R10 GlobalHR RCD

See What's Coming in Oracle
Global Human Resources Cloud

Release 10
Release Content Document
TABLE OF CONTENTS
HCM COMMON FEATURES .......................................................................................................................................................................... 7
HCM Data Loader .............................................................................................................................................................................. 7
Flexible Pipe-Delimited File Format ................................................................................................................................................................... 7
Secure Data Transfer .......................................................................................................................................................................................... 7
Automated or User Managed Processing .......................................................................................................................................................... 7
Status and Error Reporting ................................................................................................................................................................................. 8
Flexible Key Support ........................................................................................................................................................................................... 8
HCM RESTful Services and Atom Feeds ............................................................................................................................................. 8

HCM RESTful Services......................................................................................................................................................................................... 8
HCM Atom Feeds ............................................................................................................................................................................................... 8
Global Human Resources .................................................................................................................................................................. 9

Country - Level Address Rule ............................................................................................................................................................................. 9
Payroll Common Features ................................................................................................................................................................. 9

Enhanced Element Template for Absences ........................................................................................................................................................ 9
Enhanced Element Template for Time Cards ..................................................................................................................................................... 9
Simplified Bank Account Page .......................................................................................................................................................................... 10
Support for BI Report Submission in Payroll Flows .......................................................................................................................................... 10
Quick Report, Process and Flow Submission .................................................................................................................................................... 10
ROLE SIMPLIFICATION................................................................................................................................................................................ 10
Simplified Role Hierarchy ................................................................................................................................................................................. 10
APPLICATIONS SECURITY ............................................................................................................................................................................ 11

Copy Role and Inherited Hierarchy .................................................................................................................................................................. 11
Analyze Roles by Role Category ....................................................................................................................................................................... 11
Aggregate Privileges ......................................................................................................................................................................................... 11
Generate X.509 Certificate ............................................................................................................................................................................... 11
Generate Certificate Signing Request for X.509 Certificate ............................................................................................................................. 11
Import Certificates from Keystore.................................................................................................................................................................... 12
Privilege Discoverer Report .............................................................................................................................................................................. 12
User Role Membership Report......................................................................................................................................................................... 12
ABSENCE MANAGEMENT ........................................................................................................................................................................... 12

Audit Framework Includes Absence Record Data ............................................................................................................................................ 12
HCM Extract Includes Absence Record Data and Accrual Balances ................................................................................................................. 12
Approval Framework Enhancements ............................................................................................................................................................... 12
Assignment Hours as Work Schedule Option ................................................................................................................................................... 13
Schedule Half Days for Absences Measured in Calendar Days......................................................................................................................... 13
Override Payment Percentages for Calculated Entitlements ........................................................................................................................... 13
Absence Records for Contingent Workers ....................................................................................................................................................... 13
Attachments for Absence Records ................................................................................................................................................................... 13
BENEFITS ................................................................................................................................................................................................ 13
Rate Start Date Rule ......................................................................................................................................................................................... 14
Extracting Benefits Data Using HCM Extracts .................................................................................................................................................. 14
Benefits Formula Evaluation ............................................................................................................................................................................ 14
Continuing Benefits Type ................................................................................................................................................................................. 14
Close Enrollment Process Rule ......................................................................................................................................................................... 15
COMPENSATION AND TOTAL COMPENSATION STATEMENT ............................................................................................................................... 15

Workforce Compensation Supports Matrix Structures .................................................................................................................................... 15
Hide Ineligible Workers from Workforce Compensation Worksheet............................................................................................................... 15
Prevent Worksheet Submission Using New Alert Type .................................................................................................................................... 16
Import Data in External Data Tables ................................................................................................................................................................ 16

Migrate Total Compensation Statement Using Functional Setup Manager ..................................................................................................... 16
Enhanced Salary and Individual Compensation Approval Notifications........................................................................................................... 16
COMPETITIONS ........................................................................................................................................................................................ 16
My Competitions .............................................................................................................................................................................................. 17
Competition Leader Board ............................................................................................................................................................................... 17
Quick and Easy Competition Creation .............................................................................................................................................................. 17
Competition Details ......................................................................................................................................................................................... 17
GLOBAL HUMAN RESOURCES ...................................................................................................................................................................... 17

Person Extra Information Effective Dating ....................................................................................................................................................... 18
Removal of Tagging from Portrait .................................................................................................................................................................... 18
Removal of Spaces from Portrait Setting ......................................................................................................................................................... 18
Worker Assignment Hours by Day of Week ..................................................................................................................................................... 18
Position Management Enhancements: Defaulting of Additional Attributes from the Position ....................................................................... 18
Position Management Enhancements: Position Synchronization .................................................................................................................... 18
Position Management Enhancements: Number of Incumbents ...................................................................................................................... 19
Ability to Add Transaction Initiator as a Checklist Task Performer .................................................................................................................. 19
Access Person Information While Working on a Checklist Task ....................................................................................................................... 19
Manage Delay Duration of a Checklist Task ..................................................................................................................................................... 19
Restrict Checklist Template to a Localization ................................................................................................................................................... 19
Ability to Update Actual Start and End Dates from the Notification ................................................................................................................ 19
Ability to Define Collective Agreements for Workers ...................................................................................................................................... 20
Ability to Define Seniority Dates ...................................................................................................................................................................... 20
Enhancements to Global Transfer .................................................................................................................................................................... 20
Approval Notification Personalization ............................................................................................................................................................. 20
Add Comments and Attachments when Submitting a Transaction for Approval............................................................................................. 20
Audit of HCM Data Roles and Security Profiles ................................................................................................................................................ 20
Future-Dated Positions and Organizations ...................................................................................................................................................... 21
Shared Person Information in Person Security Profiles ................................................................................................................................... 21
Autoprovisioning for the Enterprise................................................................................................................................................................. 21
Changes to Privileges for Predefined Roles ...................................................................................................................................................... 21
Person Management Access ............................................................................................................................................................................ 21
Send Pending LDAP Requests ........................................................................................................................................................................... 21
User Details System Extract Report.................................................................................................................................................................. 22
HCM Cloud Mobile ........................................................................................................................................................................................... 22
GLOBAL PAYROLL ..................................................................................................................................................................................... 22

Simplified QuickPay Flow ................................................................................................................................................................................. 22
Tasks for Managing Balance Groups ................................................................................................................................................................ 22
Roll Up Payments to Third-Party Organizations ............................................................................................................................................... 23
Payroll Costing Report ...................................................................................................................................................................................... 23
Expansion of Payment Method Criteria ........................................................................................................................................................... 23
Payroll Cycle Flow Pattern Enhancements ....................................................................................................................................................... 23
GLOBAL PAYROLL INTERFACE ...................................................................................................................................................................... 23

Payroll Interface Report for NGAs Payroll Exchange ....................................................................................................................................... 24
Calculate Gross Earnings Process Optional for Global Payroll Interface Extracts............................................................................................. 24
HUMAN CAPITAL MANAGEMENT FOR AUSTRALIA ........................................................................................................................................... 24

Address Validation ........................................................................................................................................................................................... 24
Supplemental Taxation and Reporting Address Style ...................................................................................................................................... 25
HUMAN CAPITAL MANAGEMENT FOR AUSTRIA .............................................................................................................................................. 25

Maintaining Person Information ...................................................................................................................................................................... 25
HUMAN CAPITAL MANAGEMENT FOR BAHRAIN.............................................................................................................................................. 25

HUMAN CAPITAL MANAGEMENT FOR BELGIUM ............................................................................................................................................. 26
Maintaining Person and Employment Information .......................................................................................................................................... 26
HUMAN CAPITAL MANAGEMENT FOR BRAZIL................................................................................................................................................. 27

HUMAN CAPITAL MANAGEMENT FOR CANADA .............................................................................................................................................. 27

Load Geographies for Canada .......................................................................................................................................................................... 27
Employment Equity Interface .......................................................................................................................................................................... 28
Workers Compensation .................................................................................................................................................................................. 28
Record of Employment .................................................................................................................................................................................... 28
Features by Country or Territory ..................................................................................................................................................................... 28
HUMAN CAPITAL MANAGEMENT FOR CHINA ................................................................................................................................................. 29

Postal Code Validation ..................................................................................................................................................................................... 29
Include Enterprise Annuity Employer Contribution in the Monthly Individual Income Tax Calculation .......................................................... 29
Enable the Global Element Result Report for China Localization ..................................................................................................................... 29
HUMAN CAPITAL MANAGEMENT FOR DENMARK ............................................................................................................................................ 29

HUMAN CAPITAL MANAGEMENT FOR ESTONIA .............................................................................................................................................. 30

HUMAN CAPITAL MANAGEMENT FOR FINLAND .............................................................................................................................................. 31

HUMAN CAPITAL MANAGEMENT FOR FRANCE ............................................................................................................................................... 31

Statutory Reporting: Enhancement to Personnel Register .............................................................................................................................. 31
Enhancement to Contract Type and Subtype .................................................................................................................................................. 31
Temporary National Identifier ......................................................................................................................................................................... 32
Automatic Calculation Card Creation ............................................................................................................................................................... 32
Global Reports.................................................................................................................................................................................................. 32
HUMAN CAPITAL MANAGEMENT FOR GERMANY ............................................................................................................................................ 32

Legislative Changes for Name and Address Validation .................................................................................................................................... 32
Legislative Changes for the Disability Report ................................................................................................................................................... 33
HUMAN CAPITAL MANAGEMENT FOR HUNGARY ............................................................................................................................................ 33

HUMAN CAPITAL MANAGEMENT FOR INDIA .................................................................................................................................................. 34

Address Validation ........................................................................................................................................................................................... 34
HUMAN CAPITAL MANAGEMENT FOR IRELAND .............................................................................................................................................. 34

Automatic Creation of Deduction Cards .......................................................................................................................................................... 34
Element Result Report ..................................................................................................................................................................................... 34
Payroll Balance Report ..................................................................................................................................................................................... 34
HUMAN CAPITAL MANAGEMENT FOR JAPAN ................................................................................................................................................. 35

HUMAN CAPITAL MANAGEMENT FOR KAZAKHSTAN ........................................................................................................................................ 35

HUMAN CAPITAL MANAGEMENT FOR KUWAIT ............................................................................................................................................... 36

Element Template for Additional Social Insurance .......................................................................................................................................... 36
Statutory Reporting: Update to Report 103 New Hires and Terminations ................................................................................................... 36
Statutory Reporting: Update to Report 166 Monthly Contributions ............................................................................................................ 36
Statutory Reporting: IPE Consolidated Report New Hire and Termination ................................................................................................... 37
Gratuity Calculation 2013 Enhancement ......................................................................................................................................................... 37
Monthly Gratuity Accrual Process .................................................................................................................................................................... 37
Social Insurance Enhancement for Government Sector Terminations ............................................................................................................ 37
Global Reports.................................................................................................................................................................................................. 37
HUMAN CAPITAL MANAGEMENT FOR LATVIA ................................................................................................................................................ 38

HUMAN CAPITAL MANAGEMENT FOR LIECHTENSTEIN ...................................................................................................................................... 38
HUMAN CAPITAL MANAGEMENT FOR LITHUANIA ........................................................................................................................................... 39

HUMAN CAPITAL MANAGEMENT FOR MALAYSIA ............................................................................................................................................ 39

Maintaning Person Information ....................................................................................................................................................................... 40
HUMAN CAPITAL MANAGEMENT FOR NETHERLANDS ...................................................................................................................................... 40

Gatekeeper Law (Law Poortwachter)............................................................................................................................................................... 40
Global Reports.................................................................................................................................................................................................. 41
HUMAN CAPITAL MANAGEMENT FOR NEW ZEALAND ...................................................................................................................................... 41

HUMAN CAPITAL MANAGEMENT FOR NORWAY ............................................................................................................................................. 42

HUMAN CAPITAL MANAGEMENT FOR OMAN ................................................................................................................................................. 42

HUMAN CAPITAL MANAGEMENT FOR POLAND............................................................................................................................................... 43

HUMAN CAPITAL MANAGEMENT FOR QATAR ................................................................................................................................................ 43

HUMAN CAPITAL MANAGEMENT FOR REPUBLIC OF KOREA ............................................................................................................................... 44

HUMAN CAPITAL MANAGEMENT FOR SAUDI ARABIA....................................................................................................................................... 44

Statutory Reporting: Saudi Arabia IPE Report Annual Salary ........................................................................................................................ 45
Global Reports.................................................................................................................................................................................................. 45
HUMAN CAPITAL MANAGEMENT FOR SWEDEN .............................................................................................................................................. 45

HUMAN CAPITAL MANAGEMENT FOR SWITZERLAND ....................................................................................................................................... 46

Worker Data Validation Report ........................................................................................................................................................................ 46
HUMAN CAPITAL MANAGEMENT FOR TAIWAN............................................................................................................................................... 47

HUMAN CAPITAL MANAGEMENT FOR UKRAINE .............................................................................................................................................. 47

HUMAN CAPITAL MANAGEMENT FOR THE UNITED KINGDOM ........................................................................................................................... 48

End of Year Processes of P60 End of Year Statement ...................................................................................................................................... 48
HUMAN CAPITAL MANAGEMENT FOR THE UNITED STATES ............................................................................................................................... 48

Third-Party Involuntary Payments Extract ....................................................................................................................................................... 49
New Jersey Family Leave Insurance ................................................................................................................................................................. 49
Quarter-to-Date Archive .................................................................................................................................................................................. 49
Support for State Specific Payslip/Checkwriter Enhancements ....................................................................................................................... 49
Third-Party Monthly Tax Filing Extract ............................................................................................................................................................. 49
Manage Features by Country or Territory........................................................................................................................................................ 49
HUMAN CAPITAL MANAGEMENT FOR UNITED ARAB EMIRATES ......................................................................................................................... 50

Statutory Reporting: Wage Protection System Salary Information File ........................................................................................................... 50
Global Reports.................................................................................................................................................................................................. 50
NETWORK AT WORK................................................................................................................................................................................. 51
Kudos Functionality .......................................................................................................................................................................................... 51
Kudos Notifications .......................................................................................................................................................................................... 51
Spaces Integration Removed ........................................................................................................................................................................... 51
Tag Center Integration Removed ..................................................................................................................................................................... 51
TIME AND LABOR...................................................................................................................................................................................... 51

Worker View of Personal Schedule and Team Schedule .................................................................................................................................. 52
Manager View and Edit of Team Schedule....................................................................................................................................................... 52
User-Defined Time Attributes Available for Time Entry ................................................................................................................................... 52
Enable US Location Overrides as Payroll Time Entries ..................................................................................................................................... 52
TRANSACTIONAL BUSINESS INTELLIGENCE ...................................................................................................................................................... 53

Matrix Manager Hierarchy ............................................................................................................................................................................... 53
Unsecured Assignment Manager Hierarchy ..................................................................................................................................................... 53
Workforce Management CheckList Real Time .............................................................................................................................................. 53
Time and Labor Subject Areas .......................................................................................................................................................................... 53
Currency Conversion in Compensation ............................................................................................................................................................ 54
Metrics in Workforce Compensation ............................................................................................................................................................... 54
Personal Payment Details Real Time Subject Area ........................................................................................................................................... 54
Element Entries Subject Area Enhancements .................................................................................................................................................. 54
Vacation Balance Reporting ............................................................................................................................................................................. 55
Vacancy Real Time Subject Area ...................................................................................................................................................................... 55
Expected Return Date Absence Subject Area ................................................................................................................................................ 55
Action Type Benefits Action Items Subject Area ........................................................................................................................................... 55
Oracle BI MAD .................................................................................................................................................................................................. 55
Sample Reports ................................................................................................................................................................................................ 55
WORKFORCE MODELING ........................................................................................................................................................................... 56

View Empty Positions in the Hierarchy ............................................................................................................................................................ 56
Add Values Automatically Using Position Defaulting ....................................................................................................................................... 56
Steamline Mass Terminations .......................................................................................................................................................................... 56
Secured Salary Entry ........................................................................................................................................................................................ 56
WORKFORCE REPUTATION MANAGEMENT .................................................................................................................................................... 56

Simplified User Interface .................................................................................................................................................................................. 57
Employee Access to Reputation Scores and Social Roles ................................................................................................................................. 57
Employee Mentorship ...................................................................................................................................................................................... 57
Reputation Profile Search ................................................................................................................................................................................ 58
Corporate Social Media Usage Compliance ..................................................................................................................................................... 58
Oracle Social Network (OSN) Integration ......................................................................................................................................................... 58
HCM COMMON FEATURES

The following HCM common features include enhancements for Release 10:
HCM Data Loader

HCM RESTful Services and ATOM Feeds
Global Human Resources
Payroll Common Features
HCM DATA LOADER

HCM Data Loader delivers a flexible and comprehensive bulk data loading solution for business objects
across multiple Human Capital Management products. It can be used for data migration, ongoing
inbound interfaces, and one-off bulk updates. It supports the bulk load of your configured descriptive
and extensible flexfield data, translation data, tree hierarchies, person images, and Document of Record
attachments.
FLEXIBLE PIPE-DELIMITED FILE FORMAT

You can now simplify your inbound integrations and only include the business object components and
attributes relevant to your use case. This is available, whether it is full date-effective history for data
migration, or incremental changes for data maintenance. You can supply multiple business objectspecific files in one compressed zip file and process them together. HCM Data Loader understands the
order in which the business-object data must be loaded to ensure referenced data will be loaded first.
SECURE DATA TRANSFER
You can now optionally deliver encrypted compressed zip files to Oracles Web Center Content Server,
secured by a specific HCM Data Loader account. The compressed zip file is then streamed from the Web
Center Content Server and decrypted during import into stage tables before the multi-threaded process
loads valid objects into HCM. Your compressed zip file is then deleted from the Web Center Content
Server as soon as HCM Data Loader has finished streaming the file or you can choose to retain your
source files.
AUTOMATED OR USER MANAGED PROCESSING
You can now automate inbound interfaces using the Web Center Content and HCM Data Loader web
services. In addition you can also control the import and loading processes using the new Import and
Load Data user interface.
STATUS AND ERROR REPORTING

You can now review the progress of your files through the user interface, with comprehensive status
and record count information. You will be able to:
Review message summaries and manage errors by reviewing the details of failed records.
Monitor the results of your data load using the new HCM Extract output, which provides
machine readable status and error information.
Diagnose complex errors using the new Data Set Status available from the Diagnostic
framework.
FLEXIBLE KEY SUPPORT

With this release four key types are supported. You can create new objects specifying your source
system identifier and continue to maintain and reference that data in HCM using your source key.
Alternatively you can supply the user key information, such as, Organization Name, Person Number,
Absence Type, or you can use Oracle Fusions internal surrogate ID and Globally Unique ID (GUID).
HCM RESTFUL SERVICES AND ATOM FEEDS

Oracle Fusion HCM delivers lightweight Representational State Transfer (RESTful) APIs and associated
Atom feeds to support integration requirements. Oracle initially will support RESTful services and Atom
feeds for the Employee and Work Structure resources, using integration technology that is standardsbased, widely supported, and well understood in the community.
HCM RESTFUL SERVICES

You can now accelerate your integration projects by using the simplified approach of web services
defined as RESTful APIs. These APIs support Employee and Work Structure resources and their child
resources, enabling easy integration into the new and existing business process flows.
HCM ATOM FEEDS
The delivered Atom feeds for the Employee and Work Structure resources enable integrating
applications to subscribe to key events such as: new hire, termination, and changes to work
assignments. Applications consuming these feeds can act on such events by initiating business flows
such as: on-boarding, enrolling employees in career-based training, and managing access to company
resources. Each feed entry contains a link to the originating resource, enabling fetching of detailed data.
GLOBAL HUMAN RESOURCES

Oracle Fusion Global Human Resources 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.
COUNTRY - LEVEL ADDRESS RULE

You can now control the address style and address validation for the country or territory you are
implementing. You can set values depending on the selected country extension. You can use the
Manage Features by Country or Territory setup task to control the address style and the level of address
validation for the countries or territories configured for Oracle Fusion Global Human Resources. The
address style selected will be displayed on the various pages where an address can be managed, such as
the new hire, manage person and manage locations. The values you can set depend on the combination
of the country or territory and the selected country extension.
PAYROLL COMMON FEATURES

This section describes new features that are relevant if you use features such as elements, formulas,
payroll definitions, and database items, even if you don't use Global Payroll.
ENHANCED ELEMENT TEMPLATE FOR ABSENCES

You can now simplify your integration between Global Payroll and Absences by creating your absence
elements, calculation components, balances, and formulas through the absence element template. Your
answers in the element template will control which of the features the template will generate. You can
also associate your absence element to an absence plan to facilitate the transfer of absence information
to a person's payroll record. After processing the absence in payroll, you can view a persons absence
accrual balance, absence payments, and deductions on their statement of earnings and payslip.
ENHANCED ELEMENT TEMPLATE FOR TIME CARDS
You can simplify your integration between your time providers and your payroll application by creating
your earning elements, calculation components, balances, and formulas through the new time card
element template. Answers to the element template questions will control which of these features the
template generates. The template eliminates the need to run the Create Time Card Calculation
Components process. This feature only applies to user-defined legislations and predefined country
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extensions that have enabled the feature in this release. Customers in other countries should continue
to create time entry elements using the Standard template and use the Create Time Card Calculation
Components process to generate the additional objects required for calculation cards.
SIMPLIFIED BANK ACCOUNT PAGE
You can simplify the entry of bank account details for personal payment methods by choosing to use the
new bank account page component. Use the Existing Banks and Branches profile option to choose
between preloading bank details for your country and enabling users to enter their bank details.
SUPPORT FOR BI REPORT SUBMISSION IN PAYROLL FLOWS
You can streamline your end-to-end payroll cycle by including Business Intelligence Publisher reports in
payroll flow patterns. To take advantage of these you will need to add tasks to your existing userdefined payroll flow patterns or to newly-created patterns.
QUICK REPORT, PROCESS AND FLOW SUBMISSION
You can accelerate the submission of your HCM Extract reports, payroll processes and flows using the
new quick submit option.
ROLE SIMPLIFICATION
We have simplified the role definitions for the security reference implementation. We have eased the
complexity of role administration and customization. The new model:
Only has a role beneath the level of a Job, where the cluster of privileges is shared by more
than one Job
Only has a role where there is a cluster of at least five privileges
Has a grouping of privileges at the level of the Job
SIMPLIFIED ROLE HIERARCHY

Take advantage of simplified role definitions in the security reference implementation. The simplified
roles reduce the complexity of role administration. Every job or abstract role that existed in Release 9
also exists in the simplified hierarchy for Release 10, and each authorizes the same privileges. Beneath
that level, however, many roles are eliminated, and the privileges they defined are assigned to a job or
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abstract roles either directly or as aggregate privileges. See information on the new aggregate privileges
under Application Security below.
APPLICATIONS SECURITY
Oracle Fusion Applications Security provides a single console in which security managers and security
administrators can review, design, and modify roles in Oracle Fusion Applications. It enables users to
model applications-menu and task-pane entries for any role. Users can also manage certificates and
review a set of security reports.
COPY ROLE AND INHERITED HIERARCHY

You can now search for a reference role and copy either that role or that role and its inherited roles. If
you copy the inherited roles, you will be copying their function and data security policies.
ANALYZE ROLES BY ROLE CATEGORY
You can now review and drill into roles and review count of role memberships, function security
policies, data security policies, and user memberships by role category.
AGGREGATE PRIVILEGES
You can now view Aggregate privileges in the security console as a separate facet. An Aggregate
privilege combines the function security policy with the relevant data security policies that cannot be
separated. The security console will not allow you to include only the function security policy or the data
security policy from an aggregate privilege. All aggregate privileges are predefined and can be assigned
to any role.
GENERATE X.509 CERTIFICATE
You can now generate X.509 format digital certificates. You can send these certificates to a certifying
authority for certification and import the signed certificate as a trusted certificate.
GENERATE CERTIFICATE SIGNING REQUEST FOR X.509 CERTIFICATE
You can now search for X.509 certificates and generate a Certificate Signing Request (CSR) for that
certificate. You can send these certificates to a certifying authority for certification and import the
signed certificate as a trusted certificate.
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IMPORT CERTIFICATES FROM KEYSTORE

You can now import a certificate contained within an external keystore.
PRIVILEGE DISCOVERER REPORT
You can generate a report that lists every secured action a user is authorized to within a work area.
USER ROLE MEMBERSHIP REPORT
You can now generate a report that lists each user's job roles.
ABSENCE MANAGEMENT
Oracle Fusion 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 Oracle Fusion Global Payroll and Oracle Fusion
Time and Labor products and provides dedicated work areas for the roles of Administrator and
Employees. Simplified user interface is provided for employees absence data entry.
AUDIT FRAMEWORK INCLUDES ABSENCE RECORD DATA

Absence records are now included in the audit framework. You can monitor changes to absence record
data using the standard auditing tools.
HCM EXTRACT INCLUDES ABSENCE RECORD DATA AND ACCRUAL BALANCES
You can now integrate absence and entitlement information with third-party service providers and
payrolls using Human Capital Management (HCM) Extract. HCM Extract can now include absence
records, use of entitlements, and accrual plan balances.
APPROVAL FRAMEWORK ENHANCEMENTS
You can now configure approvals for absence records using attributes of the absence record, the plans
and entitlements, and attributes of your organization and employment structures. As part of an
initiative to expand the capabilities for approval business rules, an optional, configurable field on
absence transactions is added. This allows more flexibility in how approvals are routed within your
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organization. Other new fields in the approval payload enable more powerful configuration of approval
based actions. Two new delivered functions enable you to check a workers manager and route
approvals to approvers who are not in the standard approver list, such as the CEO.
ASSIGNMENT HOURS AS WORK SCHEDULE OPTION

You can now configure working hours on a workers assignment as a work week. Use this configuration
as a work schedule for absence evaluation rather than an assigned work schedule to streamline
repeating work week schedules.
SCHEDULE HALF DAYS FOR ABSENCES MEASURED IN CALENDAR DAYS
You can now configure absence types that are measured in calendar days to allow entry of half day
leave.
OVERRIDE PAYMENT PERCENTAGES FOR CALCULATED ENTITLEMENTS
You can now allow Human Resources Specialists to easily handle exception cases when processing
employee leave transactions. The Human Resources Specialists can now override the payment
percentages for calculated qualified entitlements. Overrides can be monitored through audit
functionality.
ABSENCE RECORDS FOR CONTINGENT WORKERS
You can now improve work schedule planning by tracking availability and absences for contingent
workers.
ATTACHMENTS FOR ABSENCE RECORDS
We have streamlined attachments to absence records for Line Managers, Human Resource Specialists,
and Workers. Attachments now include files and links. This functionality replaces Document of Record
processing for absence records in earlier releases.
BENEFITS
Oracle Fusion Benefits is a complete, configurable and flexible global solution that enables organizations
to successfully evolve and adapt to the unique needs of their workforce. The solution enables setup of
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traditional 'one-size fits all' plans to highly complex plans that selectively target different workforce
segments with different benefit packages. Self-service capabilities present the user with an out of the
box intuitive guided enrollment process with contextual information and embedded analytics.
RATE START DATE RULE

You can now simplify your plan configuration with the ability to control the rate start date based on the
date of the first pay check on or after the enrollment start date without using a rate periodization
formula. Use the new Pay Period Start, Before First Check, on or After Coverage Start rule for plans with
waiting periods or flexible spending accounts, for biweekly, weekly, or semi-monthly payroll
participants. For example, your enterprise enforces a waiting period of 30 days for enrolling new hires
on biweekly payrolls into a flexible spending plan. You want the flexible spending account rate to start
on the first day of the pay period that precedes the date of the first pay check on or after the enrollment
start date. You hire a worker on November 1, 2014. The worker makes elections on November 12, 2014.
In this case, the enrollment start date is December 1, 2014. The first check date after the enrollment
start date is December 13, 2014. If you use this date rule, the rate starts November 30, 2014, which is
the start of the pay period, in time for the next check date on December 13, 2014.
EXTRACTING BENEFITS DATA USING HCM EXTRACTS
You can now take advantage of increased flexibility to extract enrollment data. The delivered Benefits
extract will produce an extract in a fixed HR-XML standard, which you can send to carriers directly or
through a partner service for further transformation and onward transmission. You can also create your
own extracts with your own layouts using HCM Extracts utilizing the available Benefits database items.
BENEFITS FORMULA EVALUATION
You can now streamline the testing of your formulas by checking if your formula works as expected for a
sample participant without any impact on existing data. Previously, a full-scale plan configuration was
required before you could associate your formula with an appropriate object. Also, you had to use the
participation evaluation process and enrollments to test the formula. Now you can check to see if your
formula works as expected before you complete your plan configuration, reducing errors during
implementation.
CONTINUING BENEFITS TYPE
You can now report to benefits carriers with ease when enrollments of a participant or dependent end.
Some life events, such as termination, end the enrollment of compensation objects for participants or
their dependents. When you define a life event, you can notify carriers about the existence of end-
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dated offerings and any associated dependents. You can comply with any reporting requirement
associated with the continuation of benefits coverage to its next phase.
CLOSE ENROLLMENT PROCESS RULE
You can now take greater control over life events. Use the new Close Enrollment rule to control which
life events must close or remain in the Started Status when you run the Close Enrollment process. You
can configure the process to either close life events irrespective of their enrollment period end date or
to close the events only if the enrollment period end date is met.
COMPENSATION AND TOTAL COMPENSATION STATEMENT

Oracle Fusion 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.
WORKFORCE COMPENSATION SUPPORTS MATRIX STRUCTURES

You can now create up to three hierarchies for a single compensation plan to give multiple managers
access to the same workers. There is a new task available in plan setup called Configure Hierarchies. You
can configure the primary hierarchy, a secondary hierarchy, and a review hierarchy. The source of these
hierarchies can be the primary line manager hierarchy, another manager hierarchy, a formula, a
position, or a department tree. Budgeting, modeling and approvals remain with the primary hierarchy.
The secondary and the review hierarchy enable other users to view compensation information for
workers available to them, propose allocations, and save those allocations. The primary worksheet
manager can either accept or overwrite the proposals. Global organizations can create a country based
hierarchy that enables country leaders to manage the budget, and a secondary hierarchy that allows
line managers to manage the compensation for their organization. You can also give a dotted line
manager access to a workers compensation.
HIDE INELIGIBLE WORKERS FROM WORKFORCE COMPENSATION WORKSHEET
When workers are made ineligible during the compensation cycle, you can now remove them from the
worksheet. There is a new configuration option on the Configure Eligibility task of plan setup that
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enables you hide or display ineligible workers, whether they are found ineligible by the start process,
refresh process, or manually made ineligible.
PREVENT WORKSHEET SUBMISSION USING NEW ALERT TYPE
You can now configure a custom alert using a new alert type called Error Preventing Submit. Managers
can plan and save their worksheets even if this alert is triggered. However, they must resolve the alert
before they can submit their worksheets for approval.
IMPORT DATA IN EXTERNAL DATA TABLES
A new task is available from the Compensation work area called Manage External Data that allows you
to easily import data from a third party using Oracle ADF Desktop Integration. You can create different
record types to identify the source or purpose of the data by configuring the lookup type
CMP_EXTERNAL_DATA_RECORD_TYPE. From the Manage External Data page, you can open the
spreadsheet template to populate your data and then import the data into the application. You can then
select the record type and column name to use it as a default value in a workforce compensation
worksheet column or as a compensation item in a total compensation statement.
MIGRATE TOTAL COMPENSATION STATEMENT USING FUNCTIONAL SETUP MANAGER
Services are available to support the migration of the total compensation statement definitions and all
categories and items between database instances.
ENHANCED SALARY AND INDIVIDUAL COMPENSATION APPROVAL NOTIFICATIONS
You can now configure salary and individual compensation approvals using the Manage Approval
Transactions for Human Capital Management task available from Functional Setup Manager. This page
offers a simplified configuration and edits for approval rules. You can still configure salary and individual
compensation approvals from the BPM Worklist. You can also add comments and attachments to salary
and individual compensation approval notifications to store justifications or other information related to
the awards. Comments and attachments are available to all approvers.
COMPETITIONS
Competitions help managers engage their employees by providing an easy to use application to run
competitions across their teams. Teams members competing with one another can easily see how they
are doing real-time by viewing the competition leader board. Since competitions can be run on an
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individual or team basis, you get the added benefit of helping foster greater team building while
focusing on business outcomes.
MY COMPETITIONS
My Competitions shows you all the competitions you are participating in, whether you are the
competition owner or participant. You can quickly see the latest status of any competition from the
competition cards, which show you the vital information such as the competition start date, end date,
and your rank in the competition. Additional summary information such as number of participants can
be found on the backs of the cards.
COMPETITION LEADER BOARD
The Competition Leader Board gives you a single place to see how you and other competitors are doing
in the competition. The leader board also lets you drill into score details and add new scores.
QUICK AND EASY COMPETITION CREATION
Competition creation is now made quick and simple. Managers have a four-step wizard to walk them
through creating a completion by providing start & end dates, inviting participants, defining how you get
points, and what the awards are.
COMPETITION DETAILS
Both Competitors and Competition Owners can now easily access all competition details from a tab on
the Leader board. Owners have the added ability to edit competition details as needed. Owners can
even add new teams and users to the competition from this page, without going through the
competition creation wizard.
GLOBAL HUMAN RESOURCES

Oracle Fusion Global Human Resources 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.
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PERSON EXTRA INFORMATION EFFECTIVE DATING

The Manage Person Extra Information tab in the Person Management work area is now enhanced to
provide effective date capabilities. You can now store or retrieve date effective, extra information data
for a person. This feature also includes effective dating updates, corrections, and deletions.
REMOVAL OF TAGGING FROM PORTRAIT
Tagging is removed from the portrait page.
REMOVAL OF SPACES FROM PORTRAIT SETTING
The Spaces option is removed from the Portrait Public Settings pages and the individual Portrait Settings
page.
WORKER ASSIGNMENT HOURS BY DAY OF WEEK
You can now specify a workers daily assignment hours where the start time, end time, and hours vary
by the day of the week. The availability calculation uses the work week schedule to calculate the
workers availability by day. The new Assignment Hours Details area is available as a window near the
existing Working Hours field on the Hire, Manage Employment, and Create Work Relationship pages.
Additionally, the Assignment Hours Details area is displayed in a separate region on the Change Working
Hours transaction.
POSITION MANAGEMENT ENHANCEMENTS: DEFAULTING OF ADDITIONAL ATTRIBUTES FROM
THE POSITION
You can now streamline your employment processes by defaulting additional attributes from the
position to the assignment. There are three attributes that can be defaulted from the position: Full Time
or Part Time, Regular or Temporary, and Manager. These attributes are defaulted during the new hire
process. They have also been added to the dialog that is shown when changing the position in the
assignment. Full Time or Part Time and Regular or Temporary are the new attributes that help in
capturing distinct information about the assignment.
POSITION MANAGEMENT ENHANCEMENTS: POSITION SYNCHRONIZATION
You can now streamline your business processes by defaulting values from the position with position
synchronization. You can control the attributes you want to be synchronized at the Enterprise or Legal
Employer level using the Position Synchronization Configuration page. You can also configure if the user
will be allowed to change the synchronized attributes in the assignment. In all employment processes
the attributes that are configured to be synchronized will inherit the value from the position and are
displayed as read-only. All incumbents automatically inherit the changes made at the position level.
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POSITION MANAGEMENT ENHANCEMENTS: NUMBER OF INCUMBENTS

You can now control how many workers can be hired with the Number of Incumbents validation. This
validation can prevent selecting a position in the assignment that does not have vacant Full Time
Equivalents (FTEs) or headcount. If overlap is allowed at the position, then a warning is displayed if the
open FTE or headcount is exceeded. If overlap is not allowed, you will not be able to continue unless you
select a different position that has vacant FTE or headcount.
ABILITY TO ADD TRANSACTION INITIATOR AS A CHECKLIST TASK PERFORMER
You can assign tasks to performers either individually or through roles. Tasks can now also be assigned
to the person who initiated the transaction, such as the action itself or the manual checklist allocation.
In the Manage Checklist Templates the transaction initiator can be added as a performer to checklist
tasks. When checklist tasks are assigned, the transaction initiator is automatically determined and the
task is assigned to them. This helps in tasks getting automatically assigned to persons without having to
manually identify the person.
ACCESS PERSON INFORMATION WHILE WORKING ON A CHECKLIST TASK
The performer and the owner can now view the basic details of the person for whom the task is
performed on a checklist task notification. Performers and owners can click the Person Contextual
Action icon to view additional details about the person including department and location.
MANAGE DELAY DURATION OF A CHECKLIST TASK
While defining tasks, you can set a delay duration that is used for calculating the planned start and end
dates. The planned dates are calculated by adding the delay duration to the allocation date. Tasks get
assigned on the allocation date, but tasks which have delay duration specified will have the planned
dates reflecting the delay.
RESTRICT CHECKLIST TEMPLATE TO A LOCALIZATION
You can now select localizations when you are creating a Checklist Template. An HR Specialist or a Line
Manager can choose a template that is applicable to all countries or a specific country to assign to an
employee.
ABILITY TO UPDATE ACTUAL START AND END DATES FROM THE NOTIFICATION
You can now edit the actual start and end date in a checklist task notification. The defaulted actual start
and end dates can be edited, and the task details get updated in the allocated checklist.
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ABILITY TO DEFINE COLLECTIVE AGREEMENTS FOR WORKERS

You can now define collective agreements and link persons to collective agreements. You can manage
collective agreements by using the Manage Workforce Structures work area or by accessing the Manage
Collective Agreements task from the Setup and Maintenance work area. You can link a person
employment assignment or terms to a collective agreement in the Add Person and Manage Employment
pages.
ABILITY TO DEFINE SENIORITY DATES
You can now define seniority dates and configure the rules for creating and defaulting seniority dates.
You can set up seniority dates at the person, work relationship, and assignment levels. You can
configure whether the user can override automatic defaulting of the seniority date by accessing the
Configure Seniority Dates task from the Setup and Maintenance work area. You can view and edit the
seniority dates of a person at different levels by using the Manage Seniority Dates page in the Person
Management work area, provided the configuration allows you to make edits.
ENHANCEMENTS TO GLOBAL TRANSFER
In a Global Transfer and Global Temporary Assignment, you can now copy assignment information from
the previous primary assignment. In a Global Temporary Assignment, you can now decide to make the
new work relationship primary.
APPROVAL NOTIFICATION PERSONALIZATION
Administrators can now personalize approval notifications. Using the Oracle Page Composer, they can
selectively show and hide various components of the notification, including fields, labels and regions.
They can also edit labels, color, and the page layout and add custom text and external links to the page.
ADD COMMENTS AND ATTACHMENTS WHEN SUBMITTING A TRANSACTION FOR APPROVAL
The initiator of a transaction can now add comments and attachments when submitting the transaction
for approval. Initiators can provide relevant information, instructions, and related documents, along
with the transaction to enable subsequent approvers to make informed decisions related to the
approval.
AUDIT OF HCM DATA ROLES AND SECURITY PROFILES
You can now track changes to HCM data roles and security profiles. You can review any changes,
identify who made them, and see when they were made. Internal auditors can now access the audit
data in the Audit Reports work area.
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FUTURE-DATED POSITIONS AND ORGANIZATIONS

You can now control access to future-dated positions and organizations. Select new options in position
and organization security profiles to include objects with future start dates. By default future-dated
positions and organizations are excluded.
SHARED PERSON INFORMATION IN PERSON SECURITY PROFILES
You can now improve the performance of person search by specifying in person security profiles
whether to include shared person information. By default, shared person information is excluded from
new person security profiles.
AUTOPROVISIONING FOR THE ENTERPRISE
You can now simplify autoprovisioning for the enterprise by scheduling the Autoprovision Roles for All
Users process. The Apply Autoprovisioning button has been removed from the Create Role Mapping and
Edit Role Mapping pages. This removal enforces the recommendation to use the Autoprovision Roles for
All Users process.
CHANGES TO PRIVILEGES FOR PREDEFINED ROLES
We have now streamlined security administration with the removal of inappropriate privileges from
predefined job roles. The Import Worker privilege is removed from the IT Security Manager role. Only
users with the Human Capital Management Application Administrator role have this privilege. Human
Resource Specialists can no longer run the Send Personal Data for Multiple Users to LDAP process. Only
users with the Human Capital Management Application Administrator role can run this process. Line
managers and workers no longer see the Edit User Name action on the Manage User Account page. Only
Human Resource Specialists can edit user names.
PERSON MANAGEMENT ACCESS
For simplicity, the Person Management entry in the Navigator is now secured by the Manage Person
Work Area functional privilege rather than the Search Person functional privilege. You may need to
review custom roles that access the Person Management work area to ensure that they have the
Manage Person Work Area functional privilege.
SEND PENDING LDAP REQUESTS
You can now diagnose any problems with the Send Pending LDAP Requests process more easily with
improved logging details. You can manage user and role provisioning requests smoothly as the process
now checks that all requests are processed before terminating or timing out. You can submit the
process knowing that the status of any previous run is accurate.
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USER DETAILS SYSTEM EXTRACT REPORT

We have improved monitoring of user roles and accounts with the inclusion of pending workers in the
User Details System Extract report.
HCM CLOUD MOBILE
HCM Cloud Mobile will now support additional self-service transactions for both managers and
employees.
For managers, mobile will support three new transactions: Promote, Change Manager, and Manage
Salary. For employees, mobile will support a new self-service transaction called Update Biographical
Information that will also include Upload Profile Photo.
GLOBAL PAYROLL
Oracle Fusion Global Payroll is a high-performance, graphical, rules-based payroll management
application. Its designed to keep pace with the changing needs of your enterprise and workforce in
order to reduce setup costs, administration, and processing time. Global Payroll operates globally and
consistently in every country supported by Oracle. It uses a highly scalable processing engine that takes
advantage of the features of the Oracle database for parallel processing, resulting in optimal
performance. In countries with payroll extensions delivered and supported by Oracle, the application
delivers the calculations, tax reporting, and regulatory rules required to accurately process payroll and
remain in compliance.
SIMPLIFIED QUICKPAY FLOW

You can now quickly submit a payroll run for a person using the simplified QuickPay flow. You can
manage the earnings and deductions for an employee on the Manage Element Entries page and submit
the QuickPay flow from the entries page.
TASKS FOR MANAGING BALANCE GROUPS
You can now control the balances you view in the application, reports, or archives by creating new
balance groups or changing the existing balance groups. In addition you can control the balances they
include by specifying default inclusions or restrictions, or explicitly defining the balance definitions to
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include. Finding specific balance results is made easier by defining a format type and sort sequence for
each usage of the balance group.
ROLL UP PAYMENTS TO THIRD-PARTY ORGANIZATIONS
You can now combine payments to third parties, such as courts and unions, by rolling up employee
deductions into a single payment amount for each third-party organization.
PAYROLL COSTING REPORT
You can now verify the costing entries of a payroll run to ensure the values are apportioned correctly,
such as to cost centers, before transferring the entries to your general ledger. If you use a third-party
financial application, you can use the summary format of this report to upload your costing details.
EXPANSION OF PAYMENT METHOD CRITERIA
You can now control which bank accounts to debit for payroll payments by defining payment method
rules based on specific payment criteria, such as a persons business unit or department.
PAYROLL CYCLE FLOW PATTERN ENHANCEMENTS
You can streamline the number of tasks you complete each payroll cycle by using the new simplified
payroll flow. This flow pattern includes the most critical tasks that you need to complete each payroll
cycle. You can copy the delivered flow pattern and use it as the basis for your payroll flow. Enter the
start and end date for your Balance Exception report when submitting your payroll cycle flow.
GLOBAL PAYROLL INTERFACE

Use Oracle Fusion Global Payroll Interface features to send personal payroll information, such as
earnings, deductions, and other data, to a third-party payroll provider. Payroll coordinators can run the
Calculate Gross Earnings process to calculate periodic values to validate gross earnings calculations
before extracting the data. You can copy and modify predefined Human Capital Management extract
definitions to meet the requirements of your third-party payroll provider.
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PAYROLL INTERFACE REPORT FOR NGAS PAYROLL EXCHANGE

You can now more easily extract data from Oracle Fusion Global Human Resources to integrate with
Payroll Exchange from NGA Human Resources. You can use the new predefined extract definition and
flow pattern to extract data in an XML format compliant with NGA standards. The extract definition
supports global data, as well as country-specific fields for Australia.
CALCULATE GROSS EARNINGS PROCESS OPTIONAL FOR GLOBAL PAYROLL INTERFACE EXTRACTS
You can now run your Global Payroll Interface extract processes without the dependency on the
Calculate Gross Earnings process. You can also choose to extract and provide your payroll data to a third
party for payroll processing in one of the following ways:
Once per payroll period, by calculating gross earnings to retrieve balance values.
Multiple times per payroll period, by retrieving element entry values.
HUMAN CAPITAL MANAGEMENT FOR AUSTRALIA

Oracle Fusion Human Capital Management for Australia supports country specific features and functions
for Australia. It enables users to follow Australias business practices and comply with its statutory
requirements.
ADDRESS VALIDATION
We have improved data quality by leveraging new address validations for Australia. The following
validations are added to the Manage Features by Country or Territory task when selecting the Address
Style for Australia:
A warning message is displayed when changing the default Supplemental Taxation and
Reporting Address style to the Postal Address style.
If the Address Validation check box is checked, the Postal Code entered in the address must
be four digits.
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SUPPLEMENTAL TAXATION AND REPORTING ADDRESS STYLE

You can now comply with local business practices by entering Australian addresses in the locally
accepted format. The City address attribute prompt is changed to Suburb in the Supplemental Taxation
and Reporting Address style for Australia.
HUMAN CAPITAL MANAGEMENT FOR AUSTRIA

Oracle Fusion Human Capital Management for Austria supports country specific features and functions
for Austria. It enables users to follow Austrias business practices and comply with its statutory
requirements.
MAINTAINING PERSON INFORMATION

You can now comply with local cultural, business and regulatory requirements by capturing the
following person information specific to Austria:
Localized name style and format including Academic Titles.

National Identifier: Social Insurance Number.
Localized address format with validation.
Other human resources data capture, including seeded values for Religion, Marital Status,
Contacts, Visa and Permit Types and Categories.
Localized bank information.
Concealment of the Ethnicity field to meet local statutory, business and cultural practices
and requirements.
HUMAN CAPITAL MANAGEMENT FOR BAHRAIN

Oracle Fusion Human Capital Management for Bahrain supports country specific features and functions
for Bahrain. It enables users to follow Bahrains business practices and comply with its statutory
requirements.
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following person information specific to Bahrain:
Localized name style and format.

Validation of the National Identifiers: Civil Identity Number and Social Insurance Number.
Other human resources data capture, including seeded values for Ethnicity, Religion, Marital
Status, Contacts, Visa and Permit Types, Disabilities, and Highest Education Level.
Mandatory entry of Date of Birth.
HUMAN CAPITAL MANAGEMENT FOR BELGIUM

Oracle Fusion Human Capital Management for Belgium supports country specific features and functions
for Belgium. It enables users to follow Belgiums business practices and comply with its statutory
requirements.
MAINTAINING PERSON AND EMPLOYMENT INFORMATION

following person and employment information specific to Belgium:

Validation of the National Identifier: RRN or BIS Number.
Other human resources data capture, including seeded values for Marital Status, Contacts
(including fiscal dependency status), Passports, Visa and Permit Types, and Highest
Education Level.
Concealment of the Ethnicity and Religion fields to meet local statutory, business and
cultural practices and requirements.
Mandatory entry of Date of Birth and Marital Status.
Employment information on Contract details and Worker Category.
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HUMAN CAPITAL MANAGEMENT FOR BRAZIL

Oracle Fusion Human Capital Management for Brazil supports country specific features and functions
for Brazil. It enables users to follow Brazils business practices and comply with its statutory
requirements.

following person information specific to Brazil:

Validation of the National Identifiers: CPF, RG, Foreigner ID, PIS, PASEP, and NIT.
Postal Code validation.
Other human resources data capture, including seeded values for Ethnicity, Marital Status,
Contacts, Passports, Visa and Permit Types, Disabilities, and Highest Education Level.
Concealment of the Region of Birth and Religion fields to meet local statutory, business and
Mandatory entry of Date of Birth and Gender.
HUMAN CAPITAL MANAGEMENT FOR CANADA

Oracle Fusion Human Capital Management for Canada supports country specific features and functions
for Canada. It enables users to follow Canadas business practices and comply with its statutory
requirements.
LOAD GEOGRAPHIES FOR CANADA

The process now updates geography-related information. Information is retrieved from the file and
loaded into the Trading Community Architecture (TCA) database tables. TCA provides a centralized and
consistent way to manage geographies. The information includes provinces, cities and postal codes for
Canada.
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EMPLOYMENT EQUITY INTERFACE

You can now comply with Employment Equity laws requiring companies to capture data and report on
designated groups of employees (women, people with disabilities, Aboriginal people, and visible
minorities). The process creates text files of employment equity data captured for the employees.
Customers can then submit the required files to the Labour Program using the WEIMS (Workplace
Equity Information Management System) online application.
WORKERS COMPENSATION
You can now capture the data required for employers to calculate Workers Compensation premiums.
The system captures the maximum assessable wages for each province, excess earnings, employee
exemptions, Workers Compensation Board attributes, accounts and classification units, and the rates to
calculate the liability. The Workers Compensation liability is calculated within the payroll for employees
and the Workers Compensation balances are updated so they are accurately reported.
RECORD OF EMPLOYMENT
You can now comply with requirements of Service Canada to issue a Record of Employment (ROE) when
there is an interruption of earnings by the employee due to leave of absence or termination.
Subsequent to an ROE event, an ROE report is issued to those employees who work insurable hours and
receive insurable earnings.
FEATURES BY COUNTRY OR TERRITORY
You can now use the Manage Features by Country or Territory task to control the address style and the
level of address validation for the countries or territories configured for Global Human Resources. The
values you can set depend on the combination of the country or territory and the selected country
extension. The default out-of-the-box value for Selected Extension is Human Resources or None and
Address Selection is Postal Address. For Canada, if your selected extension is Human Resources or None,
you can keep the default Address Style of Postal Address or modify the value to Supplemental Taxation
and Reporting Address. If your selected extension is either Payroll Interface or Payroll, the value for the
Address Style cannot be modified and must be set to Supplemental Taxation and Reporting Address.
Validations are implemented to enforce this requirement.
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HUMAN CAPITAL MANAGEMENT FOR CHINA

Oracle Fusion Human Capital Management for China supports country specific features and functions
for China. It enables users to follow Chinas business practices and comply with its statutory
requirements.
POSTAL CODE VALIDATION

We have now enforced 6-digit-only rule for postal code by enabling address validation through the
Manage Features by Country to Territory task.
INCLUDE ENTERPRISE ANNUITY EMPLOYER CONTRIBUTION IN THE MONTHLY INDIVIDUAL
INCOME TAX CALCULATION
You can now comply with the tax updates issued by the State Administration of Taxation in December,
2009 and January, 2011. The tax calculation on enterprise annuity employer contribution is separated
from the calculation on regular earnings, and the calculated tax amount is deducted from the employer
contribution before it is deposited into an employees personal account.
ENABLE THE GLOBAL ELEMENT RESULT REPORT FOR CHINA LOCALIZATION
We have now increased efficiency in validating payroll run results by enabling the report for China
localization. It provides complete and meaningful information for users of Chinese legislative data
groups.
HUMAN CAPITAL MANAGEMENT FOR DENMARK

Oracle Fusion Human Capital Management for Denmark supports country specific features and
functions for Denmark. It enables users to follow Denmarks business practices and comply with its
statutory requirements.

following person information specific to Denmark:
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National Identifier: CPR Number.
Other human resources data capture, including seeded values for Marital Status, Contacts,
and Highest Education Level.
HUMAN CAPITAL MANAGEMENT FOR ESTONIA

Oracle Fusion Human Capital Management for Estonia supports country specific features and functions
for Estonia. It enables users to follow Estonias business practices and comply with its statutory
requirements.

following person and employment information specific to Estonia:

Validation of the National Identifier: Personal Code.
Localized address format.
Other human resources data capture, including seeded values for Marital Status, Passports,
Visa and Permit Types, and Highest Education Level.
Employment information: Contract Type.
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HUMAN CAPITAL MANAGEMENT FOR FINLAND

Oracle Fusion Human Capital Management for Finland supports country specific features and functions
for Finland. It enables users to follow Finlands business practices and comply with its statutory
requirements.

following person and employment information specific to Finland:

Other human resources data capture, including seeded values for Marital Status and
Contacts.
HUMAN CAPITAL MANAGEMENT FOR FRANCE

Oracle Fusion Human Capital Management for France supports country specific features and functions
for France. It enables users to follow Frances business practices and comply with its statutory
requirements.
STATUTORY REPORTING: ENHANCEMENT TO PERSONNEL REGISTER

New information for home workers is now added to the Personnel Register. If an employee is identified
as a Home Worker then this information is displayed in the report.
ENHANCEMENT TO CONTRACT TYPE AND SUBTYPE
Permanent employees may be placed on a specific contract for a defined period. The following new
contract subtypes are available for permanent employees: Contract Generation Period and Period for
Job with a Future. For fixed-term employees a new contract type of Job with a Future is now available.
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TEMPORARY NATIONAL IDENTIFIER

French legal authorities can now issue a temporary National Identifier. You can now enter a temporary
National Identifier with no fixed format. The temporary National Identifier is not used in legal reports.
AUTOMATIC CALCULATION CARD CREATION
A Statutory Deductions calculation card is automatically created now for an employee upon completion
of the new hire process. A calculation card captures values required for calculating and processing a set
of payroll elements. To support Payroll and the Payroll Interface, a calculation card is required for each
person to process payroll elements.
GLOBAL REPORTS
The following reports are enabled with France-specific requirements to check element entries at
employee level, before running the Payroll Interface:
Payroll Balance
Element Result
HUMAN CAPITAL MANAGEMENT FOR GERMANY

Oracle Fusion Human Capital Management for Germany supports country specific features and
functions for Germany. It enables users to follow Germanys business practices and comply with its
LEGISLATIVE CHANGES FOR NAME AND ADDRESS VALIDATION

To comply with the legislative changes that were published by the Social Insurance Authority on January
1, 2014, these changes are made for the German name and address validations:
Removal of validations for the last name and birth name.

Modifications for the validations of the first name and last name.
Modification for the street address.
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LEGISLATIVE CHANGES FOR THE DISABILITY REPORT

The following changes are made to comply with the legislative requirements to deliver information
regarding workforce and disabled employed persons on a yearly basis.
Employer data: The lookups of the Legal Form field are enhanced to include: 36 - Other, 33
W.V., 34 B.V. and 35 B.V. & Co.KG.
Persons disability data: The Authority Location field is no longer a mandatory field.
The Work Time field is modified to include more detailed information on its usage.
HUMAN CAPITAL MANAGEMENT FOR HUNGARY

Oracle Fusion Human Capital Management for Hungary supports country specific features and functions
for Hungary. It enables users to follow Hungarys business practices and comply with its statutory
requirements.

following person and employment information specific to Hungary:

Validation of the National Identifiers: Tax identification number, TAJ, Pensioner Registration
Number.
Other human resources data capture, including seeded values for Contacts and Passports.
Employment information: Assignment Category.
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HUMAN CAPITAL MANAGEMENT FOR INDIA

Oracle Fusion Human Capital Management for India supports country specific features and functions for
India. It enables users to follow Indias business practices and comply with its statutory requirements.
ADDRESS VALIDATION
We have improved the data quality by leveraging new address validations for India. The following
validations are added to the Manage Features by Country or Territory task when selecting the Address
Style for India:
The Supplemental Taxation and Reporting Address style is defaulted for India. Users can not
change this address style.
If the Address Validation check box is checked, the Pin Code entered in the address is
validated to be six digits.
HUMAN CAPITAL MANAGEMENT FOR IRELAND

Oracle Fusion Human Capital Management for Ireland supports country specific features and functions
for Ireland. It enables users to follow Irelands business practices and comply with its statutory
requirements.
AUTOMATIC CREATION OF DEDUCTION CARDS

If a Tax Reporting Unit is selected, a deduction card is automatically created during the new hire flow
which contains only one component and is automatically displayed with the works number of the
employee. This will enable information to be provided for the Payroll Interface.
ELEMENT RESULT REPORT
The Element Result report enables you to view a listing of all elements and pay values for an employee.
This is a global report run from the Payroll Calculation area and is used to validate payroll items.
PAYROLL BALANCE REPORT
The Payroll Balance report enables you to see payroll run results. This is a global report run from the
Payroll Calculation area and is used to validate payroll items.
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HUMAN CAPITAL MANAGEMENT FOR JAPAN

Oracle Fusion Human Capital Management for Japan supports country specific features and functions
for Japan. It enables users to follow Japans business practices and comply with its statutory
requirements.

following person and employment information specific to Japan:
Person Name validation.

Other human resources data capture, including seeded values for Contacts, Disabilities, and
Highest Education Level.
HUMAN CAPITAL MANAGEMENT FOR KAZAKHSTAN

Oracle Fusion Human Capital Management for Kazakhstan supports country specific features and
functions for Kazakhstan. It enables users to follow Kazakhstans business practices and comply with its

following person information specific to Kazakhstan:
35
Localized name style and format including Academic Title.

Validation of the National Identifier: IIN.
Passports, Visa and Permit Types and Categories, and Highest Education Level.
Mandatory entry of Date of Birth, Gender and Marital Status.
HUMAN CAPITAL MANAGEMENT FOR KUWAIT

Oracle Fusion Human Capital Management for Kuwait supports country specific features and functions
for Kuwait. It enables users to follow Kuwaits business practices and comply with its statutory
requirements.
ELEMENT TEMPLATE FOR ADDITIONAL SOCIAL INSURANCE

You can now create the payroll definitions required to deduct any additional Social Insurance
contributions as requested by the Public Institution for Social Security. You can use the Manage
Elements task to create the element and related definitions such as balances, formulas, and a
calculation component that are tied to those definitions. These definitions should be added as a child
component to the employee's Social Insurance details calculation component.
STATUTORY REPORTING: UPDATE TO REPORT 103 NEW HIRES AND TERMINATIONS
The monthly report that contains details of commencement or termination of an insured employee is
updated to include any Additional Social Insurance contributions that were deducted this period.
STATUTORY REPORTING: UPDATE TO REPORT 166 MONTHLY CONTRIBUTIONS
The monthly report that contains details of the total Social Insurance payments for an employer is
updated to include Unemployment Insurance contributions.
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STATUTORY REPORTING: IPE CONSOLIDATED REPORT NEW HIRE AND TERMINATION

You can now generate a monthly report that contains details of new hires and terminations in a
calendar monthly period for citizens of the Gulf Cooperation Council. This report must be submitted to
the Social Insurance office.
GRATUITY CALCULATION 2013 ENHANCEMENT
Except for the standard gratuity, employers can now opt to pay a reduced, or nil, gratuity amount based
on the social insurance contributions paid by the employer for specific employees. The payroll process
calculates gratuity based on the gratuity option selected on the Employer Gratuity Details.
MONTHLY GRATUITY ACCRUAL PROCESS
The payroll process calculates a gratuity amount each month. This amount is not paid and is for
informational purpose only. This is the amount that an employee would be entitled to, if they were
terminated at the end of that month and if they were eligible for payment. A record of the full accrued
amount from the beginning of employment and the incremented accrued amount, the periodic
difference, is available to be transferred to the General Ledger.
SOCIAL INSURANCE ENHANCEMENT FOR GOVERNMENT SECTOR TERMINATIONS
The payroll process now calculates Social Insurance on earnings up to the last working date for
government sector employees.
GLOBAL REPORTS
The following global reports are enabled to meet Kuwait-specific requirements:
Balance Exception Report

Gross-to-Net
Payroll Register
Payment Register
Deduction Report
37
HUMAN CAPITAL MANAGEMENT FOR LATVIA

Oracle Fusion Human Capital Management for Latvia supports country specific features and functions
for Latvia. It enables users to follow Latvias business practices and comply with its statutory
requirements.

following person and employment information specific to Latvia:

and Highest Education Level.
HUMAN CAPITAL MANAGEMENT FOR LIECHTENSTEIN

Oracle Fusion Human Capital Management for Liechtenstein supports country specific features and
functions for Liechtenstein. It enables users to follow Liechtensteins business practices and comply with
its statutory requirements.

following person information specific to Liechtenstein:
Localized name style.

National Identifier: Personal identification number.
38

Other human resources data capture, including seeded values for Religion, Marital Status,
Contacts, Visa and Permit Types and Categories.
Localized bank information
Concealment of the Ethnicity field to meet local statutory, business and cultural practices
and requirements.
HUMAN CAPITAL MANAGEMENT FOR LITHUANIA

Oracle Fusion Human Capital Management for Lithuania supports country specific features and
functions for Lithuania. It enables users to follow Lithuanias business practices and comply with its
following person and employment information specific to Lithuania:

Visa and Permit Types, and Highest Education Level.
HUMAN CAPITAL MANAGEMENT FOR MALAYSIA

Oracle Fusion Human Capital Management for Malaysia supports country specific features and functions
for Malaysia. It enables users to follow Malaysias business practices and comply with its statutory
requirements.
39
MAINTANING PERSON INFORMATION

following person information specific to Malaysia:

Validation of the National Identifiers: New identification number, Old identification number.
Postal Code validation.
Other human resources data capture, including seeded values for Ethnicity, Religion,
Gender, Visa and Permit Types, and Highest Education Level.
HUMAN CAPITAL MANAGEMENT FOR NETHERLANDS

Oracle Fusion Human Capital Management for Netherlands supports country specific features and
functions for Netherlands. It enables users to follow Dutch business practices and comply with its
GATEKEEPER LAW (LAW POORTWACHTER)

You can now comply with the Gatekeeper Law and procedures and manage your employees sickness
absences using absence cases and a predefined HR checklist template.
Group sickness absences in an absence case using the predefined Gatekeeper Law absence
category.
Validate the sickness absences in an absence case according to the statutory 28-day rule.
Calculate the Gatekeeper Law start date that applies to a case and update this automatically
when absence changes are made to the case.
Allocate a predefined HR checklist from an absence case automatically and allocate each
task before it is due to start, issuing notifications to the task performer that a task is due to
start.
Calculate and recalculate the start and end dates of all statutory tasks in accordance with
the Gatekeeper Law.
Suspend an allocated Gatekeeper Law checklist if an employee returns to work and resume
it, with recalculated dates, if they take further sickness absences during the 28-day period.
40
Manage the statutory Gatekeeper Law supporting documents directly from the absence
case.
GLOBAL REPORTS
You can now uptake global payroll run result reports to support the payroll interface. The following
global reports show Dutch-specific results:

Element Result Report
Payroll Balance Report
HUMAN CAPITAL MANAGEMENT FOR NEW ZEALAND

Oracle Fusion Human Capital Management for New Zealand supports country specific features and
functions for New Zealand. It enables users to follow New Zealands business practices and comply with

following person and employment information specific to New Zealand:

Validation of the National Identifier: IRD number.
Other human resources data capture, including seeded values for Ethnicity, Marital Status,
Contacts, Gender, and Highest Education Level.
41
HUMAN CAPITAL MANAGEMENT FOR NORWAY

Oracle Fusion Human Capital Management for Norway supports country specific features and functions
for Norway. It enables users to follow Norways business practices and comply with its statutory
requirements.

following person information specific to Norway:

National Identifiers: Norwegian National Identifier, D Number.
Localized address format and address types with validation.
Passports, Visa and Permit Types.
Concealment of the Ethnicity, Religion, and Region of Birth fields to meet local statutory,
business and cultural practices and requirements.
HUMAN CAPITAL MANAGEMENT FOR OMAN

Oracle Fusion Human Capital Management for Oman supports country specific features and functions
for Oman. It enables users to follow Omans business practices and comply with its statutory
requirements.

following person information specific to Oman:

Validation of the National Identifiers: Civil Identity Number, Social Insurance Number.
42
HUMAN CAPITAL MANAGEMENT FOR POLAND

Oracle Fusion Human Capital Management for Poland supports country specific features and functions
for Poland. It enables users to follow Polands business practices and comply with its statutory
requirements.

following person information specific to Poland:

Validation of the National Identifier: PESEL number.
Localized address format and address types with validation
Passports, and Highest Education Level.
HUMAN CAPITAL MANAGEMENT FOR QATAR

Oracle Fusion Human Capital Management for Qatar supports country specific features and functions
for Qatar. It enables users to follow Qatars business practices and comply with its statutory
requirements.

following person information specific to Qatar:
43

Validation of the National Identifiers: Civil Identity Number, Social Insurance Number.
HUMAN CAPITAL MANAGEMENT FOR REPUBLIC OF KOREA

Oracle Fusion Human Capital Management for the Republic of Korea supports country specific features
and functions for the Republic of Korea. It enables users to follow Republic of Koreas business practices
and comply with its statutory requirements.

following person information specific to the Republic of Korea:

Validation of the National Identifier: Resident registration number.
Disabilities, and Highest Education Level.
HUMAN CAPITAL MANAGEMENT FOR SAUDI ARABIA

Oracle Fusion Human Capital Management for Saudi Arabia supports country specific features and
functions for Saudi Arabia. It enables users to follow Saudi Arabias business practices and comply with
44

STATUTORY REPORTING: SAUDI ARABIA IPE REPORT ANNUAL SALARY
You can now generate a report that contains details of the basic salary and housing allowance for
citizens of the Gulf Cooperation Council. This report must be submitted to the Social Insurance office in
January of each year.
difference, is available to be transferred to General Ledger.
GLOBAL REPORTS
The following global reports are enabled to meet Saudi Arabia specific requirements.

Payment Register
Deduction Report
HUMAN CAPITAL MANAGEMENT FOR SWEDEN

Oracle Fusion Human Capital Management for Sweden supports country specific features and functions
for Sweden. It enables users to follow Swedens business practices and comply with its statutory
requirements.
45

following person and employment information specific to Sweden:

National Identifiers: Coordination number, Personal identification number.
Localized address format and address types with validation.
Visa and Permit Types, and Passports.
Concealment of the Ethnicity, Religion, and Region of Birth fields to meet local statutory,
business and cultural practices and requirements.
Employment information: Worker Category.
HUMAN CAPITAL MANAGEMENT FOR SWITZERLAND

Oracle Fusion Human Capital Management for Switzerland supports country specific features and
functions for Switzerland. It enables users to follow Switzerlands business practices and comply with its
WORKER DATA VALIDATION REPORT

The Run Worker Data Validation Report process can be started from either the Data Exchange or the
Payroll Checklist work areas. The delivered outputs are in PDF format and will list workers without an
assigned reporting establishment in the employment data or those without a contact guardian in the
person data. We have also enhanced the delivered Human Resources core functionality for the Swiss
localization to validate the following:
If a reporting establishment is assigned for each person.

If a contact type of guardian is included for persons less than 18 years of age.
46
HUMAN CAPITAL MANAGEMENT FOR TAIWAN

Oracle Fusion Human Capital Management for Taiwan supports country specific features and functions
for Taiwan. It enables users to follow Taiwans business practices and comply with its statutory
requirements.

following person information specific to Taiwan:

Validation of the National Identifier.
Visa and Permit Types, Disabilities, and Highest Education Level.
HUMAN CAPITAL MANAGEMENT FOR UKRAINE

Oracle Fusion Human Capital Management for Ukraine supports country specific features and functions
for Ukraine. It enables users to follow Ukraines business practices and comply with its statutory
requirements.

following person information specific to Ukraine:
Localized name style and format including Academic Title.

Validation of the National Identifier: IIN
Passports, and Highest Education Level.
47
Mandatory entry of Date of Birth, Gender, and Marital Status.
HUMAN CAPITAL MANAGEMENT FOR THE UNITED KINGDOM

Oracle Fusion Human Capital Management for the United Kingdom (UK) supports country specific
features and functions for the United Kingdom. It enables users to follow United Kingdoms business
practices and comply with its statutory requirements.
END OF YEAR PROCESSES OF P60 END OF YEAR STATEMENT

We have now extended the end of year process to enable the production of P60 end of year statements
for employees. At the end of the tax year, a P60 statement must be provided to all current employees.
This statement provides employee and employer data including year to date values of earnings, Income
Tax and National Insurance deductions, and any statutory payments for the tax year. P60 statements
can now be produced for all employees within Global Payroll for the UK in different formats. The
formats supported are:
P60 Plain Paper Substitute

P60 Substitute Self Seal
HMRC Single Sheet Portrait
eP60 (electronic P60)
HUMAN CAPITAL MANAGEMENT FOR THE UNITED STATES

Oracle Fusion Human Capital Management for the United States (US) supports country specific features
and functions for the United States. It enables users to follow United States business practices and
comply with its statutory requirements.
48
THIRD-PARTY INVOLUNTARY PAYMENTS EXTRACT

You can use this feature to extract data for involuntary wage payments and optionally send data to a
third-party provider, if needed. An XML file supporting the ADP Money Movement third-party product is
provided.
NEW JERSEY FAMILY LEAVE INSURANCE
This release introduces the Family Leave Insurance plan tax calculations for employees working in the
state of New Jersey. New Jersey law provides up to 6 weeks (42 days) of Family Leave Insurance benefits
for workers to bond with their newborn or newly-adopted child or to provide care for a seriously ill
family member.
QUARTER-TO-DATE ARCHIVE
You can use this feature to archive employee, employer, and tax data for a quarterly tax period. This
data is available for quarterly payroll statutory reporting. To view the archive results use the Person
Process Results page.
SUPPORT FOR STATE SPECIFIC PAYSLIP/CHECKWRITER ENHANCEMENTS
To comply with California state requirements, the US Payslip template displays the following details in
the Earning Details section:
Total hours worked for regular and overtime earnings element

Earnings start and end date for retroactive pay overtime earnings element
THIRD-PARTY MONTHLY TAX FILING EXTRACT

You can extract data for filing of payroll tax liabilities on a monthly basis by using the Third-Party
Monthly Tax Filing Extract. A template supporting the ADP Transporter third-party product is provided.
Monthly tax filing is currently required for the state of Illinois.
MANAGE FEATURES BY COUNTRY OR TERRITORY
You can now use the Manage Features by Country or Territory task to control the address style and the
level of address validation for the countries or territories configured for Oracle Fusion Global Human
Resources. The values you can set depend on the combination of the country or territory and the
selected country extension. Default address style for US is Supplemental Taxation and Reporting
Address. You can change the address style from its default value only when you set the country
extension to Human Resources or None, not Payroll or Payroll Interface.
49
HUMAN CAPITAL MANAGEMENT FOR UNITED ARAB EMIRATES

Oracle Fusion Human Capital Management for United Arab Emirates (UAE) supports country specific
features and functions for United Arab Emirates. It enables users to follow United Arab Emirates
business practices and comply with its statutory requirements.

STATUTORY REPORTING: WAGE PROTECTION SYSTEM SALARY INFORMATION FILE
You can now generate a monthly report that contains details of the monies paid to individual
employees. This report must be submitted to the Wage Protection Agent at the end of each month.
difference, is available to be transferred to General Ledger.
GLOBAL REPORTS
The following global reports are enabled to meet United Arab Emirates specific requirements.

Gross-to-Net
Payroll Register
Payment Register
Deduction Report
50
NETWORK AT WORK
Oracle Fusion Network at Work provides integration between Oracle Fusion 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.
KUDOS FUNCTIONALITY
Kudos performance has been streamlined by replacing the deprecated Web Center foundation with our
own Oracle Fusion HCM kudos feature. The functionality is nearly identical, though you may notice
minimal differences. The kudos functionality is available in Portrait and is integrated with Performance
Management, Talent Review, and Succession Planning. You can use the kudos setup options to let users
hide kudos they receive, and to delete kudos they give to others. You configure the setup options in the
Workforce Deployment offering, in the Network at Work functional area.
KUDOS NOTIFICATIONS
You can now enhance communication with new notifications for workers and their managers when the
workers receive kudos. You can configure notifications in the Manage Talent Notifications setup task.
SPACES INTEGRATION REMOVED
Increase collaboration through Oracle Social Network. You can use Oracle Social Network conversations
for your collaboration needs instead of Spaces. Network at Work is no longer integrated with Spaces.
TAG CENTER INTEGRATION REMOVED
You can no longer search for Areas of Interest, Areas of Expertise, and Bookmarks in Tag Center.
TIME AND LABOR

Oracle Fusion Time and Labor is a comprehensive, easy to use, rules based time recording and
management system. The calendar based time entry interface and the fully configurable time card
layout easily address simple and complex time recording needs. The rule templates and real-time rules
engine provide an extensible and robust method to validate time entries and automatically apply pay
51
rules such as overtime calculations. We have now complete integration with Global Human Resources,
Absence Management, Global Payroll, and Oracle Fusion Project Costing. This ensures accurate and
consistent data for payroll processing and costing as well as project management and billing.
WORKER VIEW OF PERSONAL SCHEDULE AND TEAM SCHEDULE

You can now help workers manage their time and personal schedules with a complete view of work
schedules of themselves and their team members. This view enables workers to responsibly plan leaves
and actively negotiate shifts to accommodate personal appointments or desired time off.
MANAGER VIEW AND EDIT OF TEAM SCHEDULE
You can now enhance managers visibility of their workforce. You can also ensure proper work coverage
and balance workloads. Managers can now view weekly team schedule based on the workers work
schedules, including absences and public holidays. They can also quickly analyze workload coverage
using indicators of total hours scheduled, resources required, and resources scheduled. They can easily
edit labor demand and weekly team schedule using capabilities such as drag and drop. Managers can
also identify one or more schedulers to act on their behalf.
USER-DEFINED TIME ATTRIBUTES AVAILABLE FOR TIME ENTRY
You can now capture additional information on worker time cards to meet company specific needs such
as integration with third-party project management tools or third-party payroll applications. In addition
to time attributes delivered by Global Payroll, Project Costing, and Absence Management, you can now
add user-defined attributes to timecard layouts and the simplified calendar entry.
ENABLE US LOCATION OVERRIDES AS PAYROLL TIME ENTRIES
You can now capture location override information during time entry. You can use Payroll Time Types
with US Area fields for State, County, and City as time card entries on the configurable time card. The
available entries have delivered, filtered choice lists and transfer for use by third-party payroll upon final
approval.
52
TRANSACTIONAL BUSINESS INTELLIGENCE

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 human resources managers and specialists, business executives, and line managers the
critical workforce information to analyze workforce costs, staffing, compensation, performance
management, talent management, succession planning, and worker benefits.
MATRIX MANAGER HIERARCHY

We have now enhanced OTBI to include matrix manager hierarchy for reporting. Now worker
assignments in Oracle Fusion can have other managers, such as one or more project managers, in
addition to their line manager. However, there can still only be one line manager for a worker. The
newly added Matrix Manager dimension allows reporting on various manager hierarchies.
UNSECURED ASSIGNMENT MANAGER HIERARCHY

A new dimension representing the line manager hierarchy is provided. This dimension does not impose
the logged in user security that is present in the existing Assignment Manager. This enhancement allows
the HR Analyst to create and test the report using the unsecured hierarchy and then swap it for the
secured hierarchy before delivering the report to the line managers. The unsecured assignment
manager dimension is added across all the subject areas with the exception of the Talent Review
Meeting Real Time.
WORKFORCE MANAGEMENT CHECKLIST REAL TIME
We have increased efficiency by reporting on the checklist tasks for workers and other task performers.
Both automated and manually allocated tasks can be reported with the new subject area named
Checklist Real Time.
TIME AND LABOR SUBJECT AREAS
Now you can improve the capabilities by reporting on the worker time cards. New subject areas related
to Time and Labor functionality help you to report on the time cards created, submitted, and approved.
History data related to time cards can also be reported on. The new subject areas include:
Workforce Management Reported Time Cards Real Time

Workforce Management Processed Time Cards Real Time
53
CURRENCY CONVERSION IN COMPENSATION

You can now report on the compensation metrics using the currency preferred by the user. The
compensation subject areas have been enhanced with a new folder containing the respective metrics in
the User Preferred Currency. The folder name is Amounts in User Preferred Currency, and is added in
the following subject areas:
Compensation Salary Details Real Time

Compensation Salary History Details Real Time
Compensation Workforce Compensation Budgets Real Time
Compensation Workforce Compensation Real Time
METRICS IN WORKFORCE COMPENSATION

Two subject areas in Workforce Compensation include new metrics:
Compensation Budgets Real Time: Number of Direct Reportees and Overall Budget
Percentage
Workforce Compensation Real Time: Workers with Compensation and Average Allocation
Percentage
PERSONAL PAYMENT DETAILS REAL TIME SUBJECT AREA

Personal Payment Method Details Real Time subject area is available in OTBI to create reports and
analyze personal payment method details of employees. Use this subject area to report on employee
payment method details, such as bank branch and account numbers, payment type, and amount or
percentage of payment.
ELEMENT ENTRIES SUBJECT AREA ENHANCEMENTS
You can now report on the following additional attributes in the Element Entries Real Time subject area:
Processing Type
Allow Multiple Entries
Automatic Entry
Process in Payroll Run
Employment Level
Display Input Value
Input Value Effective Start and End Date
Overtime Period
Time Card Required
54
VACATION BALANCE REPORTING

Oracle Fusion Absence Management now includes subject areas for vacation accrual, vacation time
taken and vacation balances. Accrual and Time taken are available from earlier releases for reporting.
Vacation Balance Metric is newly added in the Accruals Real Time subject area.
VACANCY REAL TIME SUBJECT AREA
Vacancy Real Time subject area is enhanced to include the Position dimension.
EXPECTED RETURN DATE ABSENCE SUBJECT AREA
We have now enhanced the worker absence details by including the Expected Return Date attribute.
This shows the date on which the worker would return after the absence period.
ACTION TYPE BENEFITS ACTION ITEMS SUBJECT AREA
Action Type is made available for reporting in the Benefits in the Action Items Real Time subject area.
This dimension provides the information of the various Action Types, Current Status, Due Date and the
Completion Dates for the participants while enrolling in a benefit or designate coverage for a dependent
or beneficiary.
ORACLE BI MAD
Oracle Business Intelligence Mobile Application Designer (Oracle BI MAD) is a tool for designing
purposeful applications for mobile phones and tablets. The applications that you create with BI Mobile
Application Designer are platform independent. Applications run in HTML5 on any modern browser on
your mobile device. No client install is required.
SAMPLE REPORTS
You can now leverage out of the box sample reports in OTBI which added an additional 18 reports along
with the detailed reports. The new sample reports are related to Core Human Resources,
Compensation, Talent Management, Absence Management and Performance Management.
55
WORKFORCE MODELING
Oracle Fusion Workforce Modeling provides an integrated solution supporting Oracle Fusion 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 Oracle Fusion Global Human Resources ensure that changes are
accurately reflected and validated in the transactional system.
VIEW EMPTY POSITIONS IN THE HIERARCHY

You can now record positions against vacancies and using the Group By feature you can view associated
positions in the manager hierarchy.
ADD VALUES AUTOMATICALLY USING POSITION DEFAULTING
Now when a position is entered against a vacancy or an assignment, the user may use the information
stored against the position to default other details like the job, grade, location and department on the
assignment.
STEAMLINE MASS TERMINATIONS
You can now streamline your mass termination process with Workforce Modeling. You can model
worker terminations and view the impact immediately. When the termination model is finally approved,
Oracle Fusion HCM applies the terminations using the model effective date.
SECURED SALARY ENTRY

You can enter salary information against information an assignment if the assignment already has a
salary that is not based on components and you are performing a promotion or transfer.
WORKFORCE REPUTATION MANAGEMENT

Oracle Fusion Workforce Reputation Management harnesses social networks to help organizations
discover, mobilize and retain talent. This functionality provides an insight into workers' social reputation
and influence, while also monitoring workers' social media usage compliance and mitigating social
media risk.
56
SIMPLIFIED USER INTERFACE

A simplified user interface is now available supporting both line managers and employees. Line manager
can now easily view and inspect details of their team members. Line manager capabilities supported in
the simplified user interface include:
Dashboard View of Team Social Reputation

Team Reputation List, Analytic, and Outlier Report Views
Team Compliance List, Analytic, and Outlier Report Views
Employee Detail Reputation Score View
Employee Detail Social Roles View
Employee Detail Compliance View
Reputation Profile Search
Also in this release is employee (worker and contingent worker) access to their reputation scores, social
roles, and other details about their social reputation profile. Workers can request mentorship to support
their needs for increasing their social networking influence. Employee capabilities supported include
dashboard views of their Social Reputation Profile, Social Connections Graph, Mentorship, News and
Notifications, Reputation Score Details, and Social Role Details.
EMPLOYEE ACCESS TO REPUTATION SCORES AND SOCIAL ROLES
Employees now have access to their reputation scores which were only available to managers in
previous releases. In addition, employees have access to a new view of their social media roles which
are based on their online social behaviors. This feature complements the score based reputation
allowing workers and managers multiple views of a persons online social reputation. The social roles
view gives the user a different perspective on their social networking behavior. Employees are identified
as an ambassador, communicator, expert, innovator, leader, knowledge broker, team player, or a
combination. Employees are presented with information about the role they socially represent and how
it relates to their social networking behaviors. Both views, reputation scores and social roles, support
actionable feedback to support improvements in specific scores and social roles.
EMPLOYEE MENTORSHIP
Employees can now request any co-worker to identify themselves as mentors to complement their
social networking and behavior. As part of their social reputation profile employees can also identify
themselves as mentors, making themselves and their social reputation profile available to co-workers
for mentorship. This feature also allows managers to suggest mentors for their team members.
57
REPUTATION PROFILE SEARCH

Line managers can now view additional details for a person when performing a reputation profile
search. These details include a persons talent profile (with skills, degrees, certifications, etc.),
reputation scores, and social connections. The search now supports defining advanced search criteria
and allows more flexibility in defining the criteria.
CORPORATE SOCIAL MEDIA USAGE COMPLIANCE
Line managers and social media compliance officers now have a greater ability to view, track, and
monitor social media usage compliance within their team. New manager views of their team and
employee compliance details give managers greater access to compliance results. In addition managers
can now receive notifications when workers increasingly violate compliance policies.
ORACLE SOCIAL NETWORK (OSN) INTEGRATION
Oracle Social Network (OSN) is a rich source to derive a persons social reputation. This data is now used
as part of developing individuals reputation scores and social roles.
58
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
59
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See What's Coming in Oracle

Global Human Resources Cloud

HCM RESTful Services and Atom Feeds ............................................................................................................................................. 8

Global Human Resources .................................................................................................................................................................. 9

Payroll Common Features ................................................................................................................................................................. 9

APPLICATIONS SECURITY ............................................................................................................................................................................ 11

ABSENCE MANAGEMENT ........................................................................................................................................................................... 12

COMPENSATION AND TOTAL COMPENSATION STATEMENT ............................................................................................................................... 15

Import Data in External Data Tables ................................................................................................................................................................ 16

GLOBAL HUMAN RESOURCES ...................................................................................................................................................................... 17

GLOBAL PAYROLL ..................................................................................................................................................................................... 22

GLOBAL PAYROLL INTERFACE ...................................................................................................................................................................... 23

HUMAN CAPITAL MANAGEMENT FOR AUSTRALIA ........................................................................................................................................... 24

HUMAN CAPITAL MANAGEMENT FOR AUSTRIA .............................................................................................................................................. 25

HUMAN CAPITAL MANAGEMENT FOR BAHRAIN.............................................................................................................................................. 25

HUMAN CAPITAL MANAGEMENT FOR BELGIUM ............................................................................................................................................. 26

Maintaining Person and Employment Information .......................................................................................................................................... 26

HUMAN CAPITAL MANAGEMENT FOR BRAZIL................................................................................................................................................. 27

HUMAN CAPITAL MANAGEMENT FOR CANADA .............................................................................................................................................. 27

HUMAN CAPITAL MANAGEMENT FOR CHINA ................................................................................................................................................. 29

HUMAN CAPITAL MANAGEMENT FOR DENMARK ............................................................................................................................................ 29

HUMAN CAPITAL MANAGEMENT FOR ESTONIA .............................................................................................................................................. 30

HUMAN CAPITAL MANAGEMENT FOR FINLAND .............................................................................................................................................. 31

HUMAN CAPITAL MANAGEMENT FOR FRANCE ............................................................................................................................................... 31

HUMAN CAPITAL MANAGEMENT FOR GERMANY ............................................................................................................................................ 32

HUMAN CAPITAL MANAGEMENT FOR HUNGARY ............................................................................................................................................ 33

HUMAN CAPITAL MANAGEMENT FOR INDIA .................................................................................................................................................. 34

HUMAN CAPITAL MANAGEMENT FOR IRELAND .............................................................................................................................................. 34

HUMAN CAPITAL MANAGEMENT FOR JAPAN ................................................................................................................................................. 35

HUMAN CAPITAL MANAGEMENT FOR KAZAKHSTAN ........................................................................................................................................ 35

HUMAN CAPITAL MANAGEMENT FOR KUWAIT ............................................................................................................................................... 36

HUMAN CAPITAL MANAGEMENT FOR LATVIA ................................................................................................................................................ 38

HUMAN CAPITAL MANAGEMENT FOR LIECHTENSTEIN ...................................................................................................................................... 38

Maintaining Person Information ...................................................................................................................................................................... 38

HUMAN CAPITAL MANAGEMENT FOR LITHUANIA ........................................................................................................................................... 39

HUMAN CAPITAL MANAGEMENT FOR MALAYSIA ............................................................................................................................................ 39

HUMAN CAPITAL MANAGEMENT FOR NETHERLANDS ...................................................................................................................................... 40

HUMAN CAPITAL MANAGEMENT FOR NEW ZEALAND ...................................................................................................................................... 41

HUMAN CAPITAL MANAGEMENT FOR NORWAY ............................................................................................................................................. 42

HUMAN CAPITAL MANAGEMENT FOR OMAN ................................................................................................................................................. 42

HUMAN CAPITAL MANAGEMENT FOR POLAND............................................................................................................................................... 43

HUMAN CAPITAL MANAGEMENT FOR QATAR ................................................................................................................................................ 43

HUMAN CAPITAL MANAGEMENT FOR REPUBLIC OF KOREA ............................................................................................................................... 44

HUMAN CAPITAL MANAGEMENT FOR SAUDI ARABIA....................................................................................................................................... 44

HUMAN CAPITAL MANAGEMENT FOR SWEDEN .............................................................................................................................................. 45

HUMAN CAPITAL MANAGEMENT FOR SWITZERLAND ....................................................................................................................................... 46

HUMAN CAPITAL MANAGEMENT FOR TAIWAN............................................................................................................................................... 47

HUMAN CAPITAL MANAGEMENT FOR UKRAINE .............................................................................................................................................. 47

HUMAN CAPITAL MANAGEMENT FOR THE UNITED KINGDOM ........................................................................................................................... 48

HUMAN CAPITAL MANAGEMENT FOR THE UNITED STATES ............................................................................................................................... 48

HUMAN CAPITAL MANAGEMENT FOR UNITED ARAB EMIRATES ......................................................................................................................... 50

TIME AND LABOR...................................................................................................................................................................................... 51

TRANSACTIONAL BUSINESS INTELLIGENCE ...................................................................................................................................................... 53

WORKFORCE MODELING ........................................................................................................................................................................... 56

WORKFORCE REPUTATION MANAGEMENT .................................................................................................................................................... 56

HCM COMMON FEATURES

HCM Data Loader

HCM DATA LOADER

FLEXIBLE PIPE-DELIMITED FILE FORMAT

STATUS AND ERROR REPORTING

FLEXIBLE KEY SUPPORT

HCM RESTFUL SERVICES AND ATOM FEEDS

HCM RESTFUL SERVICES