Ratings
Item Ratings
STEPS TO ENABLE

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PROFILE MANAGEMENT
Profile Management provides a common foundation for the Talent suite of products as well other
Oracle Fusion applications to retrieve, insert, and update talent profile information. Profile
Management also supports Human resource (HR) specialists, line managers and workers in performing
critical HR talent functions including managing people and job profiles, career planning functions, and
managing and tracking talent data.
SIMPLIFIED UI TO VIEW SKILLS AND QUALIFICATIONS DATA
A new user interface displaying an employees skills and qualifications has been added. Employees and
managers can use the new interface to view their skills and qualifications such as area of expertise,
degrees, and languages. The new user interface also includes a view-only competency radar graph that
plots how well an employees competency ratings match the required proficiency ratings of a job or
position profile. In addition, users can navigate to the comparison and best-fit tools from the new user
interface.

STEPS TO ENABLE

119

AUDIT ENABLEMENT
Profile Management now enables auditing for a new Internal Auditor job role. This role will access the
audit reporting user interfaces, plus all the auditable objects. Customers can also add auditing capability
to their own custom roles by adding the appropriate duty roles. For more information about the Audit
duty role, see the Oracle Fusion Applications Common Security Reference Manual.
Within Functional Setup Manager, auditing can now be enabled for the following Profile Management
object references:
Content Items
Rating Levels
Profile Types
Profile Keywords (such as Areas of Interest and Areas of Expertise)
Profile Items
While these objects can be enabled for auditing, you must use caution and work with your security and
performance teams when implementing these options.
STEPS TO ENABLE
The administrator can assist in adding the audit capabilities you need to support this feature.

MANAGE TALENT PROFILE TASK ADDED TO THE PERSON MANAGEMENT WORK AREA
Human resource (HR) specialists can now manage an employees talent profile from the Person
Management work area. They can access the Manage Talent Profile task from the Person Management
work area under Personal and Employment.
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In addition to making it easier to navigate and providing a more unified view of person management,
this feature enables HR specialists to view workers profile details for existing pending workers and
future dated hires, and update applicants and prospective hires talent information as part of the
onboarding process.

TALENT PROFILE SUMMARY ENHANCEMENTS
The Print Profile action available in Profile Management and Talent Review pages is now enhanced to
include the following options:
Highest education level
Memberships
Licenses and certifications
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STEPS TO ENABLE

HIGHEST EDUCATION LEVEL CONTENT TYPE
Profile Management now includes Highest Education Level as a seeded free-form content type that HR
specialists can use to capture the employees highest education level information. This content type
includes the HRT_HIGHEST_EDUCATION_LEVEL lookup with predefined values. This content type is
available in Profile Details, Experience and Qualifications Card, and Talent Profile Summary.
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STEPS TO ENABLE
TALEO RECRUITING CLOUD SERVICE INTEGRATION WITH PROFILE MANAGEMENT
You can now migrate talent data of a candidate profile from the Taleo Recruiting Cloud Service to the
Oracle Fusion employee profile for new hires. Now previous employment, education, and licenses and
certifications data provided by candidates in Taleo Recruiting Cloud Service will be displayed in their
Oracle Fusion employee talent profile after they become employees.
STEPS TO ENABLE
PROFILE MANAGEMENT SETUP TASKS ALTERNATE NAVIGATION
HR specialists now have access to the Profile Management setup tasks from the Profiles work area. The
Profiles work area now includes the following setup tasks:
Manage Model Profiles
Manage Education Establishments
Manage Profile Rating Models
Manage Content Types
Manage Content Subscribers
Manage Content Items
Manage Instance Qualifiers
Manage Profile Types
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STEPS TO ENABLE
WRITING ASSISTANT
The Writing Assistant feature helps managers write useful comments about worker competencies in the
performance document. This feature provides suggestions for comments that are associated with
competencies and their correlated proficiency levels.
HR specialists can now upload Writing Assistant data and development tips and feedback, using the
Manage Profile Content Items task in Profile Management.

STEPS TO ENABLE

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TALENT REVIEW AND SUCCESSION MANAGEMENT
Talent Review and Succession Management supports your succession planning process by enabling your
organization to develop and maintain succession plans that indicate who will eventually replace
personnel currently in key positions. You can also track and manage workers in talent pools. Using the
Succession Management business process, you can determine who is ready to transition to positions
before the positions are vacant to ensure a smooth transition, and provide visibility to the appropriate
individuals to manage the process.
SUCCESSION-RELATED DATA IN THE SIMPLIFIED UI
You can use the simplified UI to view your workers succession plan and talent pool membership, and to
review the candidates for the succession plans associated with your workers jobs.
Use the Career Planning card to verify that your workers are members of the appropriate succession
plans and talent pools. Review the succession plans that apply to your workers jobs on the new
Succession Planning card, where you can confirm that you:
Have the right candidates on each plan
Have candidates who could fill a critical vacancy immediately
Are developing more candidates to fill these roles in the coming years

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STEPS TO ENABLE
There are no steps necessary to enable these features. Simplified UI is available by default for all users.
However, you must create succession plans and talent pools for them to appear on the Career Planning
and Succession Planning cards.
Managers can view the succession plans on which their direct reports are candidates or incumbents on:
Public plans.
Private plans for which they are owners.
For both succession plans and talent pools, manager can view only their direct reports, even if
there are other candidates on the plan or members of the pool.

SUCCESSION PLANS AND TALENT REVIEW MANAGEMENT FROM THE ORGANIZATION CHART
While viewing the organization chart, if you notice that a job needs a succession plan, you can quickly
create the plan right there on the spot. Or, you can just as quickly and efficiently create a talent pool
from the organization chart.
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STEPS TO ENABLE
There are no steps necessary to enable these features. The Organization chart is available to all users.
However, access to the Succession Plans work area is restricted to roles with the Succession Plan Duty
duty role.

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STREAMLINED SUCCESSION PLAN CREATION
You can decide which of five succession plan type best fits your situation. The application then shows
you the appropriate fields required to create the plan.
The five plan types that are available include:
Job. Associate the succession plan with a specific job, such as Chief Financial Officer.
Job Family. Associate the succession plan with a particular job family, such as Accounting or
Engineering.
Job Profile. Associate the succession plan with a specific job profile such as the Marketing
profile.
Position. Associate the succession plan with a position in a selected business unit.
Incumbent. Use the Incumbent plan type to create a plan to replace a key employee or
particular individual.

STEPS TO ENABLE
There are no steps necessary to enable this feature. The Organization chart is available to all users.
However, access to the Succession Plans work area is restricted to roles that have the Succession Plan
Duty duty role.

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KEY RESOURCES
For more information about succession plans, go to Applications Help for the following topics:
Succession Management: Explained
Selecting Owners and Privacy Levels for Succession Plans: Points to Consider

SUCCESSION PLAN ACCESS CONTROLS
You now have enhanced capabilities to control succession plan access for public and private plans.
For public succession plans:
These plans are visible to everyone who has access to succession planning tasks.
Candidates on your public plans are visible only to the managers above them in their reporting
hierarchy.
For private succession plans:
Only people that you specify can see these plans.
You also control their level of access on each private plan:
Administrators manage the plans general information, ownership, and candidates.
Candidate managers can add candidates and assess those candidates level of readiness
on the plan.
Viewers have read-only access to the plan and its candidates.
Each users security profile determines which candidates they can see on private plans.
STEPS TO ENABLE
2. In the Navigator, open the Succession Plans work area.
3. On the Overview page of the Succession Plans work area, click the Succession Plans tab.
4. Click the Create button.
5. On the Create Succession Plan: Enter Details page, in the Plan Name field, enter a succession
plan name.
6. In the Plan Type field, select a plan type.
7. In the Status field, select Active.
8. In the Privacy field, select Private.
9. Next to the Owner field, select the Manage Owners icon. Note that the default administrator
type for the owner is Administrator.
Note: A succession plan must have at least one owner with the Administrator role.
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10. To add additional owners, on the Manage Owners dialog, click Select and Add. You can select
additional owners to assign other administrator roles, such as Candidate Manager or Viewer.
11. Click OK.
12. On the Create Succession Plan: Enter Details page, in the Key Job and Position Information
enter required information, and optional data as desired.
13. Click Next.
14. On the Create Succession Plan: Select Candidates page, add candidates as desired.
KEY RESOURCES
For more information about succession plans, go to Applications Help for the following topics:
Succession Management: Explained
Selecting Owners and Privacy Levels for Succession Plans: Points to Consider

SUCCESSION PLAN REPORTING
Because developing your next generation of talent is essential to your organizations ability to execute,
you need to keep a close eye on your succession planning process. You can use the Job Plans, Incumbent
Plans, and Candidate subject areas to analyze and understand how effective and thorough your
succession planning has been.
Our reporting solution helps you to achieve crucial goals:
Confirm that you have assigned your top talent to suitable succession plans.
Identify that your succession plans have candidates who are ready now along with a deep bench
of candidates who are up and comers in your organization that you are developing for future
leadership positions.
Determine if the same few, high caliber workers appear on numerous succession plans,
exposing your organization to risk if those candidates are likely to leave.

TALENT POOL COLLABORATION
Integration with Oracle Social Network allows pool owners to collaborate on what they intend for the
pool members and how they would like to help them develop. It also allows pool members to share
thoughts and experiences, and to support one another as they strive to achieve their development
goals.
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STEPS TO ENABLE

Field Value
Search Tasks
Name Manage Oracle Social Network
Objects
5. Click Search.
6. In the search results, click Go to Task for the Manage Oracle Social Network Objects task.
7. On the Manage Oracle Social Network Objects page, expand Oracle Social Network Objects.
8. Expand Profile Management.
9. Select the Talent Pool row.
10. Click Enable Object.
11. On the Talent Pool: Enable Object dialog box, select an option according to the options
displayed in the following table.
Field Value
Manual Users can decide if business object information is
sent to Oracle Social Network (Recommended)
Automatic Business object information is sent automatically
to Oracle Social Network
No Business object information is not sent to Oracle
Social Network
12. Click OK.
13. In the Talent Pool: Attributes section, click the Add icon.
14. On the Talent Pool: Select Attributes dialog box, select Enabled for both Talent Pool and
Description.
15. Click OK.
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16. On the Manage Oracle Social Network Objects page, click Save.
17. On the Confirmation dialog box, click OK.

SUCCESSION PLANNING DATA AUDITS
You can track who changed data in your succession plans and talent pools, and when the changes
occurred and quickly generate reports about these changes with a simple search.
You often want to know what is changed on your succession plans and talent pools, as well as who
made the changes and when. For example, you might need to know who added members to or removed
them from a talent pool, or who changed a succession candidates readiness level. The native audit
functionality of Oracle Fusion applications helps you to track just that kind of information as well as to
report on it by entering a few, simple search criteria. Then you can use the Export to Excel feature of
Oracle Fusion applications to further analyze your audit information in a Microsoft Excel spreadsheet.
STEPS TO ENABLE

EXPERIENCE AND QUALIFICATIONS CONTENT EDITING SUPPORT FROM TALENT DETAILS
DIALOG
You can configure custom profile content that is specific to your business to capture additional talent
profile information about your workers during a talent review.
The custom content is available when you create a custom content type in Profile Management and
specify Talent Review as a subscriber. The content type appears in the Talent Details dialog on the
Experience and Qualifications tab that is available both from the Talent Review dashboard and
Succession Plans work area.
STEPS TO ENABLE
1. Create a custom content type using the Manage Profile Content Types task.
2. Select Talent Review as a subscriber.
3. Create content items.

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To view the custom content:
From the Talent Review dashboard, select a worker
Click Show Details
On the Details dialog, select the Experience and Qualifications tab
Click Edit to see the editable fields
You can also open the Details dialog from the Succession Plans work area by right-clicking a name in the
Candidate Readiness starburst analytic.
KEY RESOURCES
For more information about content types and how they work in a Talent Review meeting, go to
Content Types: Explained
Content Type Properties: Explained
Content Items: Explained
Talent Review: Explained

OPTIMIZED NAMES DISPLAY ON THE TALENT REVIEW DASHBOARD
We have vastly improved how we display workers names on the box chart matrix. The names are now
listed in columns, and are alphabetized according to the list name that you specify in Global HR. You can
see even more names on the dashboard by zooming into a single box.
STEPS TO ENABLE
There are no steps necessary to enable this feature. To make the names visible, on the Talent Review
dashboard, select Show Names.

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KEY RESOURCES
For more information about Talent Review meetings and name formatting, go to Applications Help for
Person Name Formats: Explained

REVIEW ACTION PLAN PAGE ENHANCEMENTS
Several enhancements to the Review Action Plan page make it easier for you to create tasks and track
the statuses for each.
The enhancements allow you to:
Export the tasks to Excel to track completion of and report on tasks in a spreadsheet.
Use the new Assignees and Owners table columns to more easily view the task actors.
Filter your tasks in the table using Query by Example.
In addition, the more logical column display order makes reading the table's contents easier.

STEPS TO ENABLE
There are no steps necessary to enable this feature. However, you must enable the Add Task option
when creating a talent review template for tasks to be available in the meeting.

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KEY RESOURCES
For more information about Talent Review meetings, action plans, and tasks, go to Applications Help for
Talent Review Life Cycle: Explained
Talent Review Tasks: Explained
Talent Review Template: Explained
Talent Review Data Options: Points to Consider

135

TIME AND LABOR
Time and Labor is a comprehensive, easy to use, rules-based time recording and management system.
Time and Labor fully integrates with Global Human Resources, Absence Management, Global Payroll,
and Project Costing and supports a wide range of time recording needs including calendar-based time
entry and a fully configurable time card. The real-time rules engine and rule templates provide an
extensible and easy method to validate time entries and apply pay rules, with the results displayed on
the time card. Close integration with Absence Management means scheduled absences are shown on
the calendar and time card, and absences can be reported through the calendar and time card.
Integration of Time and Labor with Global Payroll and Project Costing provides support for time entry
adjustments, as well as accurate and consistent time-related data for payment, project management,
costing, and billing.
CALENDAR-BASED TIME ENTRY
A worker can quickly report time from a simple time entry dialog accessed from a calendar. Time entries
can be reported for either a single day or a range of days. The display of fields and time entry values to
select is completely configurable.
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STEPS TO ENABLE

CONFIGURABLE TIME CARD ENTRY
Workers and administrators can enter time in time cards. Weekly and biweekly time cards are available
for entry. Layout Sets enable you to configure the display and usage of all time entry fields in the time
card. An administrator can create, modify, or view time cards as needed either for adjusting time or for
troubleshooting workers questions.
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STEPS TO ENABLE
The general steps to configure time entry include:
Create time period definitions that produce repeating periods for use in time card entry,
approvals, time rules processing, and absence accruals
Create time card fields, which are a collection of properties that enables different user groups to
report time against different time attribute values
Create a collection of different time entry layouts for entering, reviewing, and approving time.
Associate time card fields with layout sets
Create groupings of time attributes as categories. Use these categories to group time entries for
summarizing, validating, and transferring time and for processing time rules
Create time consumer sets that specify approval periods, validation rules, and time transfer
rules for each time consumer
Create group definitions that are used by Time and Labor
Create worker setup profiles that associate time entry configurations with workers
KEY RESOURCES
For more information about configuring time and labor, go to Applications Help, Define Time and Labor:
Overview topic.

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DELIVERED VALIDATIONS
Consuming applications that use time entries, such as Global Payroll, Project Costing, and Absence
Management deliver validations to ensure all time entries can be accepted without errors.
STEPS TO ENABLE

REAL TIME CONFIGURABLE RULES
Delivered rule templates enable you to configure various time rules for different populations of workers.
These include time entry rules that can trigger error or warning messages if defined conditions are not
met when reporting time. Additionally, time calculation rules can act on reported time entries and
generate updates in the calculated time. These time entry and time calculation rules are applied on the
time card immediately, to enable the worker to correct any invalid entries before submitting the time
card for approval.

Advantages:
Define time entry or time calculation rules
Use Fast Formula in defining and executing rules
Use company-defined Fast Formula in rule templates and rules
Use a guided process to associate a Fast Formula with a rule template
139

STEPS TO ENABLE
The general steps to configure time rules include:
Create rule templates that enable reuse of a formula to define multiple rules.
Create time entry and time calculation rules based on rule templates. Time entry rules validate
time entries and generate messages. Time calculation rules generate calculated time, which is
transferred to payroll and project costing.
Create sets of time entry and time calculation rules that can be assigned to a group of workers
using the worker time processing profile.
KEY RESOURCES
For more information about configuring time rules, go to Applications Help, Define Time and Labor:
Overview topic.
CONFIGURABLE TIME CARD APPROVAL RULES
You can configure delivered approval tasks with various conditions and multiple routing options, such as
automatic approval, line manager approval, or project manager approval. You can update these flexible
approval rules within the delivered Payroll and Project Time Card Approval tasks.

STEPS TO ENABLE

140

TIME TRANSFER
Consuming applications control the transfer of time. For example, Global Payroll is a consuming
application that uses time entries to pay workers. The consuming applications can retrieve time using
delivered retrieval filters as needed. Delivered troubleshooting pages help an administrator correct time
cards that did not successfully transfer to the consuming application
STEPS TO ENABLE

PROJECT TIME ENTRIES WITH PROJECT COSTING
The integration with Project Costing enables time entry against Project fields in a time card or calendar.
Both primary and multiple assignment time entry are supported. Once Project values are setup in
Project Costing, these values are immediately available for time entry. Time cards that contain project
time entries are routed to the appropriate project managers for approval.
Project Costing uses various retrieval filters to retrieve time entries containing project values. New,
changed, and deleted project time entries are transferred to Project Costing. During transfer, the
process sends a status back to Time and Labor to audit the transfer of these time entries. Project
Costing can then use time entries summarized against Projects for costing, billing, and project
management.

141

STEPS TO ENABLE
Prerequisite Project Costing steps are:
1. Classify employees departments as expenditure organizations:
a. Search for the Manage Project Organization Classifications task in the Setup and
Maintenance work area and edit each department by selecting the Classify as project
expenditure organization check box.
b. Search for the Submit Process to Denormalize Organization Hierarchy task and run the
process.
2. Populate Project tables in Project Foundations so that values are available for the predefined
time card fields.
KEY RESOURCES
For more information about integrating with project costing, go to Applications Help, Using Time and
Labor with Project Costing: Points to Consider topic.

TIME ENTRIES PAYMENT WITH GLOBAL PAYROLL
The integration with Global Payroll enables time entry against payroll time types and dependent input
values that are set up in Global Payroll. Workers can enter time in a time card or in a calendar. Eligibility
rules limit payroll time type values displayed to a worker, based on the assignment and legislative data
group. Both primary and multiple assignment time entry are supported.
Time cards that contain payroll time entries can be automatically approved or routed to the workers
line manager for approval.
Global Payroll retrieves time using the delivered Load Time Card Batches process, filtered by legislative
data group. The process transfers new, updated, or deleted time entries to Global Payroll for proper
adjustments and payment.
142

STEPS TO ENABLE

143

Prerequisite payroll setup steps are:
1. Create payroll elements with an input value of Hours within a legislative data group and enable
element eligibility for each element.
2. Run the Create Time Card Calculation Component process to generate the calculation
components that record the time card entries transferred to payroll from Time and Labor.
3. Run the Generate Time Card Fields process to create multiple attribute time card fields for the
selected legislative data group.
KEY RESOURCES
For more information about integrating with payroll, go to Applications Help, Using Time and Labor
with Payroll: Points to Consider topic.

SHARED TIME ENTRY WITH ABSENCE MANAGEMENT
The close integration with Absence Management enables automatic population of absence entries in a
time card, no matter where the absence is entered. The workers Time calendar is a shared user
interface between Time and Labor and Absence Management, for entering and viewing time.
Workforce Management is an umbrella that encompasses shared functionality for Time and Labor and
Absence Management, such as the Time work area and calendar for the display and entry of time.
Workers can easily schedule absences in advance, review their accrual balances, or enter current work
and absence time entries all in this shared work area.
The Payroll Time Card Approval task routes absence entries in a time card for automatic approval or line
manager approval.
Absence Management always calculates the absence entry for payment and transfers it to Global Payroll
as soon as the absence is approved in the time card
STEPS TO ENABLE

144

To report absence types from a time card, the following conditions must be met:
The worker must have a schedule associated to an assignment
The absence type must be configured with units of measure for either hours or calendar days
The absence type must be enabled for time cards
If the type is associated with plans based on accruals, the worker must be enrolled in the plan
and applicable balances must be calculated and available
KEY RESOURCES
For more information, go to Applications Help, Using Absence Management with Time and Labor:
Points to Consider topic.

145

WORKFORCE MANAGEMENT
Workforce Management is a terminology umbrella that encompasses the architecture, core
components and applications that enable you to manage your workforce in a fully integrated way. In
this initial release, those applications include Time and Labor and Absence Management. The common
objects support the integration of the products and related time data and processes, such as the Time
work area, calendar time entry, time repository, time periods, and much more.
The benefits of using Workforce Management are:
A single integrated calendar to manage worked and absence time. Time or absence data
entered through other interfaces is made available throughout workforce management
applications.
The ability to manage and distribute worked and absence time, irrespective of how the time is
entered.
The ability to deploy it on-premise or in the cloud.
CONFIGURABLE APPLICATION INTERFACE
Workforce Management provides business-driven configuration to enable you to meet the specific
business needs of your enterprise. For example, Absence Management includes absence types
associated with user interface patterns that influences the behavior of absence transactions. It is a
highly configurable solution for setting up even the most complex plans.
Time and Labor delivers ready-to-go time cards for projects and payroll time entry. You can change the
layout to display the fields you require, the sequence in which you want them to display, and also hide
fields, using the editable layout sets for time cards.
Time and Labor also provides configurable rules engine templates that provide a more user-friendly face
on top of formulas to enable you to configure time entry and time calculation rules. For example, you
can set up rules so that any time over eight hours in a day is paid as overtime.
Another way you can configure the applications is by using the Groups functionality, which enables
administrators to set up groups of people for a variety of different reasons, such as a way of assigning
profiles to workers for flexible time entry. Groups can be updated, refreshed or frozen as required.
Advantages:
Global compliance
Support for all absence types, accrual plans, eligibility and entitlement rules
Absence data and trends analysis
Integration with payroll, time and labor, and scheduling
Approvals capability
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STEPS TO ENABLE

SIMPLIFIED CALENDAR INTERFACE
The calendar time entry interface enables you to enter time or schedule absences quickly and easily. For
example, you can use the Drag to Report feature to enter frequently entered time. You do this by
dragging one of the time types to the calendar to open the Report Time dialog. Alternatively, you can
click in the calendar cell for the date you want to enter time to open the Report Time dialog. The start
and end date are entered as that selected date by default.
There are other features that also enable you to enter your time and absences quickly and easily, such
as the Schedule Absence button, which provides tremendous flexibility in how you enter an absence.
Advantages:
Integrated entry of worked and absence time
Time repository for ease of display and data sharing
Ability to prepopulate absence entries into the time card
Ability to view accrual balances while reporting time
STEPS TO ENABLE

BUSINESS PROCESSES AND TRANSACTIONS PERFORM WITHOUT INTERRUPTIONS
You can perform your business processes and transactions without interruptions. For example, an
absence entered by a human resources professional is visible immediately on a worker's time card, and
can then be transferred to the consuming applications. The time repository stores worked and absence
time for ease of validation and transfer to consuming applications, such as Global Payroll.
Once time is transferred to the consumer applications, the data is used to initiate or continue the
consumers business processes. For example, Global Payroll takes transferred time entries and converts
them to element entries while Project Costing transforms these same time entries into expenditure
items.
The bottom line is that you can schedule an absence that populates a time card automatically, record
your time worked, and once it is approved, transfer it to Global Payroll for payment.
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Note: Absence Management transfers confirmed absence entries directly to the time repository, ready
for transfer to Global Payroll.
STEPS TO ENABLE

COMMON USER INTERFACES
All the Workforce Management interfaces are built on top of the time repository, and are available
across the applications. It doesnt matter if you are scheduling an absence or entering time, the
boundaries between the Workforce Management applications are transparent, making the presentation
and entry of data, including worked time and absence entries, consistent and therefore quick and easy
to learn.
Advantages:
Stores all time-related information in a central place
Ensures data integrity as time is entered only once
Provides easy access to all this data in a common format
STEPS TO ENABLE

148

WORKFORCE MODELING
Workforce Modeling provides an integrated solution supporting Global Human Resources and provides
an easy to use, drag and drop interface that allows you to create reorganization proposals and assess
their impact before they are even sent for approval. The intuitive interface and integration with Global
Human Resources will ensure that changes are accurately reflected and validated in the transactional
system.
WORKFORCE MODELING WORK AREA
A new Workforce Modeling work area will allow managers or HR specialists to view models that they
have authored or for which they are the top manager. The author of the model can prevent the top
manager from seeing models relating to them, recognizing that modeling is not always open to the
affected manager.
Basic information is displayed against each model, including the number of changes and the change in
headcount and salary costs due to the modeling, allowing you to easily compare several different
models.
Access is provided to this work area to both Line Managers and HR specialists via the navigator, or via
the action menu in the Manager Resources dashboard, Person Gallery and Person Search.
The following screen capturesillustrates the feature and its benefits.

STEPS TO ENABLE
149

KEY RESOURCES
For more information about Workforce Modeling, go to Applications Help, Workforce Modeling:
Explained topic.

MODEL MANAGEMENT
You can create new models, and edit or delete existing ones. You can also withdraw models that are
already in the approvals process.
Models are effective-dated and that date applies to all the transactions generated when the model is
approved. The model will be initially built using information that is correct as of that effective date. For
example, any future-dated transactions will appear in the model as if they occur after the current date
and before the model effective date.
STEPS TO ENABLE

150

HIERARCHY MODELING
The main modeling page displays the line manager hierarchy for the specified top manager. You can
easily drag and drop worker assignments around the hierarchy to model changes. You can choose
whether to include a managers organization with the move or just move the manager. Basic
information (for example, job, grade, and salary) can be captured about each change made. The model
changes can be saved for later or submitted for approval.

A synchronization process runs when a saved model is opened. This identifies any conflicting changes
that occurred in the live transactional system since the model was last updated. Some of those changes
(like terminations and hires) will be automatically applied to the model, whereas the user can choose
whether the model is updated with other live changes or whether they are ignored in the model.
Information displayed within modeling is secured, so certain information, like salary, will not be
displayed if you do not have Fusion security access to that information. Modeling will not prevent you
from entering a new salary it will just hide a persons current salary. Of course, you can always ask that
person to share their information via the Share Information transaction, and then you will have full
access to their information.
The modeling page provides the ability to search for people from anywhere in your enterprise. You can
view a persons hierarchy from within the search results to check that you have the correct person and
then you can drag and drop that person into the top managers hierarchy to include him or her in the
modeled changes.
You may also filter the hierarchy to identify individuals meeting certain criteria, for example, all people
with modeled changes who are located in India.
151

A tabular view provides a method for entering changes quickly and easily. Many other columns can be
personalized into the table format and filtering in a table will only display those rows that you are
interested in.

The holding area is located across the bottom of the modeling page. Copy worker assignments into this
area until a decision is made on where to place them. Expanding the node in the holding area displays
additional information.

152

STEPS TO ENABLE

VACANCY OPENING MODELING
Vacancies sourced from Taleo Recruiting Cloud Service and those created in Oracle Fusion will be
displayed in the model. It is also possible to create new vacancies within the model.
Vacancies can be easily filled by dragging and dropping workers over a vacancy. The worker can either
report to the vacancy or be used to fill it. Note that vacancies cannot be managers when the model is
submitted for approval and modeling will automatically resolve such anomalies.
The following screen captures illustrate this feature and its benefits.

STEPS TO ENABLE

153

IMPACT ANALYSIS
The scoreboard displays analytics while you are modeling to keep you fully informed of the impact of
their changes. The analytics display:
The number of changes you have made
The number of alerts or issues that need your attention
The modeled headcount and the change since modeling started
The modeled salary cost and the change since modeling started
The predicted engagement due to modeling and the change since modeling started
Predicted engagement is a system prediction and is based on the predicted voluntary termination and
the predicted performance metrics that are already available in Workforce Predictions. It is a
combination of these two so that larger numbers mean the worker is less likely to leave and more likely
to perform, and therefore, more effective.
You can drill on all of these analytics to reveal more detailed information on the impact of the proposed
changes.
The following screen captures illustrate this feature and its benefits.

154

155

STEPS TO ENABLE
KEY RESOURCES
For more information about the Workforce Modeling analytics, go to Applications Help, Workforce
Modeling Analytics: Explained topic.

MODEL APPROVAL
Modeling uses the standard HCM approvals. Two approval rules are seeded, one for when all the
modeled changes fall within the top managers hierarchy, the other where some changes are from
outside that hierarchy (for example, when an individual is transferred from a team outside of the top
managers hierarchy). Where all changes are in the top managers hierarchy, then the model is sent to
two levels of manager above the top manager for approval. Where some changes are outside the top
manager hierarchy, then, in addition to the two managers above the top manager, approval is also
sought from the first manager where all the hierarchies that contain changes meet and then one more
manager above that manager.
Both seeded rules also send the model to the authors HR representative as the first approver. This HR
representative has edit access to the model and can check the model and fill in any missing information.
The model is sent to the HR representative first to ensure that all the changes are valid and to fill in any
missing data. It then goes on to the managers.
The modeled changes will be implemented in the live system when the final approver approves the
model. At this point, assignment records are updated and vacancies are created or updated using the
model effective date.
STEPS TO ENABLE

156

WORKFORCE REPUTATION MANAGEMENT
Workforce Reputation Management harnesses social networks to help organizations discover, mobilize,
and retain talent. It provides insight into the social reputation and influence of workers and candidates.
It also helps organizations to monitor workers compliance with social-media policy, and to mitigate
social-media risk.
PROFILE LOCATIONS VIEWER TO SEARCH AND REVIEW SKILLS
A Search and Review Skills feature polls internal and external sites for people with skills that match
those selected by a hiring manager. A new mapping capability uses information from candidate profiles
to display maps that pinpoint the candidates locations. A map may situate all the candidates returned
by a search, or a single candidate selected from among them. Locations are color-coded, each appearing
as a pin on the map. A summary of each location identifies the profile from which it came, and whether
it is a work, school, home, or other location.
STEPS TO ENABLE
No steps are needed to enable the feature.

NEW SOCIAL-NETWORK CONNECTOR FOR XING
For this release, a new social network connector has been added that supports the XING social network.
STEPS TO ENABLE
You will need to use a Workforce Reputation Subscription Application (WRSA) to opt in and consent to
have their social-media use monitored. At a high level, the steps are:
1. Create an application in XING that provides a link from it to WRSA.
2. Reconfigure WRSA with key values appropriate for the XING application.
3. Reinstall WRSA.

157

KEY RESOURCES
For detailed instructions to enable XING, refer to the Deploying Oracle Fusion Workforce Reputation
Subscription Application white paper. If you need access to the white paper, please contact your
Support representative.

158

COUNTRY EXTENSIONS
Country Extensions include localized country-specific features that are new and unique to one or more
countries, or are enhancements of existing global features. These Country Extensions enable users to
comply with local regulatory, cultural and business practices and typically cover data capture, processing
and statutory reporting.
AUSTRALIA
Oracle Fusion HRMS (Australia) added the following features in Release 8:
Automatic Calculation Card Creation for New Hire
Payment Method
AUTOMATIC CALCULATION CARD CREATION FOR NEW HIRE
If your Payroll Product Usage is set to Payroll Interface, then a statutory calculation card for
Taxes, Superannuation, and Payroll Tax Information is created automatically as part of the new
hire process. A calculation card captures values required for calculating and processing payroll
deductions.
Once the card is created a Payroll Manager or a Payroll Administrator can view the deduction
components and the values that are defaulted on the card and edit or override them as
required.
You can use the Manage Calculation Cards task in the Payroll Calculation work area to view and
update the card as needed. For example:
Tax File number, tax scale information and Superannuation Guarantee Contribution rate
are defaulted on the card, but you can override them if required.
The Effective Start Date of the State Payroll Tax Information is automatically created on
the card, but you have to update the Applicable State.
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STEPS TO ENABLE
Calculation cards are only created for users with a Payroll Interface license.
PAYMENT METHODS
You can now define payment methods specific to the Australia localization. Organization
payment methods identify the payment type and the currency to be used for payroll payments
to workers and for disbursing employee deductions to third parties.
No organization payment methods are predefined for Australia. Implementation teams will
need to create them and select the appropriate payment type while defining the Organization
Payment Method. The Australia localization supports Cheque and Direct Debit payment types.
Use the Manage Organization Payment Methods task in the implementation project task list in
the Workforce Deployment work area and define the third-party payment sources and also
define the payment method rules.
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STEPS TO ENABLE
KEY RESOURCES
For specific information on Organization Payment Methods, review the Manage Personal
Payment Methods section in the Global Payroll User Guide, accessible from Applications Help.

CHINA
Oracle Fusion HRMS (China) added the following features in Release 8:
Payroll Data Interface Report for State-Owned Enterprises
Bulk Upload Personal Deduction Information
Automatic Calculation Card Association with Tax Reporting Unit and Term for New Hire
PAYROLL DATA INTERFACE REPORT FOR STATE-OWNED ENTERPRISES
This is a payroll report that generates data to facilitate the government auditing process for
state-owned enterprises, according to Chinese recommended national standard document
24589.
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Payroll Managers and Payroll Administrators run this report to extract payroll data in a format
compliant with the National Audit Office of the People's Republic of China guidelines for the
filing of payroll data by state-owned enterprises. You can run this report on an entire accounting
year or specify an accounting period of between 1 and 12 months.
The national standard mandates that each legal entity of type State-Owned Enterprise should
submit five separate XML output files. These are:
SharedInformationInstance.xml. Reports information that is shared across various
modules
GLInstance.xml. Reports General Ledger information
AR&APInstance.xml. Reports Account Receivables and Accounts Payables information
FixedAssetsInstance.xml. Reports Fixed Assets information
PayrollInstance.xml. Reports Payroll information
The first four files are generated by Financial Management. The fifth file, PayrollInstance.xml, is
generated by Oracle Fusion HRMS (China).
You can run the State-Owned Enterprise Payroll Data Interface Report from the Payroll Checklist
or Regulatory and Tax Reporting work area.
STEPS TO ENABLE
You do not need to archive payroll results prior to running this report; the report process
archives data before generating the report output.
Review the balances currently available under the balance group Chinese State-Owned
Enterprise Payroll Data Interface Report, which is shared among legal employers, to ensure that
it only contains the balances relevant to the legal employer for which you are running the
report. Add and remove balances to and from the balance group if required using the Batch
Loader.
KEY RESOURCES
For more information on Payroll Data Interface Report for State-Owned Enterprises in China, go
to Applications Help, State owned Enterprise Payroll Data Interface Report topic.
BULK UPLOAD PERSONAL DEDUCTION INFORMATION
You can use this feature to create and update personal deduction information using the payroll
batch loader. By using the loader, you can set up employee statutory deduction information in
bulk mode for the sizable workforce in China. The application uses the payroll flow task, batch
162

loader functionality, and the web service interface to achieve this requirement. The batch
loader is an end-user friendly tool which can choose a payroll flow task to invoke the function
that is exposed as a service interface.
The table below lists the tasks and task actions that the China localization has delivered in this
release.
Task Name Task Action Name
Chinese Personal Calculation Card
Information
Create Foreigner Code
Information
Create Individual Income Tax Component and Details
Information
Create Social Security Component and Details with
Possible Taxable Contributions
To be used for creating the information for:
Public Housing Fund
Basic Pension Insurance
Basic Medical Insurance
Unemployment Insurance
Information
Create Social Security Component and Details without
Taxable Contributions
To be used for creating the information for:
Supplementary Medical Insurance
Maternity Insurance
Work-Related Injury Insurance
Information
Update individual Income Tax Details and Associations
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Task Name Task Action Name
Update Social Security Details with Possible Taxable
Contributions
To be used for updating the information for:
Public Housing Fund
Basic Pension Insurance
Basic Medical Insurance
Unemployment Insurance
Chinese Personal Calculation
Information
Update Social Security Details without Taxable
Contributions
To be used for updating the information for:
Supplementary Medical Insurance
Maternity Insurance
Work-Related Injury Insurance
STEPS TO ENABLE
There are no steps necessary to enable this feature. To use the batch loader workbooks, users
must install Oracle ADF Desktop Integration Runtime Add-in for Excel on their desktops.
Download the batch loader from the Payroll Administration work area.
KEY RESOURCES
For more information on the bulk upload personal deduction information for China, go to
Selecting the Personal Deduction Card Information Task Action: Critical Choices
Using the Batch Loader to Manage Personal Deduction Information: Worked Example
Payroll Batch Upload Tasks: Explained
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AUTOMATIC CALCULATION CARD ASSOCIATION WITH TAX REPORTING UNIT AND TERM
FOR NEW HIRE
You can now use this feature to specify a Tax Reporting Unit (TRU) for a new employee during
the hiring process and create association information for the employees statutory card.
If a TRU is selected in the Payroll Details section on the Hire an Employee: Employment
Information page, an association to that TRU is added to the calculation card.

Association details are also added, linking the calculation component to the assignment or
employment terms created for the new hire.
Associations on a calculation card specify which TRUs should handle the tax, social security, and
benefits deductions defined on the card.
Associations also determine how these deductions should be calculated and reported, which is
based on the local policy of the legal jurisdiction for the associated TRU.
The automatically created card does not contain any tax, social security, or benefits
components. You must add components for all deductions that the employee will be taking,
such as individual income tax, Public Housing Fund (PHF), basic medical insurance, and so on.
You must also provide the required component details, such as the tax exemption category or
the employee's social insurance account number, for each component you add.
Use the Manage Calculation Cards task or the Batch Loader to add new components,
component details, and overriding values if required.
STEPS TO ENABLE
Calculation cards are only created for users with a Payroll or Payroll Interface license.
Association information is created only if a tax reporting unit is selected for a new hire
during the Hire an Employee flow. If no TRU was selected on the Employment
Information page, no association is created. You must create a TRU association on the
165

card manually using the Manage Calculation Cards task. A TRU association is required
for calculating and reporting tax, social security, and benefits deductions.
Create element eligibility for the Aggregation Information element, with an effective
start date that is early enough to hire the employee with the earliest hire date.
KEY RESOURCES
For more information on automatic calculation card creation for China, go to Applications Help,
Automatic Calculation Card Creation (China): Explained topic.

FRANCE
Oracle Fusion HRMS (France) added the following features in Release 8:
Legal Reporting: Manpower Movement Report

166

LEGAL REPORTING: DISABILITY REPORT
The French Disability Report or the DOETH is a mandatory declaration of disabled workers in the
establishment. Oracle Fusion HRMS (France) provides four reports that enable you to fill the
DOETH:
Disabled employees with relevant information
Disabled trainees
Employees with ECAP jobs
Total headcount
This report can be run for a specific legal employer or for a reporting establishment associated
with a legal employer. This is an annual report.
When the report is run for a specific legal employer, the disabled employees, disabled
trainees, employees on ECAP jobs, and total headcount calculations are included,
irrespective of their reporting establishments.
When the report is run for a specific legal employer and a reporting establishment
associated with it, the disabled employees, disabled trainees, employees on ECAP jobs,
and total headcount calculations for that reporting establishment are reported.
Employer information includes company and establishment names, SIRET, and report date and
the year for which the report is generated. Employee information includes:
Personal and Assignment details such as person name, person type, gender,
employment start date, and job details.
Disability information such as disability registration or category.
You can run this report from the Regulatory and Tax Reporting work area.
167

STEPS TO ENABLE
KEY RESOURCES
For more information on the French Disability Report, go to Applications Help for the following
topics:
French Disability Report (DOETH)
Statutory Reports for France: Explained
168

LEGAL REPORTING: MANPOWER MOVEMENT REPORT
The Manpower Movement Report (MMO) is a statutory HR report with details of newly hired
employees, employee transfers, and terminated employees.
The report contains establishment information, headcount information, and employee details
with information on employment terms. The employee details depend on whether the
employee is newly hired, transferred, rehired or terminated.
STEPS TO ENABLE
KEY RESOURCES
For more information on the Manpower Movement Report, go to Applications Help, Statutory
Reports for France: Explained topic.

GERMANY
Oracle Fusion HRMS (Germany) added the following features in Release 8:
LEGAL REPORTING: DISABILITY REPORT
The German Disability Report is a legal requirement and helps you to:
Determine the employers workforce
Collect the information for disabled persons
Manage exceptions
Calculate the required person groups
Produce files which are the base for the import into REHADAT-Elan and an audit file for the
internal review
The German Disability report generates the input files (in the required CSV-Format) for the
REHADAT system. You can then import the files into the REHADAT-Elan software and make
modifications if needed and finally send the information to the unemployment office.
It is mandatory to setup Reporting Establishments while implementing the German localization.
Employees are assigned to a reporting establishment during the hire process. The reporting
establishment links the employees assignment to a TRU and a legal reporting unit (LRU) in the
169

organization setup. The LRU holds the standard company number. This is the way the system
finds the standard company number (Betriebsnummer) under which the employee reports to
the disability reporting.
A Payroll Manager can execute the German Disability Report from the Checklists work area.

Enter the following parameters and submit the report:
Payroll Flow. Identifier for the process that is being run. You can enter a value each
time the process is executed. You can choose any format to describe the payroll flow.
Legal Employer. It is mandatory to select the Legal Employer for which the report must
be run.
Start Date and Effective Date. The report runs for a specific year, it is an annual report.
Enter the year end date of the reporting year into both Effective Date and Start Date.

Once the report is executed successfully, you can view it in Business Intelligence Publisher (BIP).
The report produces three different input files of types A, C and D, and an audit file.
170

STEPS TO ENABLE
There are no steps necessary to enable this report. You must set the Employer Legal Status and
the Company Type according to the list of keys that are defined in the REHADAT-Elan interface
description. This is required for disability reporting.
Use the Manage Reporting Establishments in the implementation project task list to select
an existing TRU and designate it as an existing organization to define as a Reporting
Establishment.
Use the Manage Legal Entity HCM Information task in the Workforce Deployment work area
to complete the following fields under the Legal Employer Information: Germany tab:
Employer Legal Status: It holds the legal status of the employer (e.g. GmbH or AG).
Company Type: For most users the value will be Private Employer.
KEY RESOURCES
The Oracle Fusion HRMS (Germany): HR Implementation and Functional Considerations Guide
white paper (My Oracle Support Doc ID 15800084.1) includes more information regarding the
German Disability Report.

HONG KONG
Oracle Fusion HRMS (Hong Kong) added the following features in Release 8:
Payment Method
If your Payroll Product Usage is set to Payroll Interface, then a Statutory Deductions and
Reporting card is created automatically as part of the new hire process. A calculation card
captures values required for calculating and processing payroll deductions.
The TRU association added to the card is based on the LRU that is set as the main LRU.
Association details are then added, linking the calculation components to the assignment or
Payroll Managers and Administrators can use the Manage Calculation Cards task in the Payroll
Calculation work area to view and update the card as needed. You can enter the necessary
information for Reporting Information for Inland Revenue Department (IRD) and Mandatory
Provident Fund Schemes Authority (MPFA) using the calculation card and its components.
171

STEPS TO ENABLE
TRU association is made based on the main LRU. User can change the TRU association
manually.
PAYMENT METHOD
This feature enables you to define organization and personal payment methods, specific to the
Hong Kong localization.
No organization payment methods are predefined for Hong Kong. Implementation teams will
need to create the ones applicable to the enterprise. Organization payment methods identify
the payment type and the currency to be used for payroll payments to workers and for
disbursing employee deductions to third parties.
You can select the appropriate payment type while defining the Organization Payment Method.
The payment types that are specific to the Hong Kong localization are Cash, Cheque and
Autopay.
define payment method rules.
STEPS TO ENABLE

172

INDIA
Oracle Fusion HRMS (India) added the following features in Release 8:
Payment Method
The new hire process ensures the automatic creation of a calculation card for each employee to
enable statutory regulations like Income Tax, Employee State Insurance, and Provident Fund.
You can define the necessary information for respective deduction components. Association of
an employee to the TRU does not entail any default statutory deduction component. You should
manually associate the statutory deductions wherever applicable.
Payroll Managers or Administrators can use the Manage Calculation Cards task in the Payroll
Calculation work area to view and update the card as needed. You can enter the information
required for calculation and reporting of statutory deductions using calculation card and its
components.
STEPS TO ENABLE
PAYMENT METHOD
You can now define payment methods specific to the India localization.
No organization payment methods are predefined for India. Implementation teams will need to
create the ones applicable to the enterprise. Organization payment methods identify the
payment type and the currency to be used for payroll payments to workers and for disbursing
employee deductions to third parties.
You can select the appropriate payment type while defining the Organization Payment Method.
The payment types that are specific to the India localization are Cash, Cheque and Direct
Deposit.
define payment method rules.
173

STEPS TO ENABLE
There are no steps necessary to enable this feature. They are available immediately in Release
8.

KUWAIT
Oracle Fusion HRMS (Kuwait) added or changed the following features in Release 8:
Automatic Calculation Card Creation for Termination
Payroll Reporting: Payslip
Statutory Reporting: Report 55 Detailed Salary Statement
Statutory Reporting: Report 168 Monthly Movements
AUTOMATIC CALCULATION CARD CREATION FOR TERMINATION
For terminated employees, the Gratuity calculation card is created automatically. If necessary,
you can override the gratuity amount using the calculation card and its components.
The calculation card is automatically associated to the default tax reporting unit (TRU),
belonging to the payroll statutory unit (PSU), for which the payroll relationship is terminated.
The calculation card and all the employment terms for the employee are associated with only
one TRU.

Once the card is created, you can use the Manage Personal Calculations task in the Payroll
Calculation work area to view and update the card as needed. For example, you can enter an
174

override amount that has to be paid to the employee as gratuity. This amount will override the
gratuity amount calculated using the reference formula defined at the payroll statutory unit
level.

STEPS TO ENABLE
The Gratuity calculation card is created automatically upon employee termination.
An element entry for Gratuity details component is created automatically when the card
is created, provided that eligibility has been defined for those elements and the
employee meets the eligibility criteria.
KEY RESOURCES
For more information on the Gratuity calculation card, go to Applications Help for the following
topics:
Automatic Creation of Gratuity Details Card: Explained
Gratuity Details Calculation Card: Points to Consider
PAYROLL REPORTING: PAYSLIP
A sample PDF format of the employees payslip is delivered that includes Kuwait-specific gross
to net information.
The payslip contains information about employees personal details, earnings, deductions and
payments. It can be customized to meet your business needs.
175

STEPS TO ENABLE
You must run the following processes before you generate this report:
Payroll Run
Pre-Payments
Payroll Archive
STATUTORY REPORTING: REPORT 55 DETAILED SALARY STATEMENT
You can now generate the report that an employer needs to submit to the Social Insurance
Office each year. The report is a detailed statement of the employees who are insured and their
salaries in the private and oil sectors, for a specific year.
This report includes the current employees and their data as of January, irrespective of when
the report is run. There is no requirement to enter a period number

Payroll Flow. Identifier for the process that is being run.
Legal Employer. It is mandatory to select the Legal Employer for which the report must
be run.
Year. Year for which the report is run.
176

STEPS TO ENABLE
Payroll Run
Pre-Payments
Payroll Archive
STATUTORY REPORTING: REPORT 168 MONTHLY MOVEMENTS
You can now generate this monthly report that an employer needs to submit to the Social
Insurance Office each month. This report shows the employees movements during the month.
The report lists employees who joined the service during the month, or left the service during
the month, or had their salaries changed during the month.
For current Private and Oil Sector employees the new Contributory Salary amount is
reported in January. No further change to the Contributory Salary will be reported,
unless there has been an agreed change during the year and there has been a
permanent adjustment to the Contributory Salary.
For Government sector employees the Contributory Salary is not fixed in January,
therefore any monthly changes will be reported.

Payroll Flow: Identifier for the process that is being run.
Legal Employer: It is mandatory to select the Legal Employer for which the report must
be run.
Month: Month for which the report is run.
177

Year: Year for which the report is run.
STEPS TO ENABLE
Payroll Run
Pre-Payments
Payroll Archive

NETHERLANDS
Oracle Fusion HRMS (Netherlands) added the following feature in Release 8:
If your Payroll Product Usage is set to Payroll or Payroll Interface, then a Statutory Calculation
card is created automatically as part of the new hire process. A calculation card captures values
required for calculating and processing payroll deductions.
For new employees, the Tax, Social Insurance, Subsidies and Discounts, Sector Fund, and Wage
Report information is defaulted automatically. If necessary, you can override this information
using the calculation card and its components.
The calculation card is automatically associated with the default TRU of the reporting
establishment to which the employee is attached. Associations are also automatically created
between all the employment terms or assignments created during the new hire and the default
sector fund for the TRU. The calculation card and all the employment terms for the employee
can be associated with only one TRU.
Payroll Managers and Administrators can use the Manage Calculation Cards task in the Payroll
Calculation work area to view and update the card as needed. You can edit and override the
Tax, Social Insurance, Subsidies and Discounts, Sector Fund, and Wage Report information. In
the Special-Rate Tax component details, you can select the Enterable Value on Calculation Cards
tab to define employee-specific values for special-rate tax.
178

STEPS TO ENABLE
The personal calculation card is created automatically for all payroll relationships of
type Standard. The standard payroll relationship applies to the person types Employee
and Nonworker (paid).
A TRU calculation card must exist for the personal calculation card to be automatically
created. Use the Manage Legal Reporting Unit Calculation Records task to do this.
The element eligibility must be defined for the element Tax and Social Insurance for the
Dutch legislative data group (LDG).
When an employee is rehired on an existing payroll relationship, the existing calculation
card can be reactivated for the employee.
KEY RESOURCES
For more information on the Automatic calculation card for the Netherlands, go to Applications
Automatic Creation of Statutory Deductions and Reporting Card: Explained
Dutch Statutory Deductions and Reporting Card Components: How They Work
Together
Creating Dutch Statutory Deductions and Reporting Card Manually: Examples
Creating Dutch Statutory Deductions and Reporting Card: Worked Example

179

SAUDI ARABIA
Oracle Fusion HRMS (Saudi Arabia) added or changed the following features in Release 8:
Automatic Calculation Card Creation for Termination
AUTOMATIC CALCULATION CARD CREATION FOR TERMINATION
For terminated employees, the Gratuity calculation card is created automatically. The card is
created with the calculation component and component details, and associations. In the
termination month, gratuity payment is automatically generated, if the employee is eligible. This
amount is added to the employees net pay. You can review and edit the card to enter an
override amount for gratuity, if necessary.

You can enter an override amount to be paid to the employee as gratuity. If override amount is
specified, this amount overrides the reference formula for gratuity calculation defined at the
PSU level, and also the calculation formula defined at legislative level.
STEPS TO ENABLE
For the automatic card creation to be enabled, your Payroll Product Usage must be set to
Payroll or Payroll Interface.
180

STATUTORY REPORTING: GOSI FORM 4
Office at the end of each month. The report details information about monthly contributions
that are to be paid to the Social Insurance Office. The report is submitted to the GOSI office
where the employer is registered. This report contains the following blocks of information:
Employer Information
New hires
Terminations
Monthly contributions
Elements that contribute to each information block are defined by the element classification.
Elements created at the implementation phase with classifications that are mapped to report
fields will contribute to the values reported in those fields.

Payroll Statutory Unit. Payroll Statutory Unit for which the report is run.
Month. Month for which the report is run.

181

Verify that the process runs to success and go to the task to check the results:

STEPS TO ENABLE
STATUTORY REPORTING: GOSI FORM 5
You can now generate the consolidated report that an employer needs to submit to the Social
Insurance Office at the end of each month. The report details information for each employee
who is a new hire or has been terminated. Each page of the report displays 10 joiners and 10
leavers. The report is submitted to the GOSI office where the employer is registered. This report
contains the following blocks of information:
Employer Information
New hires
Terminations
Monthly contributions
You can run this report from the from the Regulatory and Tax Reporting work area.
182

Verify that the process runs to success and go to the task to check the results:

STEPS TO ENABLE

SINGAPORE
Oracle Fusion HRMS (Singapore) added or changed the following feature in Release 8:
If your Payroll Product Usage is set to Payroll Interface, then a Statutory Deductions and
Reporting card is created automatically as part of the new hire process. A calculation card
captures values required for calculating and processing payroll deductions.
You can enter the necessary information for Central Provident Fund, Inland Revenue Authority
of Singapore (IRAS) reporting information, Taxes, Involuntary Deductions and Charitable
Donations using the calculation card and its components.
The TRU association added to the card is based on the LRU that is set as the main LRU.
Association details are then added, linking the calculation components to the assignment or
update the card as needed.
STEPS TO ENABLE
183

TRU association is made based on the main Legal Reporting Unit. User can change the TRU
association manually.

SWITZERLAND
Oracle Fusion HRMS (Switzerland) added the following features in Release 8:
Organization Data Capture
Person & Employment
ORGANIZATION DATA CAPTURE
This feature supports Swiss-specific organization information, such as:
Legal employer information details including:
Legal Employer registrations on the correct level
Legislative Category to define the registrations for all purposes
Legal authorities including:
Swiss specific categories
Legal entities are connected to legal authorities through legal entity registrations. A registration
is automatically created for the identifying jurisdiction you select when you create a legal entity.
If the legal entity is registered with the Swiss UID-BFS jurisdiction, it can interact with UID-BFS
authorities. If the legal entity will interact with other legal authorities, you must create
additional registrations as appropriate.
Legal authorities are the government entities with which an enterprise interacts, for example to
send legal reports. No legal authorities are predefined for Switzerland. You must create a legal
authority for each government entity, such as a UID-BFS office, that has a relationship with the
enterprise. Later, you will register each legal entity you create unit with a legal authority.

184

Implementation specialists can use the Manage Legal Authorities in the implementation project
task list in the Workforce Deployment work area to define a legal authority.
Use the Manage Legal Entity Registrations task in the implementation project task list in the
Workforce Deployment work area to create registrations.
STEPS TO ENABLE
KEY RESOURCES
The Oracle Fusion HRMS (Switzerland): HR Implementation and Functional Considerations Guide
white paper (My Oracle Support Doc ID 1572755.1) includes more information regarding the
Swiss organization.
PERSON AND EMPLOYMENT TEMPLATE
This feature supports Swiss person and employment information such as:
Person names (Swiss name style)
Swiss Address structure
Swiss National Identification (NNSS)
Passport (Swiss passport types)
Cross border worker information
Swiss specific contact types, such as concubine
Contract (Swiss contract types)
An HR specialist can maintain the person and employment information using the tasks under
Person Management or New Person work areas.
STEPS TO ENABLE
KEY RESOURCES
The Oracle Fusion HRMS (Switzerland): HR Implementation and Functional Considerations Guide
white paper ( My Oracle Support Doc ID 1572755.1) includes more information regarding the
Swiss person and employment model.

185

UNITED ARAB EMIRATES
Oracle Fusion HRMS United Arab Emirates (UAE) added the following features in Release 8:
Statutory Reporting: Form 6 - Insured Details - Private Sector
Statutory Reporting: Form 7 - Monthly Movements
STATUTORY REPORTING: FORM 6 - INSURED DETAILS - PRIVATE SECTOR
Office at the end of each month. The report details information about the insured employees
for private sector employers. The information includes employee number, social insurance
number, the insured's full name, nationality, job, contribution wage, and other comments.
This report contains the following blocks of information:
Employer information includes name, social insurance number, and address.
Employee information includes basic information, salary, and social insurance
calculations.
Verify that process runs to success and go to task to check results:

186

STEPS TO ENABLE
KEY RESOURCES
The Oracle Fusion HRMS (United Arab Emirates): Payroll Implementation and Functional
Considerations Guide white paper (My Oracle Support Doc ID: 1565449.1) includes
more information regarding FORM 6.
For more information about this report, go to Application Help, UAE Statutory Reports:
Overview topic.
STATUTORY REPORTING: FORM 7 - MONTHLY MOVEMENTS
Office at the end of each month. The report provides information about employees
movements, including new hires, terminations, changes to salary, and other changes.
This report contains the following blocks of information:
Employer information includes name, social insurance number, and employer
contribution for current and previous month.
Employee information is based on whether the employee is hired or terminated, or
salary changes of existing employee.
STEPS TO ENABLE
KEY RESOURCES
For more information about this report, go to Application Help, UAE Statutory Reports:
Overview topic.

187

UNITED KINGDOM
Oracle Fusion HRMS (United Kingdom) added or changed the following features in Release 8:
Legislative/Budget Changes
For new employees, a Statutory Deductions card for PAYE (Pay As You Earn) and National
Insurance (NI) will automatically be created. Mandatory values held within the calculation card
will be defaulted, for example the Tax Code, Tax Basic and NI Category and Pension Basis.
If a TRU is selected in the Payroll Details section on the Hire an Employee: Employment
Information page, an association to that TRU is automatically added to the calculation card.
Association details are also added, linking the PAYE and NI components to the employment
terms (or assignment in a 2-tier employment model) created for the new hire.
update the card as needed. For example, you may need to update the employee's Tax Code or
Tax Basis if they differ from the default values created. If necessary, you can override NI
Category and Pension Basis using the calculation card and its components.

188

If necessary, you can override NI Category and Pension Basis using the calculation card and its
components.

STEPS TO ENABLE
An element entry for the NI and PAYE component is created automatically when the
card is created, provided that eligibility has been defined for those elements and the
employee meets the eligibility criteria.
If no TRU is selected, the process creates a calculation card with the components
described above, but the card contains no TRU association or association details.
If no association information was created automatically, you must update the card to
add a TRU association. You must also create association details for the PAYE and NI
components to associate them with the employment terms or assignment. Deductions
cannot be calculated and reported until you provide this information.
KEY RESOURCES
For more information about Automatic Card Creation for United Kingdom, go to Application
Automatic Statutory Deduction Cards Creation (UK): Explained
When to Create UK Statutory Deductions Calculations Cards Manually: Examples
189

LEGISLATIVE/BUDGET CHANGES
To maintain legislative compliance for 2013/14, legislative updates have been made to PAYE,
National Insurance and other statutory thresholds for the UK.
STEPS TO ENABLE

UNITED STATES
Oracle Fusion HRMS (United States) added or changed the following features in Release 8:
Third-Party Quarterly Tax Filing
Archive End-of-Year Payroll Results
Generate Check Payments
Electronic Funds Transfer Verification Report
PA Act 32 Tax Calculations
HR Legislative Reports field data capture
US Wage Basis Rules
W-4 data entry for Federal and States that follow Federal
THIRD-PARTY QUARTERLY TAX FILING
You can use this feature to extract data for filing of payroll tax liabilities on a quarterly basis.
This data can be sent to a third-party provider. A BI Publisher template supporting the ADP
Transporter third-party product is provided.
STEPS TO ENABLE
KEY RESOURCES
The Oracle Fusion HRMS (US): Payroll Third-Party Tax Filing Interface white paper
(My Oracle Support Doc ID 1594079.1) has more information on third-party tax filing.
For more information on the instructions necessary for configuration of both Oracle
Fusion and ADP, go to Application Help, Tax-Filing Setup for US ADP Transporter:
Critical Choices topic.
190

END-OF-YEAR PAYROLL RESULTS ARCHIVE
Oracle Fusion HRMS (United States) has modified this feature from Global Payroll to include US
specific balances and data in the end-of-year archive to support creation of W-2s.
STEPS TO ENABLE
CHECK PAYMENT GENERATION
Oracle Fusion HRMS (United States) has modified this feature from Global Payroll to include a
check stub to be generated in addition to the check output.
STEPS TO ENABLE
ELECTRONIC FUNDS TRANSFER VERIFICATION REPORT
Oracle Fusion HRMS (United States) has modified this feature from Global Payroll to include a
verification report to be generated as part of the electronic funds transfer process.
STEPS TO ENABLE
PA ACT 32 TAX CALCULATIONS
You can use this new feature for earned income tax calculations for Pennsylvania local
governments and school districts. Use this feature to:
Support the calculation of earned income tax for Pennsylvania local governments and
school districts
Capture data for PA Act 32 processing
The following flexfields are provided, on the work location structure under Legislative
Information, to capture PA Act 32 information:
PSD code for Pennsylvania work location
Non-Resident EIT rate for Pennsylvania work location
191

STEPS TO ENABLE
Employers with multiple locations across the state are permitted to remit to the county
tax collection district where they are headquartered rather than to multiple collectors
around the state.
A PA32 tax card component is automatically created when an employee is hired in
Pennsylvania.
HR LEGLISLATIVE REPORTS FIELD DATA CAPTURE
You can use this new feature to capture data for the following HR reports:
New Hire
EEO-1
VETS-100 & 100A
The New Hire report data capture provides the ability to:
Define the legal entity for the New Hire Report
Indicate whether employees are to be included or excluded from the New Hire Report
The VETS-100 and VETS-100A reports data capture provide the ability to:
Capture reporting rules specific to the VETS-100 and VETS-100A Reports
Override information at TRU level
Capture information specific to a location
STEPS TO ENABLE
Ensure that a TRU is associated to a legal employer. Employer details will be selected
from the TRU selected in this field.
When hiring or rehiring employees, indicate whether they are to be included or
excluded from new hire reporting. Existing employees can also be reported using this
New Hire Status field.
You can capture data specific to VETS in the VETS Reporting Rules context under
Organization Information extensible flexfields (EFF) for a legal employer. You can
identify if you are a Single or Multiple Establishment employer using Establishment
192

Employer Type field under EEO and VETS Reporting Information context. This
information is used during EEO and VETS reporting. There is also an ability to override
EEO and VETS Specific information at the TRU level.
US WAGE BASIS RULES
Oracle Fusion HRMS (United States) has provided the wage basis rules at the federal and state
levels for use in the taxation of earnings. Rules for primary classifications of supplemental
earnings, imputed earnings, and pretax deductions along with the corresponding secondary
classifications are provided.
STEPS TO ENABLE
Wage basis rules are accessible through the Manage Component Group Rules task.
W-4 DATA ENTRY FOR FEDERAL AND STATES THAT FOLLOW FEDERAL
You can use this new feature in Portrait Gallery to allow employees to update their W-4 data
directly into the Federal PDF form and the State PDF forms (those that follow Federal).
The states that follow federal are Colorado, Delaware, Idaho, Montana, Nebraska, New Mexico,
North Dakota, Oklahoma, Oregon, Rhode Island, South Carolina, and Utah.
STEPS TO ENABLE

193

POST-UPGRADE CONSIDERATION
If you have bookmarked pages in Oracle HCM Cloud for Release 7, those URLs might not direct you to
the correct pages in Release 8 since the bookmarked URLs might contain parameters specific to Release
7. Therefore, go directly to the home page for your Oracle HCM Cloud application and drill down to the
pages you want to bookmark and then bookmark them again for Release 8.

194

REVISION HISTORY
This document will continue to evolve as existing sections change and new information is added. All
updates are logged below, with the most recent updates at the top.
Date Whats Changed Notes

195

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We specifically disclaim any liability with respect to this document, and no contractual obligations are formed either directly
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