Professional Documents
Culture Documents
2
Workforce Structures Minimum Search Characters ······································································································ 34
Mass Legal Employer Change ·············································································································································· 35
Document Records and Document Delivery Preferences Security Enhancements ········································· 37
Configurable Email Notifications for Workforce Deployment Based on Reports ··············································· 38
Improved Directory Search Results ···································································································································· 40
Human Capital Management for Argentina ·························································································································· 40
Enhanced National Identifiers Validation ·························································································································· 41
Human Capital Management for Belgium ····························································································································· 41
Existing Flexfield Replaced by Statutory Dependent Field ························································································· 41
Human Capital Management for Brazil ··································································································································· 41
Maintaining Person Information ············································································································································ 41
Maintaining Work Structure Information ···························································································································· 42
Maintaining Employment Information ································································································································· 43
Human Capital Management for Canada ······························································································································· 44
Record of Employment Leave of Absence Events ········································································································ 44
Record of Employment Events: Creating and Removing Event Notifications ····················································· 46
Human Capital Management for France ································································································································ 47
Vacation Accrual Formula for Absence Management ·································································································· 47
Sickness Entitlement Formula for Absence Management ·························································································· 48
Worklife Solutions ·················································································································································································· 51
Corporate Socail Responsibility ················································································································································ 51
Simple Steps to Register and Get Started ························································································································ 51
Track Updates and Progress from Volunteering Dashboard ····················································································· 52
Organized Administration Dashboard to Manage Volunteering ··············································································· 52
Employee Wellness ·········································································································································································· 53
User Interface Improvements to Manage Activity Tracking Services ····································································· 53
Transactional Business Intelligence for Human Capital Management ·································································· 54
New Attributes for Worker's Employment Contract ······································································································· 55
New Attributes for Collective Agreements ························································································································ 55
New Dimensions for the Setup Objects and Profiles Real Time Subject Area ··················································· 55
Improved Performance of the Organization Hierarchy ································································································· 56
Performance Improvement of the Position Hierarchy ··································································································· 56
3
DOCUMENT HISTORY
This document will continue to evolve as existing sections change and new information is added. All updates
appear in the following table:
REVISION HISTORY
This document will continue to evolve as existing sections change and new information is added. All updates
appear in the following table:
OVERVIEW
HCM Cloud applications have three types of patches you can receive that are documented in this What’s New:
It is important for you to know what Release Update you environment is on. You can find this in your Cloud
Portal. If you are on Update 18A, you will only have features that are in 18A or the Monthly and Quarterly
updates for 18A, you will not have 18B features until you are receive the 18B update. You can however read
ahead on future release so you can make plans for when you will receive the next update.
If you are upgrading from Release 12, you should read all features up through the Release Update that you will
receive in the upgrade. This can also be found in Cloud Portal.
This document outlines the information you need to know about new or improved functionality in Oracle HCM
Cloud. 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.
4
Oracle HCM Cloud release documents are delivered in five functional groupings:
HCM Cloud Common Features (This document pertains to all HCM applications. It is the base human
resource information for all products and HCM Tools.)
Global Human Resources Cloud (Global Human Resources contains the base application in which
other application use for common data such as workforce structures and person information. Regardless
of what products you have implemented you may want to see the new features for Global Human
Resources that could impact your products.)
NOTE: Not all Global Human Resource features are available for Talent and Compensation products.
Optional Reading for HCM Products (Depending on what products are in your cloud service):
Common Technologies and User Experience (This documents the common features across all Cloud
applications and is not specific to HCM)
NOTE: All of these documents can be found on the Oracle Help Center at: https://cloud.oracle.com
/saasreadiness/hcm under Human Capital Management Release Readiness.
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. Indicate you are inquiring or providing feedback
regarding the HCM Cloud What’s New for Release 13 in the body or title of the email.
5
FEATURE SUMMARY
None (Automatically Enable via Opt In Enable via Opt In UI Plus Not Enabled via Opt In UI but Issue Service
Feature
Available) UI Only Additional Steps Setup Required Request
Human Resources
Human Capital Management for
United Kingdom
UK Absence Seniority Date
6
HUMAN RESOURCES
You can find the Statutory Absence Service Start Date field in the Work Relationship Details section.
STEPS TO ENABLE
UPDATE 18B
REVISION HISTORY
This document will continue to evolve as existing sections change and new information is added. All updates
appear in the following table:
7
OVERVIEW
HCM Cloud applications have three types of patches you can receive that are documented in this What’s New:
It is important for you to know what Release Update you environment is on. You can find this in your Cloud
Portal. If you are on Update 18A, you will only have features that are in 18A or the Monthly and Quarterly
updates for 18A, you will not have 18B features until you are receive the 18B update. You can however read
ahead on future release so you can make plans for when you will receive the next update.
If you are upgrading from Release 12, you should read all features up through the Release Update that you will
receive in the upgrade. This can also be found in Cloud Portal.
This document outlines the information you need to know about new or improved functionality in Oracle HCM
Cloud. 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.
Oracle HCM Cloud release documents are delivered in five functional groupings:
HCM Cloud Common Features (This document pertains to all HCM applications. It is the base human
resource information for all products and HCM Tools.)
Global Human Resources Cloud (Global Human Resources contains the base application in which
other application use for common data such as workforce structures and person information. Regardless
of what products you have implemented you may want to see the new features for Global Human
Resources that could impact your products.)
NOTE: Not all Global Human Resource features are available for Talent and Compensation products.
Optional Reading for HCM Products (Depending on what products are in your cloud service):
Common Technologies and User Experience (This documents the common features across all Cloud
applications and is not specific to HCM)
NOTE: All of these documents can be found on the Oracle Help Center at: https://cloud.oracle.com
/saasreadiness/hcm under Human Capital Management Release Readiness
8
CUSTOMERS UPGRADING FROM RELEASE 12
If you're upgrading from Release 12 to Release 13, then you should review all of the release readiness content
for Release 13 (updates 17B - 17D, as well as, updates 18A - 18B) to learn about all of the features available
in release 13.
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. Indicate you are inquiring or providing feedback
regarding the HCM Cloud What’s New for Release 13 in the body or title of the email.
9
FEATURE SUMMARY
None Issue
Enable via Opt Enable via Opt In UI Plus Not Enabled via Opt In UI
Feature (Automatically Service
In UI Only Additional Steps but Setup Required
Available) Request
Human Resources
Global Human Resources
New Onboarding Experience
Enhancements to Checklist Functionality
Document Records Enhancements
Grade Code and Set Name Displayed in Valid Grades
Region for Jobs and Positions
Configurable In-App Notifications for Workforce
Deployment Based on Reports
Human Capital Management for France
Maternity Entitlement Formula for Absence
Management
Worklife Solutions
Corporate Social Responsibility
Invite Employees to Volunteer
Volunteer as a Team
Share Volunteering Update on Social Media
Improved Volunteering Administration Dashboard
Workforce Reputation Management
Enhanced Skill Search
HR Optimization
Transactional Business Intelligence for Human Capital
Management
Global HR
New Attributes - Person Real Time Subject Area
10
Action Required to Enable Feature
None Issue
Enable via Opt Enable via Opt In UI Plus Not Enabled via Opt In UI
Feature (Automatically Service
In UI Only Additional Steps but Setup Required
Available) Request
11
HUMAN RESOURCES
To access Onboarding:
Employee Onboarding
12
Line Manager and HR Specialist Onboarding
STEPS TO ENABLE
ROLE INFORMATION
Security Privileges
The following table shows the aggregate privileges that support this feature and the predefined roles that inherit
them.
If you are using the predefined roles, then no action is necessary. If you are using custom versions of these
roles, then you must add these aggregate privileges to your custom roles to use this feature. See the Release
13 Oracle Human Capital Management Cloud Security Upgrade Guide on My Oracle Support (Document ID
2023523.1) for instructions on implementing new functions in existing roles.
13
ENHANCEMENTS TO CHECKLIST FUNCTIONALITY
Additional fields and tabs are now available when you configure a checklist template for actions such as
onboarding, or offboarding.
The following enhancements are now available when configuring standard checklists:
Checklist Validity – Specify From and To dates for a checklist, thereby allowing you to create checklists
for specific time periods.
Checklist Allocation – Allocate checklists to users based on the number of days before or after the action
date.
Checklist Completion – Mark a checklist as Completed depending on when all tasks (mandatory and
optional) are completed or define a period after which the checklist will be automatically set to Completed.
Checklist and Task Status – Set the checklist status to Draft, Active, or Inactive. Similarly, set the task
status to Active or Inactive.
Task Owner – Assign owners for each task, to make it easier for the performer to contact the task owner
for any queries.
Notifications and Reminders – Configure notifications to be sent to the owner or performer or both when
a task is assigned, unassigned, updated or completed. You also configure reminders for the notifications.
The following enhancements are available when configuring Enterprise Onboarding checklists:
Checklist Category – Select new categories Enterprise Onboarding and Enterprise Onboarding Step to
use in the new Onboarding application.
Action Types – Select new action types Application Task, Configurable Forms, Document, Video in
addition to the existing action types External URL and Manual Task.
Task Dependencies – Define a preceding task for any task that should be completed before the current
task.
Task Library – Select tasks from a list of predefined tasks to assign to new hires during onboarding by
line managers and HR specialists.
Onboarding Phases or Steps –Define multiple stages in an onboarding process with specific onboarding
tasks in each stage.
Configurable Messages and Notes – Configure welcome messages and messages related to a specific
Onboarding step. Also, configure specific notes for each task.
Customer Specific Dashboards – Configure links, documents, videos that are specific to your
organization, and those that you want to share with a new hire. Additionally, specify short notes related to
the onboarding process, which will be displayed on the Note Board of a new hire.
14
Enterprise Onboarding
15
Task Setup
STEPS TO ENABLE
Enterprise Onboarding Step - This is the child checklist and comprises of tasks that workers need to
perform during any of the onboarding stages or steps. Minimum of one step is required.
Enterprise Onboarding – This is the parent checklist that links together one or more enterprise
onboarding steps.
Publish Required: You can make a document record visible on the UI from a specific date. The Publish Date
field is now configured to be entered using HDL only, and not from the UI. If you want the document to be visible
only after a specific date, you must select Yes or No in the Publish Required field on the Create Document Type
page. For example, if you want to make the promotion letter visible starting 1-Apr-2018, select Yes on the
Create Document Type page. Then, pass the date of 1-Apr-2018 in the Publish Date field using HDL, when
creating document records for the worker.
Document Record and Attachment Preferences: You can configure the document type to restrict the
creation, update, and deletion of documents and attachments. Lock the document records and attachments
from being updated or deleted after approval and creation by restricting only the update and delete options. This
enables document records to be used as self-service request forms, which should not be updated or deleted
post approval.
Minimum Attachments: You can specify the minimum number of attachments that a user needs to attach for a
specific document type. By default, this field will contain the value 0 (zero).
Context Code: You can now specify the context for the descriptive flexfield (DFF) by using up to 80 characters
compared to the earlier limit of 30 characters. This context is defaulted when a document record is created for
the document type.
16
Field Lengths: Specify the document code up to 150 characters and document name up to 80 characters
compared to the earlier limits of 105 characters and 30 characters respectively.
You can manage the document types by using the Manage Document Types task in the Setup and
Maintenance work area.
STEPS TO ENABLE
For the Context Code field, we recommend that you not use more than 76 characters because 4 characters
are required for prefixing the legislation code with underscore.
Document Record and Attachment Preferences: By default, if update is restricted, then deletion is also restricted
and non-editable. Also, if creation is restricted, then deletion and update is also restricted and non-editable.
KEY RESOURCES
For more information, go to the Applications Help for the following topics:
GRADE CODE AND SET NAME DISPLAYED IN VALID GRADES REGION FOR JOBS AND
POSITIONS
Two additional columns are added to the Valid Grades region on the Job and Position pages to display the
grade code and the set name.
17
Grade Code and Set Name fields for Valid Grades
STEPS TO ENABLE
Add assignment
Add contact
Add contingent worker
Add nonworker
Add pending worker
Add terms
Create contracts
Change assignment
Change manager
Change work schedule
Change working hours
Document records
Manage areas of responsibility
Manage checklists
Manage directs
Manage employment
Manage grades
Manage grade ladders
Manage grade rates
Manage jobs
Manage locations
Manage organizations
Manage positions
Manage work relationship
New hire
Person external identifiers
Person notes
Personal information
Promotion
Share information
Termination
Transfer
18
To configure the report templates, you must download the templates from the BI Publisher server and
use Microsoft Word to edit them. You upload the edited templates back to the BI Publisher server.
STEPS TO ENABLE
NOTE: You can modify the BI Templates only if you have the BI Administrator role.
You must also configure the profile options to use the BI Publisher for notifications:
KEY RESOURCES
19
MATERNITY ENTITLEMENT FORMULA FOR ABSENCE MANAGEMENT
You can use the maternity entitlement formula to calculate entitlements based on the following factors:
To do this, you can select the entitlement formula ORA_HRX_FR_MAP_ENTITLEMENT when you create the
absence type:
The information entered on the absence record is validated using the validation formula
ORA_HRX_FR_MAP_VALIDATION. Warning or error messages are generated in case of inconsistencies and
you can make corrections, if required.
20
You must also select the appropriate legislative grouping code for maternity.
Based on the selected absence type (for example, maternity or paternity) and the legislative grouping code, you
can enter additional information in the legislative information section.
21
You must create the following five absence types with the corresponding legislative grouping code and the
pattern Childbirth or placement:
Adoption Leave
Maternity Antenatal Pathological Leave
Maternity Leave
Maternity Post Pathological Leave
Paternity Leave
You must set up each absence type with the corresponding legislative grouping code.
22
Each absence plan must be associated with one absence type, except maternity where you need two plans to
differentiate between antenatal and postnatal entitlements,you must also set up the following absence plans
with the appropriate legislative grouping code:
Adoption
Maternity Antenatal Pathological Plan
Maternity Antenatal Plan
Maternity Postnatal Pathological Plan
Maternity Postnatal Plan
Paternity Plan
STEPS TO ENABLE
23
WORKLIFE SOLUTIONS
Oracle Fusion Volunteering enables organizations to promote corporate social responsibility initiatives by
creating service opportunities for employees to engage and get involved in causes that are most important to
each individual.
STEPS TO ENABLE
VOLUNTEER AS A TEAM
Volunteering together as a team is now supported. Volunteers can create new teams or search and join
existing teams. Team members can invite their teams to volunteer for a project and set team volunteering
goals. Individual team members can then register for volunteering projects and work towards achieving the
team’s volunteering goal.
24
Team Volunteering
STEPS TO ENABLE
STEPS TO ENABLE
25
IMPROVED VOLUNTEERING ADMINISTRATION DASHBOARD
Improvements in the administrative dashboard enable you to manage administrative tasks effectively.
Enhancements related to EIN validation settings, volunteering history, project and project lead ratings, and
giveaway summary details help in reviewing the impact of volunteering projects across causes, organizations,
and projects.
STEPS TO ENABLE
Skill Search
STEPS TO ENABLE
HR OPTIMIZATION
26
GLOBAL HR
STEPS TO ENABLE
STEPS TO ENABLE
Multiple vehicle details covering company and non-company ownership of the vehicle
Driver details for each vehicle
Passenger details for each vehicle
Pedestrian or Bicyclist
Animal or Object
The following dimensions are added to the subject area to report on the details:
VEHICLE INCIDENT
STEPS TO ENABLE
27
UPDATE 18A
REVISION HISTORY
This document will continue to evolve as existing sections change and new information is added. All updates
appear in the following table:
OVERVIEW
HCM Cloud applications have three types of patches you can receive that are documented in this What’s New:
It is important for you to know what Release Update you environment is on. You can find this in your Cloud
Portal. If you are on Update 18A, you will only have features that are in 18A or the Monthly and Quarterly
updates for 18A, you will not have 18B features until you are receive the 18B update. You can however read
ahead on future release so you can make plans for when you will receive the next update.
If you are upgrading from Release 12, you should read all features up through the Release Update that you will
receive in the upgrade. This can also be found in Cloud Portal.
This document outlines the information you need to know about new or improved functionality in Oracle HCM
Cloud. 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.
Oracle HCM Cloud release documents are delivered in five functional groupings:
HCM Cloud Common Features (This document pertains to all HCM applications. It is the base human
resource information for all products and HCM Tools.)
Global Human Resources Cloud (Global Human Resources contains the base application in which
other application use for common data such as workforce structures and person information. Regardless
of what products you have implemented you may want to see the new features for Global Human
Resources that could impact your products.)
NOTE: Not all Global Human Resource features are available for Talent and Compensation products.
28
Optional Reading for HCM Products (Depending on what products are in your cloud service):
Common Technologies and User Experience (This documents the common features across all Cloud
applications and is not specific to HCM)
NOTE: All of these documents can be found on the Oracle Help Center at: https://cloud.oracle.com
/saasreadiness/hcm under Human Capital Management Release Readiness
If you're upgrading from Release 12 to Release 13, then you should review all of the release readiness content
for Release 13 (updates 17B - 17D, as well as, updates 18A - 18B) to learn about all of the features available
in release 13.
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. Indicate you are inquiring or providing feedback
regarding the Global HR Cloud What’s New for Release 13 in the body or title of the email.
29
RELEASE FEATURE SUMMARY
Human Resources
Global Human Resources
Automatic Generation of Position Code
Configure Transaction Rules for Information Sharing
Assignment Category, Union and Collective Agreement Attributes Added
on the Manage Positions and Position Synchronization Pages
Workforce Structures Minimum Search Characters
Mass Legal Employer Change
Document Records and Document Delivery Preferences Security
Enhancements
Configurable Email Notifications for Workforce Deployment Based on
Reports
Improved Directory Search Results
Human Capital Management for Argentina
Enhanced National Identifiers Validation
Human Capital Management for Belgium
Existing Flexfield Replaced by Statutory Dependent Field
Human Capital Management for Brazil
Maintaining Person Information
Maintaining Work Structure Information
Maintaining Employment Information
Human Capital Management for Canada
Record of Employment Leave of Absence Events
Record of Employment Events: Creating and Removing Event
Notifications
30
Action Required to Enable Feature
31
HUMAN RESOURCES
Manually
Automatically prior to submission
Automatically upon final save
You can use this feature to reduce the effort in manually providing the position code for each position being
created. If you select the automatic method, the generated position code will be numeric across the enterprise
level.
Use the Manage Enterprise HCM Information task in the Setup and Maintenance work area to generate position
codes for your enterprise. The default generation method is Manual.
The automatically generated position code will be numeric across the enterprise level. The initial position code
field validation helps in identifying the starting position code in automatic position code generation.
STEPS TO ENABLE
KEY RESOURCES
32
CONFIGURE TRANSACTION RULES FOR INFORMATION SHARING
You can configure rules for the Information Sharing process using the Transaction Console in the Navigator.
1. Share Information: This approval notification is sent to the person whose information is being shared. For
example if a manager shares information for a worker on his team, the worker will receive a notification
requesting approval before the information is shared with the recipient.
2. Share Information Approval FYI Notification: This notification is sent to the person who shares
information indicating that the request has been approved.
3. Share Information FYI Notification: This notification is sent to the recipient of the information which is
being shared.
4. Share Information Reject FYI Notification: This notification is sent to the person who shares the
information, indicating that the request has been rejected.
STEPS TO ENABLE
The default rules are configured to be consistent with how the feature worked before this update, and are
detailed below:
Share Information: If the worker's information is shared by the worker, the transaction is automatically
approved. If information is shared by someone other than the worker, the approval notification is sent to
the worker.
Share Information Approval FYI Notification: If the worker approves the request to share his information,
the FYI notification is sent to the person who initiated the information sharing transaction.
Share Information FYI Notification: The FYI notification is sent to the recipient identified in the information
sharing transaction. If the request was initiated by someone other than the worker, this notification is only
sent after the worker approves the transaction.
Share Information Reject FYI Notification: If the worker rejects the request to share his information, the
FYI notification is sent to the person who initiated the information sharing transaction.
33
ASSIGNMENT CATEGORY, UNION AND COLLECTIVE AGREEMENT ATTRIBUTES ADDED ON
THE MANAGE POSITIONS AND POSITION SYNCHRONIZATION PAGES
The following attributes are added on Create and Edit Position, and Position Synchronization pages:
Assignment Category
Union
Collective Agreements
Assignment CategoryUnion and Collective Agreements Fields on the Create and Edit Position Pages
You can now synchronize the assignments with the values for the above position attributes.
STEPS TO ENABLE
KEY RESOURCES
Assignments: Explained
Contracts and Collective Agreements: Explained
Managing Collective Agreements: Explained
Managing Worker Unions: Explained
Position Synchronization: Explained
34
Specify Minimum Number of Search Characters for Workforce Structures
This minimum search characters are used to search for the name and code for each search page depending on
the number of objects. For performance reasons, the minimum value is 1.
STEPS TO ENABLE
You can also select workers from different legal employers to be transferred to the same destination legal
employer.
On the Changes page of the Mass Legal Employer Change process, you can provide specific values for certain
assignment attributes. These specific values will be applied to all the selected workers and will override the
corresponding values on the workers' primary assignment.
35
Changes Pageof the Mass Legal Employer Change Process
After you submit the mass legal employer change process, you can monitor the progress of the scheduled job
from the Mass Updates work area dashboard. On the dashboard, there are columns displaying counts related to
total, succeeded, warning, and failed workers. The count for warning and failed workers are displayed as
hyperlinks. You can click the links to see the details about the warnings or errors. You can create a
supplemental batch for workers with errors after the errors are fixed at source.
STEPS TO ENABLE
KEY RESOURCES
36
ROLE INFORMATION
Security Privileges
Streamline access to the document delivery preferences, which are now secured with their own security
privileges and not shared with document records.
Provide greater control by now granting delivered read only access privileges to document records and
document delivery preferences.
STEPS TO ENABLE
In releases prior mto Update 18A, the seeded Line Manager role was assigned the Manage Person
Documentation aggregate privilege. Starting with Update 18A, the Manage Person Documentation privilege is
replaced with the Manage Person Documentation by Manager aggregate privilege for the seeded line manager
role. Therefore, customers having custom line manager roles will have to update the security configuration of
those custom roles to reflect this change in aggregate privilege.
ROLE INFORMATION
The following are the roles and their defined security privileges:
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Roles Security Privileges
Add assignment
Add contact
Add contingent worker
Add nonworker
Add pending worker
Add terms
Create contracts
Change assignment
Change manager
Change work schedule
Change working hours
Document records
Manage areas of responsibility
Manage checklists
Manage directs
Manage employment
Manage grades
Manage grade ladders
Manage grade rates
Manage jobs
Manage locations
Manage organizations
Manage positions
Manage work relationship
New hire
Person external identifiers
Person notes
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Personal information
Promotion
Share information
Termination
Transfer
To configure the report templates, you must download the templates from the BI Publisher server and use
Microsoft Word to edit them. You upload the edited templates back to the BI Publisher server.
STEPS TO ENABLE
NOTE: You can modify the BI Templates only if you have the BI Administrator role.
You must also configure the profile options to use the BI Publisher for notifications:
KEY RESOURCES
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IMPROVED DIRECTORY SEARCH RESULTS
The Directory person keyword search is enhanced by lowering the priority of the areas of expertise, areas of
interest, and talent skills relative to the other fields searched in the keyword search so that the best results are
sorted to the top of the search results.
When you enter people's names in areas of interest, areas of expertise, or talent skills and search for people in
the Directory using a name, the results displayed records where those names matched in the areas of interest,
areas of expertise, or talent skills. These person records were listed in the same sort order as other people
whose names matched.
For example, if there are two people with the names 'Simpson, Charles' and 'Simpson, Thomas' and no data in
the areas of expertise. A third person whose name is 'Adams, Sue', but has entered 'Simpson' in her areas of
expertise.
Prior to this enhancement, if a person keyword search was performed with ‘Simpson’, the Directory search
results were returned as:
Adams, Sue
Simpson, Charles
Simpson, Thomas
The above results, while were correct, was not expected by most employees. While 'Adams, Sue' should be
returned in the search results because her record has 'Simpson' in the areas of expertise, most employees
expect her record to be lower in the search results.
With this enhancement, the Directory search results will now be returned as:
Simpson, Charles
Simpson, Thomas
Adams, Sue
STEPS TO ENABLE
KEY RESOURCES
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HUMAN CAPITAL MANAGEMENT FOR ARGENTINA
Oracle Fusion HRMS (Argentina) supports country specific features and functions for Argentina. It enables
users to follow Argentina's business practices and comply with its statutory requirements.
STEPS TO ENABLE
KEY RESOURCES
Validating National Identifier Numbers in Oracle Fusion Human Capital Management (Document ID
2159758.1)
The Statutory Dependent flexfield is no longer stored in a segment of Person Contact Relationship Information.
That segment is now read-only, and the field label was changed to Obsolete Statutory Dependent.
STEPS TO ENABLE
Additional National Identifiers made available: RIC, CNS, DNV, RNE and Professional Certification
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Brazil National Identifiers
STEPS TO ENABLE
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Manage legal reporting units
Create tax reporting unit (TRU) based reporting establishments
Define legal addresses from the existing Brazil postal address style
Access and download geographical information such as state codes and city codes
STEPS TO ENABLE
Work relationship information including Statutory Worker Category, Duration of Labor Contract, Mutual
Right of Termination and Nature of Activity
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Brazil Employment Intern Information
STEPS TO ENABLE
A Record of Employment Notification event is created automatically for leave of absences when both of the
following occurs:
An absence is created for the employee whereby the element associated with the absence plan is set to
automatically generate ROE event notifications.This is done when the absence element template
question “Should this element create a ROE event notification?” is set to Yes.
The employee is paid within one year of the absence start date.
The Record of Employment Archive processes the ROE events and archives the ROE information for
employees whose leave of absence start date is prior to or as of the effective date that the ROE archive is
processed.
Awaiting Processing: A notification is created when the employee logs an absence with a start date prior
to processing the ROE archive.
Deferred: Status not supported for ROE leave of absence events.
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Processing: Status not supported for ROE leave of absence events.
Complete: The ROE archive was processed successfully for the employee.
You may view event notifications for employees using the Manage Event Notifications task in the Payroll
Calculations work area.
If an absence is removed and the ROE archive is not processed, the notification record is deleted.
If an absence start date of an employee changes and the ROE archive has not been processed for the
employee, the process date of the event is updated.However, if the absence start date is changed to a
date after the effective date of the ROE archive process, the employee is not included in the ROE archive.
STEPS TO ENABLE
Note the parameters for the Record of Employment Archive process are still in effect while processing event
notifications. For example, if an employee with an unprocessed ROE event notification is not part of the
Payroll Relationship Group submitted for the parameter of the archive, the employee will not be processed.
KEY RESOURCES
Refer to the Canada Information Center at the link below for additional information.
https://support.oracle.com/rs?type=doc&id=2102586.2
CA – Welcome tab > Product Documentation > White Papers > Implementation and Use
Hot Topics Email (To Receive Critical Statutory Legislative Product News)
To receive important Fusion Canada Legislative Product News, you must subscribe to the Hot Topics Email
feature available in My Oracle Support.
See My Oracle Support Document ID 2102586.2 (Information Center: Fusion Human Capital Management -
Canada) for further details, and access the content at the location below.
CA – Welcome tab > Other Documents > How To Use My Oracle Support Hot Topics Email Subscription
Feature
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RECORD OF EMPLOYMENT EVENTS: CREATING AND REMOVING EVENT NOTIFICATIONS
Use event processing to create and delete Record of Employment (ROE) event notifications that were created
for employee termination or leave of absence events.
A Record of Employment Notification event is created automatically for terminations or leave of absences when
certain conditions are met. You may now manually create or delete notifications, if it is required.
You may view, create or delete event notifications for employees using the Manage Event Notifications task in
the Payroll Calculations work area. In the search area of the Manage Event Notifications UI, you must first
select a Canadian Legislative Data Group to be able to see the event “Record of Employment Notification” in the
Event Report Type list of values. The values in the Event Report Type LOV are specific to each legislation.
When you create a new ROE event notification, select the approval status of “Awaiting Processing”.
You may only delete an existing ROE event notification whose approval status is “Awaiting Processing”. If you
need to delete the event notification and the status is “Complete”, you must first rollback the ROE archive, then
you may delete the desired event notification.
STEPS TO ENABLE
KEY RESOURCES
Refer to the Canada Information Center at the link below for additional information.
https://support.oracle.com/rs?type=doc&id=2102586.2
CA – Welcome tab > Product Documentation > White Papers > Implementation and Use
Hot Topics Email (To Receive Critical Statutory Legislative Product News)
46
To receive important Fusion Canada Legislative Product News, you must subscribe to the Hot Topics Email
feature available in My Oracle Support.
See My Oracle Support Document ID 2102586.2 (Information Center: Fusion Human Capital Management -
Canada) for further details, and access the content at the location below.
CA – Welcome tab > Other Documents > How To Use My Oracle Support Hot Topics Email Subscription
Feature
You must create absence plans for the current year and previous years for the vacation absence types. Use the
Manage Absence Plans task in the Absence Administration work area to setup the absence plans and define
the plan type. Use the Manage Absence Types task from the Absence Administration work area to create the
absence types for vacation such as Paid Vacation and Unpaid Vacation.
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Once you complete the setup and save the absence record, the application calculates the accruals:
STEPS TO ENABLE
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Absence Plan
You must create two absence plans for each absence type, one to manage the IJSS and the other for legal
guarantee income. Creating two distinct plan types will ensure that the entitlement is calculated by plan type.
Use the Manage Absence Plans task in the Absence Administration work area to setup the absence plans and
define the plan type.
The legislative grouping code is used to identify the entitlement type. You must select enable concurrent
entitlement for both plan types.
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Absence Type
You must create one absence type for each sickness type such as illness, work accident, long term disease,
occupational disease, and travel accident with the pattern Illness or injury for the legislation France. Use the
Manage Absence Types from the Absence Administration work area.
Both the absence plans must be assigned to each absence type as shown in the example below:
Once you complete the setup and save the absence record, the application calculates the entitlement:
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STEPS TO ENABLE
WORKLIFE SOLUTIONS
Oracle Fusion Volunteering enables organizations to promote corporate social responsibility initiatives by
creating service opportunities for employees to engage and get involved in causes that are most important to
each individual.
Suggestions based on the preferences appear in your recommended list. This reduces any effort on your part to
search for suitable projects.
STEPS TO ENABLE
KEY RESOURCES
My Volunteering: Overview
Volunteering Projects: Explained
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TRACK UPDATES AND PROGRESS FROM VOLUNTEERING DASHBOARD
Keep track of upcoming projects, volunteering progress, and history using the Volunteering Dashboard. From
this dashboard, you can now manage your volunteering projects, update hours on volunteered projects, and
review your goal progress.
STEPS TO ENABLE
KEY RESOURCES
My Volunteering: Overview
Registering for a Volunteering Project: Procedure
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Volunteering Administration Dashboard
STEPS TO ENABLE
KEY RESOURCES
EMPLOYEE WELLNESS
Oracle Fusion Employee Wellness supports corporate initiatives to improve employee fitness and health
through the use of opt-in wellness features. This application integrates with popular fitness tracking services to
simplify and automate the acquisition of exercise data from a wide range of devices.
Take advantage of the new interface to easily schedule an activity data refresh. The activity data refresh
scheduler lets you configure how frequently the activity data is imported from a connected fitness tracking
service. This keeps the application up-to-date with most recent data. For instance, you can schedule hourly,
daily, or weekly refreshes. The improved interface enables you to quickly view the status of the scheduler, the
time of the last and next data refreshes, and the frequency at which you have configured the data refresh.
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Activity Data Refresh Scheduler
Activity Data Refresh Schedule and the Available Activity Tracking Services
STEPS TO ENABLE
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NEW ATTRIBUTES FOR WORKER'S EMPLOYMENT CONTRACT
Improved reporting on workers contract details with the addition of attributes related to employment contract.
A new sub folder named 'Contracts' is added under the Worker dimension. This folder contains the following
attributes related to the workers:
STEPS TO ENABLE
STEPS TO ENABLE
NEW DIMENSIONS FOR THE SETUP OBJECTS AND PROFILES REAL TIME SUBJECT AREA
Enhance your Time and Labor subject area reporting with the inclusion of new dimensions. These dimensions
provide information about groups, profiles, time allocation, time categories, layout sets and layout components,
and rules that report on rules, rule sets, and rule templates.
HCM Group - This dimension contains information on the groups that are created and used in Time and
Labor module. It includes information on Group definition, members, the inclusion criteria of the group,
evaluation period of the group, the evaluation status and so on. HCM Groups are designed to organize
your workers into easily identifiable Groups that you assign to the correct worker time processing profile
containing a weekly , biweekly or monthly time card period.
WFM Profile - This dimension contains information on the different profile definitions, with the various
setup objects related to the following: Worker Time Entry Setup Profiles, Worker Time Processing Setup
Profiles, and Time Device Setup Profiles.
Time Allocation - This dimension contains information on the setup of the allocation distribution of the
worker time to various cost segments like Department, Program, and Fund cost segments.
Time Categories - This dimension contains information on the setup of time categories used in Workforce
Management Rules and Time Balance Definitions.
Layout Sets and Layout Components - These dimensions display the definition of layout sets and the
layouts within the set, and the defined layout components used in Layouts and Web Clock buttons.
WFM Rules - This dimension contains information on the Rules, Rule Sets and Rule Templates.
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STEPS TO ENABLE
STEPS TO ENABLE
STEPS TO ENABLE
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