R10 GlobalHR Whats New

Oracle Global Human Resources Cloud
Whats New in Release 10

8 June 2015
TABLE OF CONTENTS
OVERVIEW .............................................................................................................................................................9
Give Us Feedback ....................................................................................................................................................... 9
RELEASE FEATURE SUMMARY .............................................................................................................................. 10

HCM COMMON FEATURES...................................................................................................................................19
HCM Data Loader......................................................................................................................................... 19
Import Local File ....................................................................................................................................................... 19
Flexible Pipe-Delimited File Format ........................................................................................................................... 20
Secure Data Transfer ................................................................................................................................................ 20
Automated or User-Managed Processing .................................................................................................................. 21
Status and Error Reporting........................................................................................................................................ 22
Flexible Key Support ................................................................................................................................................. 23
Global Human Resources .............................................................................................................................. 24

Country-Level Address Rule ...................................................................................................................................... 24
Payroll ......................................................................................................................................................... 26
Enhanced Element Template for Absences ................................................................................................................ 26
Enhanced Element Template for Time Cards ............................................................................................................. 27
Simplified Bank Account Page ................................................................................................................................... 29
Support for BI Report Submission in Payroll Flows ..................................................................................................... 34
Quick Report, Process, and Flow Submission ............................................................................................................. 36
Oracle Tap (Mobile)...................................................................................................................................... 36

Mobile Language Support Enhancements ............................................................................................................... 36
Mobile Themes ...................................................................................................................................................... 37
Mobile Access Worker Social Wall .......................................................................................................................... 37
Mobile Worklist and Notifications .......................................................................................................................... 38
ROLE SIMPLIFICATION..........................................................................................................................................39
Simplified Role Hierarchy .......................................................................................................................................... 39
APPLICATIONS SECURITY .....................................................................................................................................40

Copy Role and Inherited Hierarchy ............................................................................................................................ 40
Analyze Roles by Role Category................................................................................................................................. 41
Aggregate Privileges ................................................................................................................................................. 42
Generate X.509 Certificate........................................................................................................................................ 42
Generate Certificate Signing Request for X.509 Certificate ......................................................................................... 43
Import Certificates from Keystore ............................................................................................................................. 43
Privilege Discoverer Report ....................................................................................................................................... 44
User Role Membership Report .................................................................................................................................. 44
Mobile Security Enhancements .............................................................................................................................. 44
ABSENCE MANAGEMENT .....................................................................................................................................46

Audit Framework includes Absence Record Data ....................................................................................................... 46
HCM Extracts Includes Absence Record Data and Accrual Balances ............................................................................ 48
Approval Framework Enhancements ......................................................................................................................... 48
Assignment Hours as Work Schedule Option ............................................................................................................. 49
Schedule Half Days for Absences Measured in Calendar Days .................................................................................... 50
Override Payment Percentages for Calculated Entitlements....................................................................................... 52
Absence Records for Contingent Workers ................................................................................................................. 53
.
Attachments for Absence Records ............................................................................................................................ 53

HCM Cloud Mobile Schedule Absences ................................................................................................................... 55
BENEFITS..............................................................................................................................................................56
Rate Start Date Rule ................................................................................................................................................. 56
Extracting Benefits Data using HCM Extracts ............................................................................................................. 57
Benefits Formula Evaluation ..................................................................................................................................... 58
Continuing Benefits Type .......................................................................................................................................... 58
Close Enrollment Process Rule .................................................................................................................................. 59
COMPENSATION AND TOTAL COMPENSATION STATEMENT ................................................................................ 61

Workforce Compensation Supports Matrix Structures ............................................................................................... 61
Hide Ineligible Workers from Workforce Compensation Worksheet ........................................................................... 63
Prevent Worksheet Submission Using New Alert Type ............................................................................................... 63
Import Data Into External Data Tables ....................................................................................................................... 63
Migrate Total Compensation Statement Using Functional Setup Manager ................................................................. 66
Enhanced Salary and Individual Compensation Approval Notifications ....................................................................... 67
Convert Worker-Level Budget Amounts into Local Currency ...................................................................................... 69
COMPETITIONS ....................................................................................................................................................70
My Competitions ...................................................................................................................................................... 70
Competition Leader Board ........................................................................................................................................ 71
Quick and Easy Competition Creation........................................................................................................................ 71
Competition Details .................................................................................................................................................. 72
GLOBAL HUMAN RESOURCES............................................................................................................................... 73

Person Extra Information Effective Dating ................................................................................................................. 73
Worker Assignment Hours by Day of Week ............................................................................................................... 73
Position Management Enhancements Defaulting of Additional Attributes from Position.......................................... 74
Position Management Enhancements Position Sychronization ................................................................................ 75
Position Management Enhancements Number of Incumbents ................................................................................ 76
Ability to Add Transaction Initiator as a Checklist Task Performer .............................................................................. 77
Access Person Information While Working on a Checklist Task................................................................................... 77
Manage Delay Duration of a Checklist Task ............................................................................................................... 78
Restrict Checklist Template to a Localization ............................................................................................................. 78
Ability to Update Actual Start and End Dates from the Notification ............................................................................ 79
Ability to Define Collective Agreements for Workers ................................................................................................. 79
Ability to Define Seniority Dates................................................................................................................................ 81
Enhancements for Global Transfer ............................................................................................................................ 82
Approval Notification Personalization ....................................................................................................................... 83
Add Comments and Attachments when Submitting a Transaction for Approval.......................................................... 85
Audit of HCM Data Roles and Security Profiles........................................................................................................... 86
Future Dated Positions and Organizations ................................................................................................................. 87
Shared Person Information in Person Security Profiles............................................................................................... 88
Autoprovisioning for the Enterprise .......................................................................................................................... 89
Changes to Privileges for Predefined Job Roles .............................................................................................. 91

Person Management Access ..................................................................................................................................... 92
Send Pending LDAP Requests .................................................................................................................................... 93
User Details System Extract Report ........................................................................................................................... 93
HCM Cloud Mobile ....................................................................................................................................... 94

HCM Cloud Mobile Self Service Transactions .......................................................................................................... 94
HCM Cloud Mobile Manager Self Service Transactions ............................................................................................ 95
.
HCM Cloud Mobile Worker Detail and Public Profile ............................................................................................... 95

HCM Cloud Mobile Organization Navigator............................................................................................................. 95
HCM Cloud Mobile Update Biographical Information .............................................................................................. 96
GLOBAL PAYROLL .................................................................................................................................................97

Simplified QuickPay Flow .......................................................................................................................................... 97
Tasks for Managing Balance Groups .......................................................................................................................... 98
Roll Up Payments to Third-Party Organizations.......................................................................................................... 99
Payroll Costing Report ............................................................................................................................................ 100
Expansion of Payment Method Criteria ................................................................................................................... 102
Payroll Cycle Flow Pattern Enhancements ............................................................................................................... 103
Update User-Defined Legislations ........................................................................................................................... 104
New Country Field for Personal Payment Methods to Support International Payments ............................................ 106
Enhanced Support for Rate Definitions .................................................................................................................... 107
Gross-to-Net Report Based on Process Date ............................................................................................................ 109
Report Year-to-Date Summary ................................................................................................................................ 110
Report Payment and Nonpayment Balances ............................................................................................................ 111
HCM Cloud Mobile View Payslips ......................................................................................................................... 112
GLOBAL PAYROLL INTERFACE............................................................................................................................. 113

Payroll Interface Report for NGAs Payroll Exchange ................................................................................................ 113
Calculate Gross Earnings Process Optional for Global Payroll Interface Extracts........................................................ 113
HUMAN CAPITAL MANAGEMENT FOR AUSTRALIA............................................................................................. 115

Address Validation.................................................................................................................................................. 115
Supplemental Taxation and Reporting Address Style ............................................................................................... 115
Trade Support Loan Support ................................................................................................................................... 116
HUMAN CAPITAL MANAGEMENT FOR AUSTRIA ................................................................................................ 117

Maintaining Person Information ............................................................................................................................. 117
HUMAN CAPITAL MANAGEMENT FOR BAHRAIN................................................................................................ 118

HUMAN CAPITAL MANAGEMENT FOR BELGIUM ............................................................................................... 119

Maintaining Employment Information..................................................................................................................... 120
HUMAN CAPITAL MANAGEMENT FOR BRAZIL ................................................................................................... 121

HUMAN CAPITAL MANAGEMENT FOR CANADA ................................................................................................ 122

Load Geographies for Canada ................................................................................................................................. 122
Employment Equity Interface .................................................................................................................................. 123
Record of Employment Exception Report ................................................................................................................ 124
Features by Country or Territory ............................................................................................................................. 125
HUMAN CAPITAL MANAGEMENT FOR CHINA .................................................................................................... 127

Postal Code Validation ............................................................................................................................................ 127
Include Enterprise Annuity Employer Contribution in the Monthly Income Tax Calculation....................................... 127
Enable the Global Element Result for China Localization .......................................................................................... 128
Tax Calculation on Severance Payments .................................................................................................................. 129
.
Payroll Data Validation Report ................................................................................................................................ 130
HUMAN CAPITAL MANAGEMENT FOR DENMARK.............................................................................................. 131

HUMAN CAPITAL MANAGEMENT FOR ESTONIA ................................................................................................ 132

HUMAN CAPITAL MANAGEMENT FOR FINLAND ................................................................................................ 133

HUMAN CAPITAL MANAGEMENT FOR FRANCE .................................................................................................. 134

Statutory Reporting: Enhancement to Personnel Register........................................................................................ 134
Enhancement to Contract Type and Subtype ........................................................................................................... 134
Temporary National Identifier................................................................................................................................. 136
Automatic Calculation Card Creation....................................................................................................................... 136
Global Reports........................................................................................................................................................ 137
HUMAN CAPITAL MANAGEMENT FOR GERMANY .............................................................................................. 139

Legislative Changes for Name and Address Validations ............................................................................................ 139
Legislative Changes for the Disability Report ........................................................................................................... 139
HUMAN CAPITAL MANAGEMENT FOR HUNGARY .............................................................................................. 140

HUMAN CAPITAL MANAGEMENT FOR INDIA ..................................................................................................... 141

Address Validation.................................................................................................................................................. 141
Nomination Information ......................................................................................................................................... 142
HUMAN CAPITAL MANAGEMENT FOR IRELAND ................................................................................................ 143

Automatic Creation of Deduction Card .................................................................................................................... 143
Element Results Report .......................................................................................................................................... 144
Payroll Balance Report............................................................................................................................................ 144
HUMAN CAPITAL MANAGEMENT FOR JAPAN .................................................................................................... 145

HUMAN CAPITAL MANAGEMENT FOR KAZAKHSTAN ......................................................................................... 146

HUMAN CAPITAL MANAGEMENT FOR KUWAIT ................................................................................................. 147

Element Template for Additional Social Insurance ................................................................................................... 147
Statutory Reporting: Update to Report 103 New Hires and Terminations .............................................................. 147
Statutory Reporting: Update to Report 166 Monthly Contributions ....................................................................... 148
Statutory Reporting: IPE Consolidated Report New Hire and Termination.............................................................. 148
Gratuity Calculation 2013 Enhancement ................................................................................................................. 149
Monthly Gratuity Accrual Process ........................................................................................................................... 149
Social Insurance Enhancement for Government Sector Terminations ....................................................................... 149

Global Reports........................................................................................................................................................ 150
HUMAN CAPITAL MANAGEMENT FOR LATVIA ................................................................................................... 151

HUMAN CAPITAL MANAGEMENT FOR LIECHTENSTEIN ...................................................................................... 152

HUMAN CAPITAL MANAGEMENT FOR LITHUANIA ............................................................................................. 153

HUMAN CAPITAL MANAGEMENT FOR MALAYSIA.............................................................................................. 154

HUMAN CAPITAL MANAGEMENT FOR NETHERLANDS ....................................................................................... 155

Gatekeeper Law (Law Poortwachter) ...................................................................................................................... 155
Global Reports........................................................................................................................................................ 157
HUMAN CAPITAL MANAGEMENT FOR NEW ZEALAND ....................................................................................... 158

HUMAN CAPITAL MANAGEMENT FOR NORWAY ............................................................................................... 159

HUMAN CAPITAL MANAGEMENT FOR OMAN.................................................................................................... 160

HUMAN CAPITAL MANAGEMENT FOR POLAND ................................................................................................. 161

HUMAN CAPITAL MANAGEMENT FOR QATAR ................................................................................................... 162

HUMAN CAPITAL MANAGEMENT FOR REPUBLIC OF KOREA .............................................................................. 163

HUMAN CAPITAL MANAGEMENT FOR SAUDI ARABIA ....................................................................................... 164

Statutory Reporting: Saudi Arabia IPE Report Annual Salary .................................................................................. 164
Global Reports........................................................................................................................................................ 165
HUMAN CAPITAL MANAGEMENT FOR SWEDEN ................................................................................................ 166

HUMAN CAPITAL MANAGEMENT FOR SWITZERLAND........................................................................................ 167
Worker Data Validation Report ............................................................................................................................... 167
HUMAN CAPITAL MANAGEMENT FOR TAIWAN ................................................................................................. 168

HUMAN CAPITAL MANAGEMENT FOR UKRAINE ................................................................................................ 169

HUMAN CAPITAL MANAGEMENT FOR THE UNITED KINGDOM .......................................................................... 170

End of Year Process of P60 End of Year Statement................................................................................................... 170
HUMAN CAPITAL MANAGEMENT FOR THE UNITED STATES ............................................................................... 172

Third-Party Involuntary Payments Extract ............................................................................................................... 172
New Jersey Family Leave Insurance ......................................................................................................................... 173
Quarter-to-Date Archive ......................................................................................................................................... 174
Support for State-Specific Payslip/Checkwriter Enhancements................................................................................. 175
Third-Party Monthly Tax Filing Extract ..................................................................................................................... 176
Manage Features by Country or Territory................................................................................................................ 177
Employee Active Payroll Balance Report.................................................................................................................. 178
PA Act 32 Calculation Enhancements ...................................................................................................................... 179
HUMAN CAPITAL MANAGEMENT FOR UNITED ARAB EMIRATES........................................................................ 180

Statutory Reporting: Wage Protection System (WPS) Salary Information File ........................................................... 180
Global Reports........................................................................................................................................................ 181
NETWORK AT WORK .......................................................................................................................................... 182

Kudos Functionality ................................................................................................................................................ 182
Kudos Notifications................................................................................................................................................. 184
Spaces Integration Removed................................................................................................................................... 186
Tag Center Integration Removed............................................................................................................................. 187
TIME AND LABOR ............................................................................................................................................... 188

Worker View of Personal Schedule and Team Schedule ........................................................................................... 188
Manager View and Edit of Team Schedule............................................................................................................... 189
User-Defined Time Attributes Available for Time Entry ............................................................................................ 192
Enable US Location Overrides as Payroll Time Entries .............................................................................................. 194
TRANSACTIONAL BUSINESS INTELLIGENCE......................................................................................................... 197

Line Manager Access to PII and Other Sensitive Information .................................................................................... 197
Matrix Manager Hierarchy ...................................................................................................................................... 197
Unsecured Assignment Manager Hierarchy ............................................................................................................. 198
Workforce Management - Checklist Real Time ........................................................................................................ 198
Time and Labor Subject Areas ................................................................................................................................. 198
Currency Conversion in Workforce Compensation ................................................................................................... 199
Metrics in Workforce Compensation ....................................................................................................................... 199
Personal Payment Details Real Time Subject Area ................................................................................................... 199
Element Entries Subject Area Enhancements........................................................................................................... 200
Vacation Balance Reporting .................................................................................................................................... 200
Vacancy Real Time Subject area .............................................................................................................................. 200
Expected Return Date Absence Subject Area ........................................................................................................ 201
.
Enhanced Worker Dimension.................................................................................................................................. 201

Enhanced Job Dimension ........................................................................................................................................ 201
Attribute in Worker Absence Details Real Time Subject Area................................................................................. 201
Action Type Benefits Action Items Subject Area .................................................................................................... 202
Oracle BI MAD ........................................................................................................................................................ 202
HCM Cloud Mobile View Your Analytics ................................................................................................................ 202
Sample Reports ...................................................................................................................................................... 203
WORKFORCE MODELING ................................................................................................................................... 204

View Empty Positions in the Hierarchy .................................................................................................................... 204
Add Values Automatically Using Position Defaulting ................................................................................................ 205
Streamline Mass Terminations ................................................................................................................................ 205
Secured Salary Entry ............................................................................................................................................... 206
WORKFORCE REPUTATION MANAGEMENT ....................................................................................................... 207

Simplified User Interface......................................................................................................................................... 207
Employee Access to Reputation Scores and Social Roles .......................................................................................... 208
Employee Mentorship ............................................................................................................................................ 209
Reputation Profile Search ....................................................................................................................................... 210
Corporate Social Media Usage Compliance.............................................................................................................. 211
Oracle Social Network (OSN) Integration ................................................................................................................. 211
REVISION HISTORY............................................................................................................................................. 212
OVERVIEW
This guide outlines the information you need to know about new or improved functionality in Oracle
Global Human Resources Cloud Release 10. Each section includes a brief description of the feature, the
steps you need to take to enable or begin using the feature, any tips or considerations that you should
keep in mind, and the resources available to help you.
GIVE US FEEDBACK
We welcome your comments and suggestions to improve the content. Please send us your feedback at
oracle_fusion_applications_help_ww_grp@oracle.com. Please indicate you are inquiring or providing
feedback regarding the Global HR Cloud Whats New for Release 10 in the body or title of the email.
RELEASE FEATURE SUMMARY

Some of the new Release 10 features are automatically available to users after the upgrade and some
require action from the user, the company administrator, or Oracle.
The table below offers a quick view of the actions required to enable each of the Release 10 features.
Important Note: If you are upgrading from an earlier release to Oracle Global Human Resources Cloud
Release 10, then the security upgrade must be completed first to enable new Release 10 features. See
the document Upgrading Applications Security in Oracle HCM Cloud Release 10 (ID 2023523.1) on My
Oracle Support for details.
Action Required to Enable Feature

Feature
HCM Common Features
Import Local File
Flexible Pipe-Delimited File Format
Secure Data Transfer
Automated or User-Managed Processing
Status and Error Reporting
Flexible Key Support
Country-Level Address Rule
Enhanced Element Template for Absences
Enhanced Element Template for Time
Cards
Simplified Bank Account Page
Support for BI Report Submission in
Payroll Flows
Quick Report, Process, and Flow
Submission
Mobile Language Support
Enhancements
Mobile - Themes
Automatically End User Action Administrator

Oracle Service
Available
Required
Action Required Request Required
Mobile Access Worker Social Wall
Mobile Worklist and Notifications
Role Simplification
Simplified Role Hierarchy
Applications Security
Copy Role and Inherited Hierarchy
Analyze Roles by Role Category

Aggregate Privileges
10

Feature
Generate X.509 Certificate
Generate Certificate Signing Request for
X.509 Certificate
Import Certificates from Keystore
Privilege Discoverer Report
User Role Membership Report

Oracle Service
Available
Required
Mobile Security Enhancements

Absence Management
Audit Framework Includes Absence
Record Data
HCM Extracts Includes Absence Record
Data and Accrual Balances
Approval Framework Enhancements
Assignment Hours as Work Schedule
Option
Schedule Half Days for Absences
Measured in Calendar Days
Override Payment Percentages for
Calculated Entitlements
Absence Records for Contingent Workers
Attachments for Absence Records
HCM Cloud Mobile Schedule Absences
Benefits
Rate Start Date Rule
Extracting Benefits Data Using HCM

Extracts
Benefits Formula Evaluation
Continuing Benefits Type
Close Enrollment Process Rule
Compensation
Workforce Compensation Supports
Matrix Structures
Hide Ineligible Workers from Workforce
Compensation Worksheet
Prevent Worksheet Submission Using
New Alert Type
Import Data Into External Data Tables
Migrate Total Compensation Statement
Using Functional Setup Manager
Enhanced Salary and Individual
Compensation Approval Notifications
Convert Worker-Level Budget Amounts
into Local Currency
Competitions
11

Feature
My Competitions

Oracle Service
Available
Required
Competition Details
Global Human Resources

Person Extra Information Effective Dating
Competition Leader Board

Quick and Easy Competition Creation
Worker Assignment Hours by Day of

Week
Position Management Enhancements
Defaulting of Additional Attributes from
Position
Position Synchronization
Number of Incumbents
Ability to Add Transaction Initiator as a
Checklist Task Performer
Access Person Information While Working
on a Checklist Task
Manage Delay Duration of a Checklist
Task
Restrict Checklist Template to a
Localization
Ability to Update Actual Start and End
Dates from the Notification
Ability to Define Collective Agreements
for Workers
Ability to Define Seniority Dates
Enhancements for Global Transfer
Approval Notification Personalization
Add Comments and Attachments when
Submitting a Transaction for Approval
Audit of HCM Data Roles and Security
Profiles
Future Dated Positions and Organizations
Shared Person Information in Person
Security Profiles
Auto Provisioning for the Enterprise
Changes to Privileges for Predefined Roles
Person Management Access
Send Pending LDAP Requests
User Details System Extract Report
HCM Cloud Mobile Self Service
Transactions
12

Oracle Service
Feature
Available
Required
HCM Cloud Mobile Manger Self-Service
Transactions
HCM Cloud Mobile Worker Detail and
Public Profile
HCM Cloud Mobile Organization
Navigator
HCM Cloud Mobile Update Biographical
Information
Global Payroll
Simplified QuickPay Flow
Tasks for Managing Balance Groups
Roll Up Payments to Third-Party
Organizations
Payroll Costing Report
Expansion of Payment Method Criteria
Payroll Cycle Flow Pattern Enhancements
Update User-Defined Legislations
New Country Field for Personal Payment

Methods to Support International
Payments
Enhanced Support for Rate Definitions
Gross-to-Net Report Based on Process
Date
Report Year-to-Date Summary
Report Payment and Nonpayment
Balances
HCM Cloud Mobile View Payslip
Payroll Interface
Payroll Interface Report for NGAs Payroll
Exchange
Calculate Gross Earnings Process Optional
for Global Payroll Interface Extracts

Human Capital Management
for Australia
Address Validation
Supplemental Taxation and Reporting
Address Style
Trade Support Loan Support

for Austria
Maintaining Person Information

for Bahrain

for Belgium
13

Oracle Service
Feature
Available
Required
Maintaining Employment Information

for Brazil

for Canada
Load Geographies for Canada
Employment Equity Interface
Record of Employment Exception Report
Features by Country or Territory

for China
Postal Code Validation
Include Enterprise Annuity Employer

Contribution in the Monthly Income Tax
Calculation
Enable the Global Element Result for
China Localization
Tax Calculation on Severance Payments
Payroll Data Validation Report

for Denmark

for Estonia

for Finland

for France
Statutory Reporting: Enhancement to
Personnel Register
Enhancement to Contract Type and
Subtype
Temporary National Identifier
Automatic Calculation Card Creation
Global Reports

for Germany
Legislative Changes for Name and
Address Validations
Legislative Changes for the Disability
Report
14

Oracle Service
Feature
Available
Required
for Hungary

for India
Address Validation
Nomination Information

for Ireland
Automatic Creation of Deduction Card
Elements Results Report
Payroll Balance Report

for Japan

for Kazakhstan

for Kuwait
Element Template for Additional Social
Insurance
Statutory Reporting: Update to Report
103 New Hires and Terminations

Statutory Reporting: Update to Report
166 Monthly Contributions

Statutory Reporting: IPE Consolidated
Report New Hire and termination

Gratuity Calculation 2013 Enhancement
Monthly Gratuity Accrual Process
Social Insurance Enhancement for
Government Sector Terminations

Global Reports

for Latvia

for Liechtenstein

for Lithuania
15

Feature
for Malaysia
for Netherlands
Gatekeeper Law (Law Poortwachter)
Global Reports
for New Zealand

Oracle Service
Available
Required

for Norway

for Oman

for Poland

for Qatar

for Republic of Korea

for Saudi Arabia
Report New Hire and Termination
Statutory Reporting: Saudi Arabia IPE
Report Annual Salary
Global Reports
for Sweden

for Switzerland
Worker Data Validation Report

for Taiwan
16

Feature
for Ukraine
for the United Kingdom
End of the Year Process of P60 End of
Year Statement
for the United States
Third-Party Involuntary Payments Extract

Oracle Service
Available
Required
New Jersey Family Leave Insurance
Quarter-to-Date Archive
Support for State-Specific

Payslip/Checkwriter Enhancements
Third-Party Monthly Tax Filing Extract
Manage Features by Country or Territory
Employee Active Payroll Balance Report
PA Act 32 Calculation Enhancements
Human Capital Management for
the United Arab Emirates
Report New Hire and termination
Statutory Reporting: Wage Protection
System (WPS) Salary Information File
Global Reports
Network at Work
Kudos Functionality
Kudos Notifications
Spaces Integration Removed
Tag Center Integration Removed
Time and Labor

Worker View of Personal Schedule and
Team Schedule
Manager View and Edit of Team Schedule
User-Defined Time Attributes Available

for Time Entry
Enable US Location Overrides as Payroll
Time Entries
Transactional Business Intelligence
Line Manager Access to PII and Other
Sensitive Information
Matrix Manager Hierarchy
17

Feature
Unsecured Assignment Manager
Hierarchy
Workforce Management Checklist- Real
Time
Time and Labor Subject Areas
Currency Conversion in Workforce
Compensation
Metrics in Workforce Compensation
Personal Payment Details Real Time
Subject Area
Enhancements to Element Entries Subject
Area
Vacation Balance Reporting
Vacancy Real Time Subject Area
Enhanced Worker Dimension
Enhanced Job Dimension
Attribute in Worker Absence Details
Real Time Subject Area
Action Type -Benefits Action Items
Subject Area
Oracle BI MAD

Oracle Service
Available
Required
HCM Cloud Mobile View Your Analytics
Sample Reports
Workforce Modeling
View Empty Positions in the Hierarchy
Add Values Automatically Using Position

Defaulting
Streamline Mass Terminations
Secured Salary Entry
Workforce Reputation Management

Simplified User Interface
Employee Access to Reputation Scores

and Social Roles
Employee Mentorship
Reputation Profile Search
Corporate Social Media Usage
Compliance
Oracle Social Network (OSN) Integration
18
HCM COMMON FEATURES

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

Global Human Resources
Payroll Common Features
Oracle Tap (Mobile)
HCM DATA LOADER

HCM Data Loader is a flexible and comprehensive bulk-data-loading solution for business objects across
multiple Oracle Fusion Human Capital Management products. You can use it 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.
IMPORT LOCAL FILE
You can now select files for HCM Data Loader processing directly from your local machine, removing the
need to upload your files first to the Oracle WebCenter Content server.
The existing Import File button displays unprocessed files available on the Oracle WebCenter Content
server. The new Import Local File option allows you to either browse for a local file or drag and drop a
file from your file explorer to the Browse button.
Your selected file is uploaded to the Oracle WebCenter Content server and the Schedule Request page
opens. On this page, you can immediately submit your file for processing.
STEPS TO ENABLE
There are no steps necessary to enable this feature.
KEY RESOURCES
HCM Data Loader Users Guide (My Oracle Support Document ID 1664133.1)
Return to Release Feature Summary
FLEXIBLE PIPE-DELIMITED FILE FORMAT
You can now simplify your inbound integrations by including the business object components and
attributes relevant to your use case, whether that be full date-effective history for data migration, or
incremental changes for data maintenance. You can supply multiple business object specific 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 is loaded first.
STEPS TO ENABLE
KEY RESOURCES
For more information about HCM Data Loader file formats, go to My Oracle Support for the following
guide:
HCM Data Loader Users Guide, (Doc ID: 1664133.1)

SECURE DATA TRANSFER

You can now optionally deliver encrypted compressed zip files to Oracles WebCenter Content server
secured by a specific HCM Data Loader account. The compressed zip file is then streamed from the
20
WebCenter Content server and decrypted during import into stage tables before a multithreaded
process loads valid objects into Oracle Fusion. You can use either the Oracle Fusion HCM File Import and
Export interface, or the WebCenter Content web service to deliver a zip file to the WebCenter Content
server.
Your compressed zip file is deleted by default from the WebCenter Content server as soon as HCM Data
Loader has finished streaming it. You can change the default behavior by updating the Delete Source
File parameter to No on the Configure HCM Data Loader page. Alternatively, you can choose to retain
your source files for an individual file by setting the Delete Source File parameter to No on the Schedule
Request window.
STEPS TO ENABLE
KEY RESOURCES
For more information about delivering data files to the Oracle WebCenter Content server, go to My
Oracle Support for the following guide:
HCM Data Loader Users Guide (Doc ID: 1664133.1).

AUTOMATED OR USER-MANAGED PROCESSING

You can now automate inbound interfaces using the WebCenter Content and HCM Data Loader web
services, or control the import and loading processes using the new Import and Load Data user
interface.
You can use the Import and Load Data user interface to manually initiate the import and optional load of
a data set (zip file) and monitor the progress of that data set. The user interface includes a Data Set
table and a Business Objects table. The Data Set table displays the data sets or zip files submitted for
processing. The Business Objects table displays the business objects that were included in the zip file.
On both the Data Set and Business Objects tables the Imported and Loaded Progress columns display
the status of import and load.
21
The Import and Load Data User Interface
STEPS TO ENABLE
KEY RESOURCES
For more information about HCM Data Loader automated or user managed imports, go to My Oracle
Support for the following guide:
HCM Data Loader Users Guide, (Doc ID: 1664133.1).

STATUS AND ERROR REPORTING

You can use the following methods to review and monitor the status of your import and load requests:
Import and Load Data user interface Allows review of the progress of your files via the
Import and Load Data user interface, with comprehensive status and record count
information, message summary, and error management that allows you to review the
details of failed records.
22
The Data Set Table in the Import and Load Data User Interface
HCM Extract - You can monitor the results of your data loading using the new HCM Extract
output, which provides machine readable status and error information.
Data Set Status - You can also diagnose complex errors using the new Data Set Status
available from the Diagnostic framework.
STEPS TO ENABLE
KEY RESOURCES
For more information about status and error handling with HCM Data Loader, go to My Oracle Support
for the following guide:
HCM Data Loader Users Guide (Doc ID: 1664133.1).

FLEXIBLE KEY SUPPORT

HCM Data Loader supports the following four key types:
Oracle Fusion GUID (Globally Unique Identifier)

Oracle Fusion surrogate ID
Source Key ID
User key
You can create new objects specifying your source-system identifier and continue to maintain and
reference that data in Oracle Fusion using your Source Key. Alternatively, supply the User Key
information, for example Organization Name, Person Number, or Absence Type. In addition Oracle
Fusions internal surrogate ID and Globally Unique ID (GUID) can be used.
23
STEPS TO ENABLE
KEY RESOURCES
For more information about flexible key support with HCM Data Loader, go to My Oracle Support for the
following guide:
HCM Data Loader Users Guide (Doc ID: 1664133.1)

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
The Manage Features by Country or Territory task, formerly Manage Payroll Product Usage, now
includes options for controlling the address style and the level of address validation. The address style
determines which address attributes are available and maintained in the application. The address style
can also affect validation, for example, if you specify that geography uses an address style to validate
specific attributes. For example, in the United States, the address style can be defined to validate the
State attribute.
The combination of address style and address validation determines the level of validation. The values
you can select depend on the combination of the country or territory and the selected country
extension. For example, for Canada, you can change the address style from its original value only when
you set the country extension to Human Resources or None, not Payroll or Payroll Interface.
The following screen shows the updated Manage Features by Country or Territory page.
24
Manage Features by Country or Territory Page
STEPS TO ENABLE
TIPS AND CONSIDERATIONS
Changing address styles can affect validation rules and may lead to address data integrity
and validation issues. If you provide data to a third party, such as a payroll or benefit
provider, statutory recipients, or financial institutions, changes to validation or address
styles may result in missing data or unrecognized data. Make sure to test any changes you
make to the address style or validation for a country or territory before you implement
them in a production environment.
Disabling address validation disables only any country-specific programmatic validation
rules created for a specific country or territory. Disabling address validation on the Manage
Features by Country or Territory page does not have any impact on the validation you have
set up on the Manage Geographies page.
KEY RESOURCES
For more information related to this feature, go to Applications Help for the following topics:
Selecting Country Extensions: Worked Example

Changing Address Styles and Address Validation for HCM: Critical Choices
25
PAYROLL
This section describes new features that are relevant if you use features such as elements, formulas,
payroll definitions and database items, even if you dont use Global Payroll. Typical applications using
payroll common features are Absence Management, Benefits, Compensation, Global Human Resources,
Global Payroll Interface and Time and Labor.
ENHANCED ELEMENT TEMPLATE FOR ABSENCES
You can easily create payroll elements for the plans you create in Oracle Fusion Absence Management.
When you create an element, you complete questions that automatically create an absence element
and its calculation components, related elements, balances, and formulas. For example, you select the
type of information to transfer and the calculation units to use when reporting the absence. If you
transfer accrual balances, you decide whether to:
Calculate absence liability

Enable partial payment of a balance
Enable balance payments when enrollment ends
You can also select a method to reduce regular earnings if employees dont complete a time card. You
determine rates for your payments either in Absence Management or when you complete the element
template questions. When processing absence entries in a payroll run, the formula associated to the
absence element uses the global formula Rate Converter to convert rates.
Absences Element Template Questions
You associate the absence element to a plan in Absence Management, assign the plan to a person and
decide whether to automatically transfer the absence information as its recorded and approved, or run
a batch process. The daily breakdown and summary information transferred to the persons calculation
.
26
card is processed in the next payroll run. You can then view the persons absence accrual balance,
absence payments, and deductions on their statement of earnings and payslip.
STEPS TO ENABLE
Select the rate to use for an absence element in your absence plan or in the element template. If you
select the rate on both pages, ensure you select the same rate.
KEY RESOURCES
For more information about absence elements, go to Applications Help for the following topic:
Creating Payroll Elements for Processing Absences: Procedure

ENHANCED ELEMENT TEMPLATE FOR TIME CARDS

This feature only applies to user-defined legislations and predefined country extensions that have
enabled the feature in this release.
You can create nonrecurring elements using the new Time Card category to process pay based on time
card entries, such as elements for regular, overtime, and shift pay. Creating a time card element
automatically generates all the related elements, balances, formulas, and calculation components
required to calculate and process payments for reported time. When you create an element, you select
a primary classification of standard or supplemental earnings and select the Time Card category. You
can select the units to use to report calculated time, and also select a rate definition the formula uses to
calculate time. After you submit the element definition, you create element eligibility records for the
base, results, calculation, and retroactive elements generated by the element template.
Important: Do not create elements using the Time Card category if you are operating in a country where
Oracle provides an HR, Payroll Interface, or Payroll Extension, as indicated on the Manage Features by
Country or Territory page in the Setup and Maintenance work area.
27
Time Card Template Questions
Submit this process to convert a standard or supplemental element to a time card element only if you
created the element. You only submit this process to convert standard and supplemental elements to
time card elements if either of the following conditions applies. You created the element:
Before this release and you didnt submit the Create Time Card Calculation Components
process to convert the element
After upgrading to this release but without selecting the Time Card category
These elements must have a calculation rule of hours multiplied by rate. After running the process, you
perform the following steps:
Create element eligibility records for the elements generated by the process, typically the
base element and the related elements: retroactive and results elements, and elements
ending with a suffix of CIR.
Compile the formulas used to calculate the time card element.
STEPS TO ENABLE
KEY RESOURCES
For more information about time card elements, go to Applications Help for the following topic:
Creating Elements for Time Card Entries: Explained

28
SIMPLIFIED BANK ACCOUNT PAGE

A new page for creating bank account information is now available that works with a new profile option
to control whether employees and professional users can create bank and branch data. You can choose
to use either the original page or the new page. You can enable the new page at the site, country, or
legislative data group level.
The following screen captures show a comparison between the original and new versions of the Create
Bank Account page. For each version, there are two screen captures of the page:
When bank data is preloaded

When the user can create bank and branch details
Comparison of Original and New Create Bank Account Pages
29
Differences between the original and new page are highlighted in the following table:
Queries
Original Page
New Page
Can users enter different

variations of the same
bank and branch details?
No
Yes. There is no bank and

branch details validation
across personal payment
methods.
What controls user access

to create bank and branch
information?
The Manage Bank and

Manage Bank Branch
privileges
The Use Existing Banks and

Branches profile option (at site
or user level) By default, it's
set to No at the site level,
which enables employees or
professional users to enter
bank and branch data directly
rather than selecting from a
list of values.
Which global fields are

required when Create is
enabled?
Account Number, Account

Type, Bank Name, Branch
Name, and Routing Transit
Number
Yes
Option of country-specific
required fields.
Does bank and branch

data entered by users on
the Create Bank Account
page appear on the
Manage Bank and Manage
Branch pages in Cash
Management?
No
STEPS TO ENABLE
Note: If you choose to use the original Create Bank Account page, you dont need to enable this feature.
1. Sign in to the application as a user with customization privileges.
2. Click from the Payment Distribution area, the Manage Personal Payment Methods task.
3. Search for and select an existing person that is on a payroll that has a valid organization
payment method for electronic funds transfer (EFT) payments.
4. Click Create.
5. Enter a name for the payment method and then select an EFT organization payment method.
You should see the Bank Accounts section.
30
Entering Bank Accounts
6. Select on the Settings and Actions menu, Customize Payment Distribution Pages.
Settings and Actions
7. Select in the Customize Payment Distribution Pages window: Site, HcmCountry, or

HcmOrganization, depending on where you want to implement the new Create Bank Account
page. Then click OK.
31
Customizing Payment Distribution Page Settings
8. Scroll down to the bottom of the page. At the confirmation, select Do not ask next time, and
then click Edit.
Do Not Ask Next Time Check Box
9. Select the Bank Accounts section. You should see a line above the Bank Accounts heading to
indicate selection.
Bank Accounts Headings
32
10. Notice at the top of the page, two elements for applicationsTable. The first element calls the
original Create Bank Account page and the second one is for the new page.
Payment Distribution Customization Page
11. Select the first applicationsTable element and click Edit.

12. Scroll down to the bottom of the Component Properties window, and deselect the Show
Component check box. Then click OK. This hides the original page.
Show Component Check Box
13. Select the second applicationsTable element and click Edit.
33
14. Scroll down to the bottom of the Component Properties window, and select the Show
Component check box. Then click OK. This shows the new page.
15. Click Close on the upper-right corner of the page, to close out of the customization mode.
Close Button
If you want users to select only the preloaded banks and branches ensure that you set the Use Existing
Banks and Branches profile option to Yes. Refer to the next section for details.
If you set the Use Existing Banks and Branches profile option to No, which enables
employees or other roles to create banks and branches, provide guidance to use unique
names and follow appropriate naming conventions.
This profile option works with the new Create Bank Account page that employees and
professional users see when creating personal payment methods. This profile option does
not affect the original version of the Create Bank Account page.
KEY RESOURCES
For more information about banks information related to personal payment methods, go to
Applications Help for the following topics:
Entering Bank Information For Personal Payment Methods: Critical Choices

Payroll Batch Loader Workbooks for Bank Data
SUPPORT FOR BI REPORT SUBMISSION IN PAYROLL FLOWS

If you create or customize a BI Publisher report, you can run your report from a payroll flow by adding
the Run BI Publisher Report task to your payroll flow pattern. When you submit the flow, the reporting
automatically generates an output file that you can view. The output file is based on the template used
for the BI Publisher report, such as an HTML template. Add single or multiple BI Publisher reports to
your copied or user-defined flow pattern.
34
BI Publisher Reporting Task Added to the Weekly Payroll Flow Pattern
STEPS TO ENABLE
Follow these steps to add the task to a new flow pattern:
1. Create a flow pattern on the Manage Payroll Flow Patterns page in the Payroll Checklist work
area.
2. Complete on the Create Payroll Flow Pattern page the basic information. Select the Statutory
activity, and the Run BI Publisher Report task.
3. Edit on the Tasks page the selected task as required.
4. Confirm on the Task Sequence page the sequence is correct.
5. Add a required parameter for the first argument of the BI Publisher report on the Flow
Parameter page. The flow parameters map to the BI Publisher arguments. For example, the first
argument is the first bind variable of a SQL query data model. Optionally, rename the
parameter to a more meaningful name.
6. Confirm and specify in the Parameter Details section of the Task Parameters page the following:
Confirm that the Parameter Basis for the First Argument value is Bind to Flow.
Specify a value for the Report Name and Report Path parameters.
Specify values for other arguments if required.
7. Review the flow and submit it.

35
QUICK REPORT, PROCESS, AND FLOW SUBMISSION

Submit your HCM extract reports, payroll processes, and flows directly from the Enter Parameters page
by clicking the Submit button. This method skips the remaining flow submission pages. You might
choose this method to speed up submission, if you dont want to:
Connect other flows to the current flow

Schedule a flow
Review the flow before submitting it
Submit Button on the Enter Parameters Page
STEPS TO ENABLE
ORACLE TAP (MOBILE)

This section describes new features that are relevant if you use Oracle Tap for HCM Mobile applications.
Oracle Tap works on smart devises that have a web browser, such as smart phones and tablets.
MOBILE - LANGUAGE SUPPORT ENHANCEMENTS
Oracle Tap mobile solutions supports the same languages available in Fusion HCM Cloud with the
exception of languages that read from right to left.
36
STEPS TO ENABLE
No steps are needed to enable this feature.
KEY RESOURCES
For more information about supported mobile devices and operating systems (OS), you can see a
complete list under system requirements: Oracle Human Capital Management Cloud Release 10
MOBILE - THEMES
Oracle Tap supports six out-of-the-box color themes that you can define within the settings area of the
mobile application. You can also set the mobile logo and watermark that appears in the application by
configuring this within Fusion.
STEPS TO ENABLE
To enable delivered themes in mobile, the administrator would need to go into the Fusion tools
appearance area and select the appropriate company logo and watermark background image. The user
can select from a list of themes in the mobile settings page that will set the theme on mobile.
KEY RESOURCES
For more information about enabling delivered themes, go to the R10 Mobile Capabilities Guide.
MOBILE - ACCESS WORKER SOCIAL WALL
Within Oracle Tap, you can start an Oracle Social Network (OSN) conversation with a worker that you
have selected. This feature requires that the OSN app is installed on the device because Oracle Tap uses
punch-out integration with OSN to connect.
STEPS TO ENABLE
To connect with OSN, you need to install OSN on your mobile device and setup an appropriate OSN
account. If you have an active account in both Fusion and OSN, then you can use this feature.
KEY RESOURCES
For more information about connecting to OSN, go to Help for Oracle Social Network
37
MOBILE - WORKLIST AND NOTIFICATIONS

You can view and act on workflow tasks on the Notification/Approvals page on your mobile device. As a
manager, you can approve or reject a task and access the details task page. The details task page is a
web view of the detail task view. Actions can only be done within the list view of the Notification page.
STEPS TO ENABLE
KEY RESOURCES
For more information about this feature, go to the R10 Mobile Capabilities Guide.
38
ROLE SIMPLIFICATION
Role definitions for the security reference implementation are simplified. Many roles beneath the job
level are eliminated. The privileges that are defined are assigned to job or abstract roles, either directly
or as aggregate privileges (which are new to Release10). This reduces the complexity of role
administration and customization. Some things to consider with the role simplification are:
An aggregate privilege combines the functional privilege for an individual task or duty with
the relevant data privileges. Oracle defines and delivers aggregate privileges, these cannot
be customized.
Privileges or aggregate privileges can be assigned directly to job or abstract roles. (In
Release 9, privileges could be assigned only to duty roles.)
Every job or abstract role that existed in Release 9 also exists in the simplified role hierarchy for Release
10. Each of these job or abstract roles authorizes the same privileges in Release 10 as it did in Release 9.
Release 10 adds some new job roles. The nodes in the hierarchy between a job and its privileges are
reduced and simplified.
Release 10 will include both the hierarchy you are used to and the new simplified hierarchy. On
upgrade, users will be members of the old hierarchy. You can move users to the new hierarchy at your
discretion. Note that new functionality will exist under the new hierarchy.
SIMPLIFIED ROLE HIERARCHY
Every job or abstract role that existed in Release 9 also exists in the simplified role hierarchy for Release
10. Each of these job or abstract roles authorizes the same privileges in Release 10, as it did in Release 9.
Release 10 although, adds some new job roles. The nodes in the hierarchy between a job and its
privileges are reduced and simplified.
Release 10 will include both the hierarchy you are used to and the new simplified hierarchy. On
upgrade, users will be members of the old hierarchy. You can move users to the new hierarchy at your
discretion. Note that new functionality will exist under the new hierarchy.
STEPS TO ENABLE
For existing customers who upgrade to Release 10, you can choose to move your users to the simplified
hierarchy at your own discretion. Before beginning the move to the simplified hierarchy, please be sure
to review the white papers on My Oracle Support to understand what is involved and how it will work.
39
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
visualize the relationship among roles, and 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 may create a new role by copying an existing role, then editing the copy. You have the option of
copying only the "top" role (the role itself) or the top role and its inherited roles.
If you choose to copy only the top role, your copy shares its role hierarchy with the source role. That is,
the source role inherits subordinate roles, and your copy inherits the same roles. Subsequent changes to
those inherited roles will affect not only the source role, but also your copy.
If you choose to copy the top role and its inherited roles, the copied top role inherits new copies of all
subordinate roles. This option insulates the copied role from any changes to the original versions of the
inherited roles.
Copy Options for a Role Selected
STEPS TO ENABLE
40

Enter the role name suffix to use during role copy in the Administration tab. This suffix will be used
every time you copy inherited roles.
ANALYZE ROLES BY ROLE CATEGORY
A role belongs to a category, which describes the purpose the role shares in common with other roles.
Typically a category contains a type of role configured for an application, such as "Financials Duty
Roles." You can review statistics about the categories themselves: the number of roles in each, the
number of role memberships (roles belonging to other roles within the category), and the number of
function and data security policies created for those roles. (Roles by Category pie chart compares the
number of roles in each category with those in other categories.)
You can select a category and list the roles belonging to it. For each role, you can review its role
memberships, function and data security policies, and users assigned to it.
The Security Console Analytics Page
STEPS TO ENABLE
41
AGGREGATE PRIVILEGES
Aggregate privileges are new in this release. Each aggregate privilege combines the functional privilege
for an individual task or duty with the relevant data privileges. Oracle defines aggregate privileges,
which cannot be customized. You can however, include them within job hierarchies that you define.
When a job hierarchy uses aggregate privileges and you depict that hierarchy in the Security Console
visualization, the aggregate privileges appear as distinct elements of the hierarchy.
Security Console Visualization of a Role Hierarchy with Aggregate Privileges, Which are Labeled A
STEPS TO ENABLE
GENERATE X.509 CERTIFICATE
A digital certificate establishes public and private keys for encrypting and decrypting data that Oracle
Cloud applications exchange with other applications. You can now generate certificates in the X.509
format and/or continue to generate PGP formatted certificates. You can also export saved X.509
certificates for signing by a certifying authority or for use in other certificate systems.
STEPS TO ENABLE
42
GENERATE CERTIFICATE SIGNING REQUEST FOR X.509 CERTIFICATE

When you generate an X.509 certificate it exists initially at a self-signed state. You transform it to a
trusted state by having it digitally signed by a certificate authority. The Security Console enables you to
create a Certificate Signing Request (CSR), a file that you would then send to a certificate authority. You
would then import the response as a trusted certificate.
STEPS TO ENABLE
Although the Security Console creates the CSR, you are expected to follow a process established by your
organization to forward the CSR to a certificate authority. This process does not apply to PGP
certificates.
IMPORT CERTIFICATES FROM KEYSTORE
You can import an X.509 certificate, typically belonging to an external source with which your system is
to communicate. One or more X.509 certificates may be contained within a keystore and you have the
option of importing certificates from a keystore. (Alternatively, you may import a certificate file on its
own.)
Keystore Option Selected During X.509 Certificate Import
STEPS TO ENABLE
43
PRIVILEGE DISCOVERER REPORT

The Privilege Discoverer Report lists every secured action a user is authorized to within a work area.
STEPS TO ENABLE
USER ROLE MEMBERSHIP REPORT
The User Role Membership Report lists each user's job roles.
STEPS TO ENABLE
MOBILE - SECURITY ENHANCEMENTS
To meet our customers needs related to security, Oracle Tap is providing support the following types of
security capabilities:
Federated SSO with a Customers External IDP

Configured with IP addresses to allow and/or block access (i.e., blacklist or whitelist)
A connection from a mobile device can utilize VPN from the device
Supports 2-way authentication (NOTE: This functionality is only supported with iOS)
App Containerization Support:
o
o
Oracle Tap can be deployed with MDM solutions to secure the mobile device and/or
the mobile applications on a device
You will need to use the security archive that is posted on OTN:
http://www.oracle.com/technetwork/topics/cloud/downloads/index.html. The
company will need to define and implement a process to download the latest
security archive, wrap it, re-deploy it via the enterprise app store and notify users.
(NOTE: This functionality is only supported with iOS)
STEPS TO ENABLE
Each security capability requires specific information and steps to enable. Have your Administrator
refer to the key resources section for more details.
44
KEY RESOURCES
For more information about configuring these security capabilities, go to My Oracle Support and view
the following documents:
Oracle Tap User Authentication (Security) Approaches (Doc ID 2025696.1)

How To Prepare App for 2-Way Authentication (Doc ID 1955314.1)
TECH NOTE - Oracle Tap for iOS - Wrapping with Good Technologies(Doc ID 1928088.1)
45
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. You can extract absence data for use with third-party payroll providers.
AUDIT FRAMEWORK INCLUDES ABSENCE RECORD DATA
The audit framework includes absence records. If you have the Internal Auditor job role assigned, you
can view audit reports for absence management.
Audit Reports Option on the Navigator
46
Audit Reports Page
STEPS TO ENABLE
To enable audits for absence management, use the Manage Audit Policies task in the Setup and
Maintenance work area.
Manage Audit Policies Task
47
HCM EXTRACTS INCLUDES ABSENCE RECORD DATA AND ACCRUAL BALANCES

HCM Extracts now includes absence records, use of entitlements, and accrual plan balances. The user
entities added to integrate absence records, entitlement information, and accruals with third-party
service providers and payrolls are:
PER_EXT_SEC_PERSON_UE
ABS_EXT_ABSENCE_ENTRY_UE
ABS_EXT_ACCRUAL_UE
STEPS TO ENABLE
KEY RESOURCES
For more information, go to Applications Help for the following topics:
Extracting Absence Data Using HCM Extracts: Points to Consider

Defining an Extract: Worked Example
APPROVAL FRAMEWORK ENHANCEMENTS

To expand the capabilities for approval business rules, you now have an optional, configurable
Additional Payload attribute field to help you configure the absence approval flow according to your
organization needs. This allows more flexibility in routing approvals within your organization.
The absence approvals task also has two new delivered functions:
The GetManager function automatically approves an absence if the requestor has no manager assigned
in the hierarchy. This function is applicable in cases when the employee is a CEO or head of an
organization.
The GetRepresentative function automatically approves an absence if the requestor has no

HR Representative assigned in the hierarchy.
STEPS TO ENABLE
Users with the Administrator role can configure approval rules. To enable the Additional Payload
attribute rule:
1. Click Manage Absence Types in the Absence Administration work area.
2. Click Display Features on the Create Absence Type page.
3. Select Specified in the Additional Payload attribute row in the Approval and Processing Rules
section.
48
Additional Payload Attribute

ASSIGNMENT HOURS AS WORK SCHEDULE OPTION
You can now specify a workers daily assignment hours where the start time, end time, and hours vary in
the new Assignment Hours Details dialog box. Click the Assignment Hours Details button after the
Working Hours field in assignment details to open the Assignment Hours Details dialog box. You can
define the daily working hours for a worker. The availability calculation uses this work week schedule to
calculate the workers availability by day.
Assignment Details Page Showing the Assignment Hours Details Button after the Working Hours Field
49
Assignment Hours Details
In Absence Management, when a worker schedules an absence, the work schedule timings and number
of hours for that particular day are reflected on the absence request page.
For Example: A workers assignment hours are from 08:00 to 12:00 every Friday. When you schedule an
absence for the worker on a Friday, the availability calculation uses the workers start and end times to
determine the workers availability by day. So the total absence time calculated for the worker is four
hours.
This feature is available in Global Human Resources. When a worker schedules an absence in Absence
Management, the application automatically calculates the workers absence hours based on the work
schedule.
STEPS TO ENABLE
SCHEDULE HALF DAYS FOR ABSENCES MEASURED IN CALENDAR DAYS
You can now schedule a half day absence for absence types measured in calendar days.
To use this feature, when you schedule an absence, select the Advanced Mode.
50
Select Advanced Mode on the Manage Absence Records Page to Schedule a Half Day Absence
Select Half day in the Duration Field to Schedule a Half Day Absence
STEPS TO ENABLE
51
OVERRIDE PAYMENT PERCENTAGES FOR CALCULATED ENTITLEMENTS

HR Specialists can now easily handle exception cases when processing employee leave transactions by
changing the payment percentages for calculated qualified entitlements for a qualification absence.
Select the Override Payment Percentage Button on the Plan Use tab
The Override Payment Percentage Dialog Box
STEPS TO ENABLE
52
ABSENCE RECORDS FOR CONTINGENT WORKERS

Absence Management now supports absences for contingent workers. You can add the absences for
contingent workers the same way as for employees and through the same user interfaces.
However, you may want to process your contingent worker absences differently from those of
employees, and have separate absence types and absence plans for them. You can define the absence
plans for contingent workers so that their absence information does not transfer to payroll for
processing. Use eligibility profiles to restrict these Absence types for contingent workers.
STEPS TO ENABLE
ATTACHMENTS FOR ABSENCE RECORDS
The Attachments feature enables an Administrator, Manager, or Employee to attach files when
recording an absence. An employee may need to submit documents for absence requests where proof
is required, such as medical certificates for an extended sick leave. Attachments include files and links.
Select the Add Attachment Button on the Schedule Absences Page
53
Attachments Dialog Box
STEPS TO ENABLE
To enable the attachments feature on the absence recording pages for an employee, manager, or
administrator:
1. Click Manage Absence Types in the Absence Administration work area.
2. Click Display Features on the Create Absence Type page.
3. Select Enabled in the Attachments row, in the Primary Absence Details section.
Attachments

You can attach any number of files. However, the combined file size must not exceed the maximum limit
of 2 MB for an absence record.
54
HCM CLOUD MOBILE - SCHEDULE ABSENCES

You can view a list of the employees available balances and planned absences for the different absence
types. Employees can also request an absence from the different absence types and frequencies.
STEPS TO ENABLE
KEY RESOURCES
55
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
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
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.
You 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.
You select the rule in the Coverage and Rate Date Ranges section of the Enrollment step in the Create or
Edit Plan or Program page of the Plan Configuration work area.
The Rate Start Date field in the Plan Configuration Work Area
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.
STEPS TO ENABLE
56
KEY RESOURCES
For more information about the new rate start date rule, go to Applications Help for the following topic:
Rate Start Date for Flexible Spending Account Plans: Critical Choices.
EXTRACTING BENEFITS DATA USING HCM EXTRACTS

You now have an additional way of extracting benefits data. The existing Benefits Extract functionality
produces an HR-XML standard formatted file of enrollment data for onward transmission to third-party
benefits carriers. In addition to using the Benefits Extract for reporting purposes, you can also use the
generic HCM Extracts functionality to extract benefits data using the available Benefits database items.
Use HCM Extracts to create your own reports and extracts in different formats.
You create extracts using the Manage HCM Extracts page in the Data Exchange work area.
The Edit Extract Definition Page in the Data Exchange Work Area
STEPS TO ENABLE
KEY RESOURCES
For more information about extracting benefits data, go to Applications Help for the following topics:
Extracting Benefits Data Using HCM Extracts: Points to Consider

Defining an Extract: Worked Example
57
BENEFITS FORMULA EVALUATION

Check 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 necessarily use the participation evaluation process and
enrollments to test the formula.
Now you can check to see if your formula works as expected even before you complete your plan
configuration, thus reducing errors during implementation.
You test your formulas in the Formula tab of the Evaluation and Reporting work area.
The Formula Tab in the Evaluation and Reporting Work Area
STEPS TO ENABLE
KEY RESOURCES
For more information about testing benefits formulas, go to Applications Help for the following topic:
Benefits Formula Evaluation: Points to Consider

CONTINUING BENEFITS TYPE

Report to benefits carriers 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
58
you define a life event, you can now specify to carriers about the existence of end-dated offerings and
any associated dependents. You can comply with any reporting requirement associated with the
continuation of benefits coverage to its next phase.
You specify the continuing benefits type in the Create or Edit Life Event page in the Plan Configuration
work area.
STEPS TO ENABLE
CLOSE ENROLLMENT PROCESS RULE
Use the new rule to control which life events must close or remain in the Started status when you run
the Close Enrollment process. You can now configure the process to either close life events irrespective
of their enrollment period end date or close the events only if the enrollment period end date is met.
The Close Enrollment Rule list is available as part of the parameters page of the Close Enrollment
process in the Evaluation and Reporting work area.
59
Close Enrollment Rule
STEPS TO ENABLE
60
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
A new task available in plan setup, called Configure Hierarchies, enables you to create up to three
hierarchies for a single compensation plan to give multiple managers access to the same workers.
A hierarchy determines the workers that appear on each manager's worksheet. The source of these
hierarchies can be the primary line manager hierarchy, another manager hierarchy, a formula, or a
position or department tree.
The primary hierarchy, what we have today, determines the approval chain, the path that budgets roll
down, and modeling usage.
The secondary and the review hierarchies 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 those proposals.
For each hierarchy, you can configure how to handle a worker who does not have a manager and the
default access level.
Configure Up to Three Hierarchies
61
Managers See Plans for Which they have Access
If a manager doesnt have a secondary managed plan or other plan to review, those regions dont
appear on the Compensation Plans page.
STEPS TO ENABLE
Use the Configure Hierarchies task when you set up your workforce compensation plan.
Examples are:
Create a country-based primary hierarchy that enables country leaders to manage the
budget, and a secondary hierarchy that allows line managers to manage the compensation
for their organization.
Give a dotted line manager access to a workers compensation if the worker completed a
project for the manager.
KEY RESOURCES
For more information about matrix hierarchies, go to Applications Help for the following topics:
Matrix Hierarchies: Explained

Matrix Hierarchies: Points to Consider
62
HIDE INELIGIBLE WORKERS FROM WORKFORCE COMPENSATION WORKSHEET

You can now hide workers made ineligible manually or by the start or refresh processes when tracking
ineligible workers.
STEPS TO ENABLE
Select the Hide ineligible workers on the worksheet check box when you configure plan eligibility.
KEY RESOURCES
For more information about hiding ineligible workers, go to Applications Help for the following topic:
Ineligible Workers: Points to Consider

PREVENT WORKSHEET SUBMISSION USING NEW ALERT TYPE

You can enable managers to save their worksheets but not submit when they trigger a custom alert
using a new alert type called Error preventing submit. Previously, managers could not save their
worksheets if they triggered an error. Now, managers can save their work even though the worksheet
contains this error.
STEPS TO ENABLE
Configure a custom alert using the new alert type, Error preventing submit, when you create or edit a
workforce compensation plan.
KEY RESOURCES
For an example showing this feature, go to Applications Help for the following topic:
Custom Alerts: Examples

IMPORT DATA INTO EXTERNAL DATA TABLES

A new Manage External Data task in the Compensation work area enables you to import data from a
third-party or legacy system using Oracle ADF Desktop Integration Add-in for Microsoft Excel. You can
then use this data in a workforce compensation plan or display it in a total compensation statement.
To import data from an external source you:
Create different record types to identify the source or purpose of the data by configuring
the lookup type CMP_EXTERNAL_DATA_RECORD_TYPE.
63
Configure the CMP_EXTERNAL_DATA_RECORD_TYPE
Use the Manage External Data page to open the spreadsheet template to populate your
data and then import the data into the application.
Use the Manage External Data Page to Populate and Import your Data into the Application
64
To use the data in the total compensation statement or on the worksheet, you configure a
compensation item to include in a total compensation statement, or the default values in the property
settings for a worksheet column. You change the delivered column names by providing an Item Name or
Display Name.
Select the Record Type and Column to Use as a Compensation Item in a Total Compensation Statement
Select a Record Type and Column to Use as a Default Value in a Workforce Compensation Worksheet Column
Change the Column Display Name
65
STEPS TO ENABLE
1. Install Oracle ADF Desktop Integration for Excel on users desktops to import external data.
2. To add External Data you can use one of the two options:
Add External Data into Total Compensation Statement as an Item, and then finish the
category and statement definition configuration.
Add External Data into Workforce Compensation using a custom worksheet column, and
then finish the plan configuration and start the compensation cycle.
3. Use the external data to:
Create a compensation item with External Data as the source and add the item to a
category used in a total compensation statement.
Configure External Data as the default value of a Workforce Compensation worksheet
column.
MIGRATE TOTAL COMPENSATION STATEMENT USING FUNCTIONAL SETUP MANAGER

New services enable you to migrate total compensation statement definitions and all categories and
items between environments.
Migrate Total Compensation Statements Using FSM
66
STEPS TO ENABLE
ENHANCED SALARY AND INDIVIDUAL COMPENSATION APPROVAL NOTIFICATIONS
You can now add comments and attachments to salary and individual compensation approval
notifications. Comments and attachments are available to all approvers. You can also configure salary
and individual compensation approvals using the simplified HCM approvals page. The Manage Approval
Transactions for Human Capital Management task is available from Functional Setup Manager.
Add Comments and Attachments
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You can still configure salary and individual compensation approvals from the BPM Worklist.
Configure and Edit Approval Rules for Salary
Configure and Edit Approval Rules for Individual Compensation
STEPS TO ENABLE
68
CONVERT WORKER-LEVEL BUDGET AMOUNTS INTO LOCAL CURRENCY

Convert worker-level budget amounts easily into local currency using a dynamic calculation and new
Currency Conversion Rate columns available for each component. Worker-level budgets are stored in
corporate currency and sometimes must be converted to local currency for use in calculations.
The following screen capture illustrates this feature and its benefits.
Create Dynamic Calculation
STEPS TO ENABLE
There are no steps necessary to enable this feature. The Release Feature Summary action should be
Automatically Available.
69
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
individual or team basis, you get the added benefit of helping foster greater team building while
focusing on business outcomes.
MY COMPETITIONS
You can quickly see the latest status of any competition from the About Me by going to Competitions and
My Competitions page in the simplified user interface.
My Competitions Page
STEPS TO ENABLE
70
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.
Leader Board
STEPS TO ENABLE
QUICK AND EASY COMPETITION CREATION
Competition creation is now made quick and simple. Using the four-step wizard, you can easily create a
competition by providing start and end dates, inviting participants, defining how you get points, and
what the awards are.
Competitions Four Step Wizard
71
STEPS TO ENABLE
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.
Competition Details
STEPS TO ENABLE
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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.
PERSON EXTRA INFORMATION EFFECTIVE DATING
The Extra Information tab in the Manage Person page is enhanced to provide date tracking capabilities.
You can now update and correct, and store and retrieve date effective, extra information data for a
person.
STEPS TO ENABLE
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 pop-up 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.
73
STEPS TO ENABLE
POSITION MANAGEMENT ENHANCEMENTS DEFAULTING OF ADDITIONAL ATTRIBUTES FROM
POSITION
Two new attributes are added to the Assignment page:
Full Time or Part Time

Regular or Temporary fields
The following assignment attributes are now derived from the position:
Full Time or Part Time

Regular or Temporary
Line Manager
STEPS TO ENABLE
74
POSITION MANAGEMENT ENHANCEMENTS POSITION SYCHRONIZATION

Position synchronization is inheritance of values in an assignment from the values specified in the
associated position. Attributes that are configured to be synchronized will be displayed as read-only in
the assignment and will inherit their values form the position.
Synchronized attributes which are blank at the position can be edited in the assignment.
If you allow override at the assignment, then an attribute Synchronize from Position is displayed in the
Manage Employment page. If the Synchronize from Position attribute is set to Yes, then the assignment
derives the values from the position.
If you update an existing position in the Manage Positions page and change any configured attribute,
then all incumbents active assignments inherit that change.
Position Synchronization
STEPS TO ENABLE
As a Human Resources Administrator, you need to configure the attributes that you want to synchronize
from position to the assignment, at the enterprise or legal employer levels.
75
You can also configure if the end-user can change the synchronized attributes in the assignment by
selecting the Allow Override at Assignment check box in the Position Synchronization Configuration
section.
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 available. If overlap is not 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 a vacant FTE or headcount.
STEPS TO ENABLE
The validation on the number of incumbents is available out of the box for new customers.
Upgrading customers must enable it to use the new validation. To enable the validation:
1. Add the predefined organization information extensible flexfield Position Incumbent
Validation" to the Manage Enterprise page.
2. Select the Apply Incumbent Validation attribute in the Position Incumbent Validation section in
the Edit Enterprise page.
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ABILITY TO ADD TRANSACTION INITIATOR AS A CHECKLIST TASK PERFORMER

Tasks on a checklist can be assigned to performers either individually or through roles. The tasks can
now be assigned to the person who initiated the transaction.
Task Creation
STEPS TO ENABLE
ACCESS PERSON INFORMATION WHILE WORKING ON A CHECKLIST TASK
The performer or the owner can view the basic details of the person for whom the task is being
performed, on a checklist task notification. Performers or owner can click the Person Contextual Action
(PCA) icon to view additional details about the person including department and location.
Person Basic Details
77
STEPS TO ENABLE
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.
How to Create Delays When Creating Tasks
STEPS TO ENABLE
RESTRICT CHECKLIST TEMPLATE TO A LOCALIZATION
As a Human Resources Specialist or a Line Manager, you can choose a template that is applicable to all
countries or a specific localization to assign to an employee. You can select the localization when you
create a checklist template.
Checklist Template Creation
78
STEPS TO ENABLE
ABILITY TO UPDATE ACTUAL START AND END DATES FROM THE NOTIFICATION
You can also modify the default actual start and end dates in a checklist task notification. The task actual
dates get updated accordingly in the checklist.
Start and End Dates Entry
STEPS TO ENABLE
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 accessing the Manage Collective Agreements task from the
Workforce Structures or Setup and Maintenance work area.
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Manage Collective Agreements
You can link a persons assignment or employment terms to a collective agreement by using the Add
Person, Create Work Relationship, or Manage Employment user interfaces.
Link Collective Agreements
STEPS TO ENABLE
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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.
Configure Seniority Dates
You can view and edit the seniority dates of a person at different levels by using the Manage Seniority
Dates user interface in the Person Management work area, provided the configuration allows you to.
View and Edit Seniority Dates
81
STEPS TO ENABLE
To access the Manage Seniority Dates user interface, you must set up at least one seniority date rule in
the Configure Seniority Dates task.
ENHANCEMENTS FOR 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.
STEPS TO ENABLE
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APPROVAL NOTIFICATION PERSONALIZATION

As a Human Resources (HR) Administrator, you can now personalize HCM approval notifications.
Personalizing Approval Notifications
Using the Oracle Page Composer, you can selectively show and hide various components of the
notification, including fields, labels and regions.
Display Options
You can edit labels, color, and the page layout.
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Content Style Options
You can also add custom text and external links to the page. This table shows Work Structures approval
transactions that are available to personalize.
Creates
Create Grade
Create Grade Ladders
Create Grade Rate
Create Job
Create Job Family
Create Positions
Create Organization
Create Location
Updates
Update Grade
Update Grade Ladders
Update Grade Rate
Update Job
Update Job Family
Update Positions
Update Organization
Update Location
Deletes
Delete Grade
Delete Grade Ladders
Delete Grade Rate
Delete Job
Delete Positions
Delete Location
This table shows HR approval transactions that are available to personalize.

HR Approval Transactions
Add Contingent Worker
Add Pending Worker
Promotions
Create New Contract
Change Manager
Manage Work Relationship
Add New Person

Add Work Relationship
Transfer
Manage Directs
Change Work Schedule
Add Non Worker

Manage Employment
Create New Assignment
Change Location
Termination
STEPS TO ENABLE
.
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ADD COMMENTS AND ATTACHMENTS WHEN SUBMITTING A TRANSACTION FOR APPROVAL

As the initiator of a transaction, you can now add comments and attachments when submitting the
transaction for approval. You can provide relevant information, instructions, and related documents,
along with the transaction to enable subsequent approvers to make informed decisions related to the
approval.
Comment and Attachment Example
This table shows Work Structures approval transactions that are available to add attachments and
comments.
Creates
Create Grade
Create Grade Ladders
Create Grade Rate
Create Job
Create Job Family
Create Positions
Create Organization
Create Location
Updates
Update Grade
Update Grade Ladders
Update Grade Rate
Update Job
Update Job Family
Update Positions
Update Organization
Update Location
Deletes
Delete Grade
Delete Grade Ladders
Delete Grade Rate
Delete Job
Delete Positions
Delete Location
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This table shows HR approval transactions that are available to add attachments and comments.
HR Approval Transactions
Add Contingent Worker
Add Pending Worker
Promotions
Create New Contract
Change Manager
Manage Work Relationship
Add New Person

Add Work Relationship
Transfer
Manage Directs
Change Work Schedule
Cancel Work Relationship
Add Non Worker

Manage Employment
Create New Assignment
Change Location
Termination
STEPS TO ENABLE
AUDIT OF HCM DATA ROLES AND SECURITY PROFILES
Oracle Fusion Applications supports the audit of changes to various business objects. You can now use
this functionality to track and audit changes to HCM data roles and security profiles. Once audit is
configured for these business objects, a user with the Internal Auditor job role can review any changes,
identify who made them, and see when they were made in the Audit Reports work area.
Reviewing Changes to HCM Security Profiles in the Audit Reports Work Area
86
STEPS TO ENABLE
By default, changes to HCM data roles and security profiles arent tracked. To enable tracking and
subsequent audit:
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
Sign in as the Application Implementation Consultant.

Select Setup and Maintenance from the home page.
Search for and select the Manage Audit Policies task.
Click Configure Business Object Attributes in the Oracle Fusion Applications section on the
Manage Audit Policies page.
Set Application to HCM Core Setup on the Configure Business Object Attributes page.
Select an object in the Audit column of the table of business objects that appears. For example,
select Person Security Profile or Data Role. The Audited Attributes section of the page shows
any attributes that will be audited for the selected object.
Click Create to update the list of attributes when the Select and Add Audited Attributes dialog
box opens.
Select an attribute for audit and move it to the Selected Attributes section in the Available
Attributes section.
Click OK to close the dialog box.
Click Save and Close.
Set Audit Level to Auditing in the Oracle Fusion Applications section on the Manage Audit
Policies page.
Click Save and Close.

To turn off all auditing for Oracle Fusion Applications, set Audit Level to None in the Oracle Fusion
Applications section of the Manage Audit Policies page.
FUTURE DATED POSITIONS AND ORGANIZATIONS
Organization security profiles include a new option, Include future organizations. Position security
profiles include a new option, Include future positions. These options, which are deselected by default,
control whether users can access future-dated objects that satisfy all other criteria in the security
profile.
For example, if you create an organization security profile to include all enterprise departments, then
users cant access departments with future start dates unless you select Include future organizations.
87
Option to Include Future Organizations in an Organization Security Profile
Option to Include Future Positions in a Position Security Profile
STEPS TO ENABLE
By default, future-dated organizations and positions arent included in existing organization and position
security profiles. If appropriate, you can update existing organization and position security profiles to
include future-dated organizations and positions.
SHARED PERSON INFORMATION IN PERSON SECURITY PROFILES
Until now, any person information that was shared with the signed-in user was included unconditionally
in person security profile data instance sets. Having to include this information was causing
performance problems, even though the Information Sharing feature isnt widely used. Therefore, its
been decided to make the inclusion of shared information optional. On the Create Person Security
Profile and Edit Person Security Profile pages, you now see the Include shared people information
option, which is deselected by default. If you want to include shared information in the security profile
data instance set, then you must select this option.
88
Option to Include Shared Person Information on the Create Person Security Profile Page
STEPS TO ENABLE
By default, shared person information is still included in existing person security profiles unless Access
to Own Record is the only other criterion in the security profile. If appropriate, you can update existing
security profiles to deselect Include shared people information.
AUTOPROVISIONING FOR THE ENTERPRISE
The Apply Autoprovisioning button, which updates autoprovisioning for the enterprise, has been
removed from the Create Role Mapping and Edit Role Mapping pages. Having this button available in
role mappings was causing performance problems, as users were applying autoprovisioning repeatedly
and generating large volumes of provisioning requests. Instead, youre recommended to run the
Autoprovision Roles for All Users process after creating or editing role mappings and after loading
person records in bulk.
The Apply Autoprovisioning Button is removed from Create Role Mapping and Edit Role Mapping Pages
STEPS TO ENABLE
.
89

Users who have the Application Implementation Consultant or IT Security Manager job role can run
Autoprovision Roles for All Users.
90
CHANGES TO PRIVILEGES FOR PREDEFINED JOB ROLES

The following three topics describe changes made to the privileges for predefined job roles.
Removal of the Import Worker Privilege from the IT Security Manager Job Role
Authorization to run the Send Personal Data for Multiple Users to LDAP Process
Removal of the Edit User Name Action from workers and line managers
REMOVAL OF THE IMPORT WORKER PRIVILEGE FROM THE IT SECURITY MANAGER JOB ROLE
Until now, the IT Security Manager job role has inherited the Import Worker privilege. This privilege is
not appropriate for the IT Security Manager job role and is removed in this release. Only the Human
Capital Management Application Administrator job role inherits the Import Worker privilege.
AUTHORIZATION TO RUN THE SEND PERSONAL DATA FOR MULTIPLE USERS TO LDAP PROCESS
After loading person records in bulk, youre recommended to run the Send Personal Data for Multiple
Users to LDAP process to correct any differences in the person data held by HCM and Oracle Identity
Management. Until now, HR Specialists could run this process. From this release, HR Specialists are no
longer authorized to run the process. Only users who have the Human Capital Management Application
Administrator job role can run Send Personal Data for Multiple Users to LDAP.
The following screen capture shows the process in the Search and Select dialog box in the Scheduled
Processes work area. The signed-in user has the Human Capital Management Application Administrator
job role.
The Process is Available to Human Capital Management Application Administrators Only
91
REMOVAL OF THE EDIT USER NAME ACTION FROM WORKERS AND LINE MANAGERS
Until now, users have been able to edit their own user names by selecting the Edit User Name action on
the Manage User Account page. Line managers have been able to edit the user names of their reports in
the same way. Being able to edit user names is inappropriate for these users. Therefore, in this release,
the Edit User Name action is removed from the Manage User Account page for workers and line
managers. Edit User Name remains available to HR specialists on the Manage User Account page.
Edit User Name Remains Available to HR Specialists
STEPS TO ENABLE
PERSON MANAGEMENT ACCESS
The Person Management entry in the Navigator is now secured by the Manage Person Work Area
functional privilege. Until this release, the Person Management entry was secured by the Search Person
functional privilege. Review custom roles that access the Person Management work area to ensure that
they have the Manage Person Work Area functional privilege.
The Person Management Entry in the Navigator
92
STEPS TO ENABLE
To review the role hierarchy of a custom role, you can use the Security Console. Edit the role and review
functional privileges on the Functional Security Policies page. Ensure that you add the Manage Person
Work Area functional privilege to any custom role that is currently accessing the Person Management
work area by means of the Search Person functional privilege.
SEND PENDING LDAP REQUESTS
Typically, you schedule the Send Pending LDAP Requests process to run daily. This process sends futuredated and bulk requests for user accounts and roles to Oracle Identity Management. Send Pending LDAP
requests has been updated to prevent it from terminating prematurely and reporting an inaccurate
status. The process now pauses until all requests are processed before completing. In addition, logging
details have been improved to facilitate error diagnosis.
STEPS TO ENABLE
USER DETAILS SYSTEM EXTRACT REPORT
The User Details System Extract Report is an Oracle BI Publisher report that provides details of selected
user accounts. Until now, the report didnt include pending workers. From this release, pending workers
with user accounts can appear in the report.
Accessing the User Details System Extract Report in the Reports and Analytics Work Area
93
STEPS TO ENABLE
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.
HCM CLOUD MOBILE - SELF SERVICE TRANSACTIONS
HCM Cloud Mobile now supports additional self-service transactions for both managers and employees.
For managers, three new transactions are available: Promote, Change Manager and Manage Salary.
Each transaction is found in the Actions menu and can be configured to include Action and Action
Reason fields.
For employees, two new transactions are available: Update Bio and Update Profile Photo.
The biographical data fields can be customized to best meet an organizations needs.
STEPS TO ENABLE
Required fields are indicated in bold.

Workflow approval may be required for these transactions and the changes will not be
represented until the proper workflow approvals have been obtained.
94
HCM CLOUD MOBILE - MANAGER SELF SERVICE TRANSACTIONS

As a manager, you can perform the following self-service actions on a worker:
Promote Worker: You can promote a worker from your mobile device.
Change Salary: You can change the salary of a worker from your mobile device.
Change Manager: You can change the manager for a worker to a new manager from your
mobile device.
STEPS TO ENABLE
To enable this feature, refer to Oracle Tap: Enabling Self-Service Transactions (Doc ID 2006271.1).
KEY RESOURCES
HCM CLOUD MOBILE - WORKER DETAIL AND PUBLIC PROFILE
Worker Detail and Public Profile gives the employees a way to search and view a list of workers across
the organization and view the public profile of these workers. The public profile consists of generic
information about the worker such as contact information, department, location, areas of interest,
experience and number of directs. Employees can also export this contact information from Fusion
HCM Cloud into their device contact list, if they choose.
STEPS TO ENABLE
KEY RESOURCES
HCM CLOUD MOBILE - ORGANIZATION NAVIGATOR
You can view and navigate the organization in an organization chart, then select a peer, manager or
direct and view their profile in your mobile device.
STEPS TO ENABLE
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KEY RESOURCES
HCM CLOUD MOBILE - UPDATE BIOGRAPHICAL INFORMATION
You can update your biographical information directly on mobile device.
STEPS TO ENABLE
To enable this feature, refer to the Oracle Tap: Enabling Self-Service Transactions (Doc ID 2006271.1)
KEY RESOURCES
96
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 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 more easily submit a QuickPay process by selecting the Calculate QuickPay task from the task
pane or from the Actions menu on the Manage Element Entries page in the Payroll Calculation work
area. Use this task to process a correction or payment outside the usual payroll run, for example to
process a new hire payment when the information was received too late for the last payroll period. The
QuickPay process automatically enters information for the person based on the effective date you
specified in the payroll search. For example, the process automatically specifies the persons payroll, the
period name, and a default naming convention for the payroll flow name.
Fields to Complete for the QuickPay Process
STEPS TO ENABLE
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TASKS FOR MANAGING BALANCE GROUPS

Using the balance group feature you can easily control the balances you view in the application, reports,
or archives. To control the balances included in a balance group you simply specify default inclusions or
restrictions. Default inclusions are combinations of balance categories and dimensions. Any balance
definitions you subsequently create, manually or through the element template, that meet those
criteria are automatically included in the group.
Balance Group Default Inclusions Page Showing the Balance Categories and Balance Dimensions that can be Included in
the Balance Group
Balance group usages indicate how a particular balance group is used. Some examples of balance group
usages include: Statement of Earnings, Global Archive, and Global Payroll Run Result Report.
Balance Group Usages page showing usages for the Absence Balance Group
.
98
IMPORTANT: If you select Table as the format for a balance group, all the balances in the balance group
are returned one line at a time in a table layout.
STEPS TO ENABLE
To control how a balance group usage will appear, select either the matrix format or the
table format.
For a matrix format, you select balance dimensions as columns in the matrix. Only the
balance dimensions that you select as columns for the matrix are displayed.
If you select the matrix format, you can select one of the sort methods listed below:
o
o
o
Name - Sorts balance values by balance name.

Value - Sorts balances by the actual balance value.
Static Order Sorts balance values in a sequence you specify.
KEY RESOURCES
For more information about balance groups, go to Applications Help for the following topics:
Balance Group Usages: Examples

Balance Groups and Usages: Explained
Creating Balance Groups and Usages: Worked Example
Rules for Editing Balance Groups and Their Usages: Explained
ROLL UP PAYMENTS TO THIRD-PARTY ORGANIZATIONS

Use the Run Third-Party Payment Rollup flow pattern when you submit a process from the Payroll
Distribution work area to produce a single payment amount of combined employee deductions for each
third-party payee, such as a court or union.
99
Run Third-Party Payment Rollup Flow Pattern
STEPS TO ENABLE
PAYROLL COSTING REPORT
Typically you run the Payroll Costing Report before you transfer the results to general ledger. You view
the output in a Microsoft Excel spreadsheet where you can verify the results of costing processes.
Specify report parameters to control the output:
Scope: Select the Detailed parameter to view the costing breakdown by person and entry.
Select the Summary parameter to display results that you will transfer and post to Oracle
Fusion General Ledger or a third-party financial provider.
Process: Restrict the report to one type of costing, for example, to review corrections such
as cost adjustments or retroactive costing, or leave the parameter blank to view the results
of all costing processes.
Start and end dates: Specify the time, such as a payroll period or accounting period.
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Parameters for the Payroll Costing Report
STEPS TO ENABLE
Ensure that the start and end dates span the effective date of the costing process. Costing processes use
the process end date as the effective date. The following processes use the process date: cost
adjustments, costing of balance adjustments, partial period accruals, payroll calculations, retroactive
pay calculations, QuickPay calculations, voids, and reversals.
KEY RESOURCES
For more information about this report, go to Applications Help for the following topic:
Payroll Costing Report

101
EXPANSION OF PAYMENT METHOD CRITERIA

You can use criteria to set up rules that derive payment sources within a single tax reporting unit (TRU).
The prepayments process identifies the source bank information using the employee's TRU and any
additional payment criteria that you define.
The Revised Payment Method Rules Section of the Manage Organization Payment Methods Page
STEPS TO ENABLE
To use this feature you must create an Information element named Default Payer and two formulas to
handle the payment rules. For example, if you want to pay a specified department from a special
payment source, you must create one formula to get the department name and a second formula to get
assignment IDs by the specified department. You can find the detailed steps in the help topic listed
below.
KEY RESOURCES
For more information about creating formulas and the Default Payer element, go to Applications Help
for the following topic:
Deriving Payment Sources by Department: Worked Example

102
PAYROLL CYCLE FLOW PATTERN ENHANCEMENTS

You can process the key tasks in a payroll cycle by submitting the Global Simplified Payroll Cycle flow.
This flow includes tasks you typically perform during the payroll cycle:
Calculate current and retroactive payroll entries, and verify the results
Calculate payments and verify the results
Archive and distribute payments, and verify the results
Transfer and post costing entries to Oracle Fusion General Ledger
Tasks in the Global Simplified Payroll Cycle Flow
STEPS TO ENABLE
Use the Manage Payroll Flow Pattern task in the Payroll Checklist work area to copy and customize the
flow pattern for the Global Simplified Payroll Cycle flow. Add or delete tasks in the flow pattern. For
example, you might add BI Publisher Report tasks to include your BI Publisher reports in the payroll
cycle.
103
UPDATE USER-DEFINED LEGISLATIONS

You can now correct payroll rules for countries or territories that arent initially provided by Oracle. Use
the Configure Legislations for Human Resources task to correct rules for a legislation that you previously
defined.
IMPORTANT: The corrections you can make are limited for legislations that are already implemented
and in use.
The Configure Legislations page includes two new columns to indicate which legislations are:
Predefined
Implemented, meaning that objects such as element classifications and balances already
exist for that country or territory
The following screen capture shows these new columns.
Installed Legislations Page Showing New Predefined and Implemented Columns
You can view payroll rules for predefined legislations, but you cant update them.
You can configure these areas:
Legislative rules
Element classifications
Payment types
Component groups
Balance dimensions
Under legislative rules, you can now map each person type to a payroll relationship type: Element
Entries Only, or Standard. Select Element Entries Only if your use of payroll relationships is limited to
element entries, for example to extract data for a third-party payroll provider.
The following screen capture shows the new Payroll Relationship Type Mapping section.
104
Payroll Relationship Type Mapping Section of the Manage Legislations Page
STEPS TO ENABLE
Your ability to edit the payroll rules for a legislation may depend on the other objects you have created.
For example:
1. You cant edit:
Currency after saving a legislation because it would impact the generated balances
Tax Year Start after running a payroll
2. You cant remove:
An element classification if you have created an element in that classification

A balance dimension if you have created balances with that dimension
A payment type if you have created payment methods for that payment type
A component group if you have created calculation cards for that component group
KEY RESOURCES:
For more information about configuring legislations, go to Applications Help for the following topic:
Payroll Legislative Data: Explained

105
NEW COUNTRY FIELD FOR PERSONAL PAYMENT METHODS TO SUPPORT INTERNATIONAL

PAYMENTS
The new Country field makes it easier to pay people in your enterprise using international payments.
You can create a personal payment method to pay a person in a different country, such as an employee
who works temporarily in another country and receives EFT payments directly.
Complete these steps:
1. In the Payroll Distribution work area, use the Manage Organization Payment Methods task to
create a payment method.
2. Select International Transfer from the Payment Type field and complete the remaining setup
information.
3. In the Payroll Calculation work area, use the Manage Payroll Definitions task to add the
payment method to the appropriate payrolls.
4. In the Payment Distribution work area, use the Manage Personal Payment Methods task to
search for and select a persons payment method record.
5. Create a payment method and select the organization payment method with the International
Transfer payment type.
6. In the Country field, select the country of the bank account where a person is paid. Enter the
appropriate bank details.
7. Complete the remaining information and save the record.
Create an International Payment Method.
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STEPS TO ENABLE
Complete these steps to use the simplified bank account page and to enable the Country field.
1. Enable the simplified bank account page using Oracle Page Composer. For detailed steps, refer
to the Simplified Bank Account Page feature, described elsewhere in this document.
2. Customize the Personal Payment Method section on the Manage Personal Payment Methods
page using Oracle Page Composer. Enable the Country field component and its list of values.
You can edit the Country list only for organization payment methods with an International
Transfer payment type.
The default value in the Country list is based on the country code of the legislative data
group.
KEY RESOURCES:
For more information about payment methods, go to Applications Help for the following topics:
Organization Payment Methods: Explained

Entering Bank Information for Personal Payment Methods: Critical Choices
For more information about using Page Composer, refer to the following guide on the Oracle Help
Center:
Oracle Applications Cloud: Customizing the Applications for Functional Administrators

ENHANCED SUPPORT FOR RATE DEFINITIONS

We have enhanced the Manage Rate Definitions page to provide new options for defining rates, in
addition to the existing options based on payroll balances or element input values. Now you can also
calculate and retrieve rates from other rate definitions, or using values defined by criteria, or by calling a
formula, for example to retrieve a rate from a user-defined table.
Other enhancements support currency conversions and rate conversions that enable you to use the
part-time or full-time status of employees.
With these enhancements, you can:
Set up separate base rates of pay for different types of employees. For example, if each set
of employees receives an allowance that's a percentage of the base rate, you only need to
define one allowance rate that's calculated based on the two rates that have the Base Rate
check box selected.
107
Use elements to retrieve values from an element input value or post values to an element
input value. The element input value must have a special purpose of either Primary Input
Value or Factor. For example, you would select the Primary Input Value special purpose for
an amount value, such as a salary figure. For a factor value, such as a bonus that you
calculate as 10 per cent of average earnings, you select the Factor special purpose.
Create Rate Definition Page Showing the Element Category
Create Rate Contribution Page Showing the Return FTE Rate Check Box
STEPS TO ENABLE
108

The rates process converts periodicities using these values:
52 weeks per year

12 months per year
260 working days per year
To use different conversion rates, define your own formula using the Rate Convertor formula type and
select it in the Periodicity Conversion Formula field on the Create Rate Definition page.
KEY RESOURCES
For more information about rate definitions, go to Applications Help for the following topics:
Rate Definitions: Explained

Creating Rate Definitions: Points to Consider
Rate Contributors for Derived Rates: Points to Consider
GROSS-TO-NET REPORT BASED ON PROCESS DATE

When you submit the Gross-to-Net report from the Payroll Calculation work area, specify a date range.
The date range must include the process date, such as the process date of the payroll run. The results of
the report depend on the number of payroll calculations completed for the payroll within the date
range.
Consider the following example:
1. You calculate the payroll for semimonthly payrolls. The process date of the first payroll run is
offset to the second payroll period. The following table displays the balances for each payroll
run.
Payroll Period
Process Date
Balance
Total
January 1-15
January 17
January 16-31
January 31
Standard Earnings
Employee Tax Deductions
Employer Liabilities
Standard Earnings
Employee Tax Deductions
Employer Liabilities
3,200.00
1106.66
468.80
3,200.00
1391.73
468.80
2. You submit the Gross-to-Net report with a start date of January 16 and an end date of January
31.
3. Both process dates fall in the second payroll period, so the report displays the combined results
of both payrolls.
109
The following screen capture shows the results of the combined payrolls, because the process date of
each payroll falls in the same payroll period.
Gross-to-Net Report Displays the Results of Both Payrolls.
STEPS TO ENABLE
When submitting the report, specify a date range for the payroll period that includes the process date of
the payroll calculations to view.
REPORT YEAR-TO-DATE SUMMARY
A new Report YTD Summary parameter was introduced in Release 9 for the Payroll Activity and Payroll
Register reports. The Release 9 Whats New explained which values to set for the Report YTD Summary
and Scope parameters to control the output.
In Release 10 the Statutory Deduction Report now includes this parameter. The Scope parameter works
the same way as described in Release 9 for the other reports.
110
STEPS TO ENABLE
REPORT PAYMENT AND NONPAYMENT BALANCES
When you process a reversal or balance adjustment, you decide whether to include or exclude the
balances from the payment. When you submit the Payroll Activity, Payroll Register, or Statutory
Deduction Register reports, you specify which balances to display. If you leave the parameter blank, the
report displays both payment and nonpayment balances.
The following screen capture shows the Balances Reported parameter.
Balances Reported Parameter
When you submit the report, you can optionally specify the Scope and Report YTD Summary
parameters. These parameters determine how the balances are reported and whether you can select a
value for the Balances Reported parameter.
Report Parameter
Parameter Value
Report Results
Scope
Scope
Summary
Detail
Report YTD Summary
No or blank value
Report YTD Summary
Yes
The total is displayed for the payment and nonpayment balances

Payment and nonpayment balance details are listed in the Include in
Payment report section
Balances are based on the value selected for the Balances Reported
parameter
Payment and nonpayment balance information is listed
Balances Reported parameter values are not available for selection
111
STEPS TO ENABLE
HCM CLOUD MOBILE - VIEW PAYSLIPS
You can view a list of payslips and open a PDF with more details on your device.
STEPS TO ENABLE
KEY RESOURCES
112
GLOBAL PAYROLL INTERFACE

This section describes new features that are relevant if you extract details from HCM, such as earnings
and deductions, to send to a third-party payroll provider.
PAYROLL INTERFACE REPORT FOR NGAS PAYROLL EXCHANGE
A new extract definition enables Oracle Fusion Global Human Resources to integrate with Payroll
Exchange from NGA Human Resources for third-party payroll processing. Use the predefined extract
definition and flow pattern to extract data in an XML format compliant with NGA standards.
The payroll interface extract for NGA includes global fields and country-specific fields for Australia. The
global fields include generic fields required by NGA for multiple locales. The country-specific fields are
typically for legislative requirements.
STEPS TO ENABLE
KEY RESOURCES
For more information about the extract definition for NGA, go to Applications Help for the following
topic:
Payroll Interface Report for NGA Extract Definition

CALCULATE GROSS EARNINGS PROCESS OPTIONAL FOR GLOBAL PAYROLL INTERFACE EXTRACTS
You are no longer required to run the Calculate Gross Earnings process before using the Global Payroll
Interface extract definition to extract data. By making this requirement optional, you can extract data
from element entries and provide it to your third-party payroll provider more frequently than once each
payroll period.
If you intend to extract data once per payroll period, it is recommended to first run the Calculate Gross
Earnings process. However, if you plan to extract data more frequently, such as daily or in the middle of
a payroll period, you can run the extract process at any time, but you should not run the Calculate Gross
Earnings process.
113

One of the following two approaches will be best suited for your third-party payroll provider when using
the Global Payroll Interface extract:
Approach 1:
o
o
o
o
Extract and provide data once per payroll period

Run Calculate Gross Earnings
Include calculated earnings balance values
Run subsequent reports, such as Element Result Register, Payroll Balance Report,
and Balance Exception Report
Approach 2:
o
o
Extract and provide data multiple times per payroll period

Include element entry values
Important: It is best to pick only one approach. If you change approaches in the middle of a payroll
period, the application will consider any records as changed, which could be misleading or incorrect.
STEPS TO ENABLE
KEY RESOURCES
For more information about the Global Payroll Interface extract definition, go to Applications Help for
the following topic:
Global Payroll Interface Extract Definition

114
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.
STEPS TO ENABLE
SUPPLEMENTAL TAXATION AND REPORTING ADDRESS STYLE
The address style you select determines which address attributes are available and maintained in the
application.
Depending on the country or territory and the country extension you select, you have one or both of the
following address style options, each providing its own validation:
Postal Address
Supplemental Taxation and Reporting Address
Supplemental Taxation and Reporting Address:

Defined for country extensions, this address style can add validation or attribute changes in the
application. For example, this style may add specific validation of postal codes, such as requiring a
specific number of characters in a specific sequence.
For Australia, 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.
115
Selected Extension, Address Style by Country and Address Validation Settings
If your selected extension is 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 that requirement.
STEPS TO ENABLE
TRADE SUPPORT LOAN SUPPORT
You can now comply with the statutory recording and reporting of Trade Support Loans (TSL) for
reporting to the Australian Taxation Office (ATO). TSL will be included with Higher Education Loan
Payments (HELP) amounts and reported as one value to the ATO.
STEPS TO ENABLE
116
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
This feature supports the recording of person and other human resources data specific to Austria, such
as:
Austrian Name Style and Formats, including Academic Titles

Austrian Address Structure with Validation
Social Insurance Number
Religion
Marital Status
Contacts
Visa and Permit Types and Categories
Localized Bank Information
The Ethnicity information is hidden to meet local statutory, business and cultural practices and
requirements.
An HR specialist can maintain the person information using the tasks under Person Management or New
Person work areas.
STEPS TO ENABLE
117
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.
This feature supports the recording of person and other human resources data specific to Bahrain, such
as:
Bahraini Name Style and Formats

Bahraini Address Structure with Validation
Validation of the following National Identifiers:
o
o
Civil Identity Number - The Civil Identity Number is validated for the numeric format
and maximum length of 10 digits.
Social Insurance Number - The Social Insurance Registration number is used to
identify a Bahraini and is mandatory for Social Insurance reporting. This number is
validated for numeric format only.
Mandatory entry of Date of Birth

Ethnicity
Religion
Contacts
Passports
Visa and Permit Types
Disabilities
Highest Education Level
Person work areas.
STEPS TO ENABLE
118
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.
This feature supports the recording of person and human resources data specific to Belgium, such as:
Belgium Name Style and Formats, with the First Name and Last Name as mandatory fields.
Belgium Address Structure with Validation
The following National Identifiers with Format Validation
o
RRN or BIS Number
Mandatory entry of Date of Birth and Marital Status

Contacts- If it is required, a contact can be shown to be a fiscal dependant and handicapped.
This is important for payroll calculations.
Passports
Religion and Ethnicity Information are hidden to meet local statutory, business and cultural practices
and requirements.
STEPS TO ENABLE
119
MAINTAINING EMPLOYMENT INFORMATION

This feature supports employment information specific to Belgium, such as:
Contract Type and details (End Contract Type, End Contract Reason, and Working Schedule
Pattern)
Worker Category
Social security deductions are based upon the type of contract an employee has with the company.
Consequently there is a need to record the contract type.
An HR Specialist can maintain the person and employment information using the tasks under Person
Management or New Person work areas.
STEPS TO ENABLE
120
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.
This feature supports the recording of person and human resources data specific to Brazil, such as:
Brazilian Name Style and Formats

Postal Code Format Validation
National Identifiers:
o
o
o
o
o
o
CPF with Validation Person General Register. It is the Income Tax National
Identifier.
RG General Register. Civil identification, also called Identity Card.
Foreigner ID - National Register of Foreigners
PIS with Validation Identifier in Social Integration Program
PASEP with Validation - Program of Public Servers Patrimony Formation
NIT with Validation- Worker Identification Number
Mandatory entry of Date of Birth and Gender

Ethnicity
Marital Status
Contacts
Passports
Disabilities
Religion and Region of Birth information are hidden to meet local statutory, business and cultural
practices and requirements.
STEPS TO ENABLE
121
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
You can now use the Load Geographies for Canada task to update geography-related information on
Canadian provinces, cities, and postal codes. Vertex publishes a geocodes file that reflects changes to
the geography information. This data is required for address validations and payroll calculations.
Running the Load Geographies Process
Once the file is installed, you must run this process to retrieve information from the file and load it into
the Oracle database tables. The geographies are loaded into the Trading Community Architecture (TCA)
database tables, which provide a centralized and consistent way to manage geographies. Once records
are loaded in the TCA tables, you can use the Manage Geographies interface to easily view and update
the data.
Some Canadian provinces and cities have both Canadian French and American English names. When the
names are different, both Canadian French and American English records are automatically loaded.
However if the name is the same, only one record is created.
The generated log files display details of the process run, as well as the records loaded.
122
STEPS TO ENABLE
You must run this process as part of your initial setup for the implementation project, as well as on a
monthly basis.
KEY RESOURCES
For more information on Load Geographies for Canada, go to Applications Help for the following topics:
Load Geography Information for Canada: Explained

Viewing and Editing Geography Information for Canada: Procedure
EMPLOYMENT EQUITY INTERFACE

Employers covered by the Employment Equity Act are required to submit the Employment Equity Report
to the Minister of Labour on or before June 1st of every year.
You can now use the Run Employment Equity Interface task to create the following three Text Tab
Delimited (txt) import files containing employee information pertaining to the preceding calendar year
(January to December):
employee.txt
term.txt
promo.txt
These files contain employment information pertaining to the designated groups of women, people with
disabilities, aboriginal people, and visible minorities.
You can upload these files into the Workplace Equity Information Management System (WEIMS)
database of the government.
You can run this report for the following two parameters:
Year: Displays information for the reporting year.

North American Industry Classification System (NAICS) Code: This is an optional parameter
and if used, generates files for a specific code.
STEPS TO ENABLE
There are no steps necessary to enable this feature. An HR Analyst can access this report from the
Navigator menu and the Reports and Analytics link.
123
KEY RESOURCES
For more information about Employment Equity, go to Applications Help for the following topic:
Employment Equity Interface: Overview.

RECORD OF EMPLOYMENT EXCEPTION REPORT

Oracle Fusion Human Capital Management for Canada has created a new exception report for the
Record of Employment (ROE) interface. This report helps users identify missing data that is mandatory
for the ROE interface. If the required data is missing, it causes the upload of the interface file to Service
Canada to fail. You must correct the exceptions before running the ROE interface process. This report is
generated automatically by the ROE archive process. If there are no exceptions to report, then the
report displays only the flow name and effective date, but no exception data.
The mandatory fields for the ROE interface are listed below. These attributes are checked by the
archive process and if missing, causes an exception to be written to the report. The report only provides
exception messages for the user-enterable data. Any data that is derived by Oracle Fusion HCM
application is not mentioned in the report.
Block 8 Employees Social Insurance Number

Block 9 Employees First Name, Address Line 1, City and Postal Code
Block 14 - Expected Recall Code
Block 15A - Total Insurable Hours
Block 16 - ROE Reason
Block 16 - ROE Contact Name First Name, Last Name, Phone Area Code, and Phone Number
Based on the mandatory information listed above, the report produces the following exception
messages, if any attributes are missing:
Employee First Name is missing

Social Insurance Number is missing
Employee Address is missing
ROE Reason is missing
Expected Recall Code is missing
ROE Contact First Name is missing
ROE Contact Last Name is missing
ROE Contact Phone Area code is missing
ROE Contact Phone Number is missing
There are no insurable hours for this employee
124
Report parameters include the following:
Flow Name
Effective Date
The report is sorted by the Tax Reporting Unit and the employees last and first name. The following
attributes are displayed to help isolate the errors:
Person Name
Person Number
Payroll Name
Error Messages
FEATURES BY COUNTRY OR TERRITORY

You can now use this feature 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. The default
out-of-the-box value for Selected Extension is Human Resources or None and Address Selection is Postal
Address.
Manage Features by Country or Territory Task in Setup and Maintenance
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.
125
Setting up Selected Extension, Address Style and Address Validation
STEPS TO ENABLE
126
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
The address style you select determines which address attributes are available and maintained in the
application for a country or territory. For China Localization, one address style is defined, i.e. the Postal
Address style.
You may define address validation via the Manage Geographies task by creating a list of values for
specific address attributes. In this release we have enforced the 6-digit-only rule for postal code by
enabling address validation through the Manage Features by Country or Territory task.
Setting up Selected Extension, Address Style and Address Validation
Once the validation is enforced, a code which is not 6-digit-only, will fail.
STEPS TO ENABLE
INCLUDE ENTERPRISE ANNUITY EMPLOYER CONTRIBUTION IN THE MONTHLY 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
.
127
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.
STEPS TO ENABLE
You must set the Include in Monthly Tax Calculation field to Yes for a territory that you would like to
calculate tax on enterprise annuity employer contribution under the Taxes component group of your
Payroll Statutory Unit Calculation Card, in order for the tax calculation to occur from an effective start
date onwards.
Setup for Include in Monthly Tax Calculation
Once the value is set to Yes, tax will be calculated on the employer contribution.
ENABLE THE GLOBAL ELEMENT RESULT FOR CHINA LOCALIZATION

We have now increased efficiency in validating payroll run results by enabling the report for the China
localization. It provides complete and meaningful information for users of Chinese legislative data
groups.
You may submit the report from the Payroll Calculation work area or the Payroll Checklist work area.
128
Submitting Run Element Result Report
STEPS TO ENABLE
TAX CALCULATION ON SEVERANCE PAYMENTS
We have enhanced this feature by adding a validation rule at the personal statutory calculation card
level, where you set up the overriding years of service value used in the severance payments tax
calculation. The rule is that the value must be a multiple of 0.5 within the range of 0.5 (inclusive) to 12
(inclusive).
STEPS TO ENABLE
129
PAYROLL DATA VALIDATION REPORT

We have enhanced the report by adding the Tax Reporting Unit (TRU) region. The region will show
messages for a TRU if payroll needs to calculate individual Income Tax, Public Housing Fund, Social
Insurance and/or Enterprise Annuity for the employees associated with the TRU, while registration
information for any of the components is missing
STEPS TO ENABLE
130
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.
This feature supports the recording of person and other human resources data specific to Denmark,
such as:
Name Style and Formats

Address Structure with Validation
National Identifier: CPR Number
Marital Status
Contacts
The Religion and Ethnicity information are hidden to meet local statutory, business and cultural
Person work areas.
STEPS TO ENABLE
131
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.
This feature supports the recording of person and other human resources data specific to Estonia, such
as:
Name Style and Formats, with the First Name and Last Name as mandatory fields.
Address Structure
The Estonian national identifier, Personal Code is validated for format
Marital Status
Passports
STEPS TO ENABLE
This feature supports employment information specific to Estonia, such as: Contract Type.
An HR specialist can maintain the person and employment information using the tasks under Person
STEPS TO ENABLE
132
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.
This feature supports the recording of person and human resources data specific to Finland, such as:
Name Style and Formats with the First Name and Last Name as mandatory fields.
Marital Status
Contacts
STEPS TO ENABLE
This feature supports employment information specific to Finland, such as: Contract Type.
STEPS TO ENABLE
133
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 has been added to the Personnel register. If an employee is
identified as a Home Worker, then this information is displayed in the report.
You can run this report from the Regulatory and Tax Reporting work area.
STEPS TO ENABLE
You must specify the legal employer and the effective date to run the report.
KEY RESOURCES
Statutory Reports for France

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

Period for job with a future
For fixed-term employees, a new contract type is now available:
Job with a future.
134
Contract Details
Contract Details
STEPS TO ENABLE
KEY RESOURCES
For more information about Contract Types for France, go to Applications Help for the following topic:
Contract Types for France: Explained.

135
TEMPORARY NATIONAL IDENTIFIER

France legal authorities can issue 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.
Temporary National Identifier
STEPS TO ENABLE
AUTOMATIC CALCULATION CARD CREATION
If your Oracle Product Usage is set to Oracle Fusion Payroll Interface, then a personal Statutory
Deductions Calculation Card is automatically created for a person upon completion of the New Hire
process. Use the Manage Personal Calculations task in the Payroll Calculations work area to view and
update the card as needed. The automatically-created card contains the most commonly used values for
the key fields.
Calculation Card
136
Calculation Component Details
STEPS TO ENABLE
KEY RESOURCES
For more information about Statutory Calculation Cards, go to Applications Help for the following topic:
Automatic Statutory Deductions Calculation Card Creation for France: Explained

GLOBAL REPORTS
The following reports are enabled with France-specific requirements to check element entries at
employee level, before running the Payroll Interface.
Report Name
Purpose
Payroll Balance
Displays balance results of the payroll run. The report extracts the run balance results
for a specific period. Run this report from the Payment Distribution work area.
View a listing of the elements and pay values processed for each payroll relationship.
Run this report from the Payroll Calculations work area.
Element Result
STEPS TO ENABLE
137
KEY RESOURCES
For more information about these reports, go to Applications Help for the following topics:
Payroll Balance Report: Explained

Payroll Calculation Reports: Overview
Element Results Report: Explained
138
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 VALIDATIONS
To comply with the legislative changes that were published by the Social Insurance authority on January
1, 2014, the following changes are made for the German name and address validations:
Removal of validations for the last name and birth name

Modifications for the validation of the first name and last name
Modification for the street address
STEPS TO ENABLE
LEGISLATIVE CHANGES FOR THE DISABILITY REPORT
The following changes are made to comply with the legislative requirements to deliver the workforce
and disabled employed persons information on a yearly basis:
Employer data: The lookups of the Legal Form field are enhanced to include:
o
o
o
o
36 Other
33 w.V.
34 B.V.
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.
STEPS TO ENABLE
139
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.
This feature supports the recording of person and human resources data specific to Hungary, such as:
Validation of the following National Identifiers:
o
o
o
Tax identification number

TAJ
Pensioner Registration Number
Contacts
Passports
STEPS TO ENABLE
This feature supports employment information specific to Hungary, such as: Assignment Category.
STEPS TO ENABLE
140
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.
Selecting an Extension, Address Style and Address Validation
If the Address Validation check box is checked, the Pin Code entered in the address is
validated to be six digits.
STEPS TO ENABLE
141
NOMINATION INFORMATION
The list of values for Contact Person on India Nomination Extra Person Information page will show only
the contacts associated with the employee after applying Update 8 patch.
STEPS TO ENABLE
142
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 CARD
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.
If your Payroll Product Usage is set to Payroll Interface and a Tax Reporting Unit is selected, then a
statutory calculation card is created. A calculation card captures values required for calculating and
processing payroll deductions.
If a TRU is selected in the Payroll Details section on the Hire an Employee: Employment Information
page, an association to that TRU is added to the calculation card.
Selecting a TRU in the Payroll Details
The card contains only one component and is automatically displayed with the worker number of the
employee. Once the card is created a Payroll Manager or a Payroll Administrator can view the deduction
components and the values that are defaulted on the card.
STEPS TO ENABLE
There are no steps necessary to enable this feature. Calculation cards are only created for users with a
Payroll Interface license.
KEY RESOURCES
For more information about Automatic Card Creation for Ireland, go to Application Help for the
following topic:
Automatic Calculation Card Creation for Ireland: Explained

143
ELEMENT RESULTS REPORT

The Element Results Report enables you to view a listing of all elements and pay values for an
employee.
You can view the details of employees with Employee Full Name, Employee Number, Payroll
Relationship, Payroll, Process Date, Element Name, and Element Result. This is a global report and you
can use the report for validation of payroll items.
The report is run from the Payroll Calculation area.
STEPS TO ENABLE
There are no steps necessary to enable this feature. This report usually runs every pay period after the
Payroll Activity Report.
PAYROLL BALANCE REPORT
The Payroll Balance Report enables you to view the payroll run results and validate the payroll runs and
items. This is a global report and is run from the Payroll Calculation area.
STEPS TO ENABLE
144
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.
This feature supports the recording of person and human resources data specific to Japan, such as:
Person Name validation

Contacts
Disabilities
STEPS TO ENABLE
This feature supports employment information specific to Japan, such as: Assignment Category.
STEPS TO ENABLE
145
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
This feature supports the recording of person and human resources data specific to Kazakhstan, such as:
Name Style and Formats including Academic Title, with the Given Name and Surname as
mandatory fields.
Address Structure and Validation
Validation of national Identifier, Individual Identification Number (IIN) for format.
Contacts
Passports
Mandatory entry of Date of Birth, Marital Status, and Gender
Person work areas.
STEPS TO ENABLE
146
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 is tied to those definitions. You should add these definitions as a child
component to the employee's social insurance details calculation component.
STEPS TO ENABLE
KEY RESOURCES
For more information about element templates, go to Applications Help for the following topic:
Elements: Explained.
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 have been deducted this period.
STEPS TO ENABLE
KEY RESOURCES
For more information about Statutory Reports for Kuwait, go to Applications Help for the following
topic:
Statutory Reports for Kuwait.

147
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. You can run this report from the Regulatory
and Tax Reporting work area.
STEPS TO ENABLE
KEY RESOURCES
For more information about Statutory Reports for Kuwait, go to Applications Help for the following
topic:
Statutory Reports for Kuwait

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 (GCC). This report must be
submitted to the Social Insurance office.
STEPS TO ENABLE
KEY RESOURCES
Kuwaiti IPE Consolidated Report

148
GRATUITY CALCULATION 2013 ENHANCEMENT

Employers can opt to pay a reduced, or nil, gratuity amount based on the social insurance contributions
paid by the employer for the specific employee, rather than the standard gratuity calculation. The
payroll process will calculate gratuity based on the gratuity option selected on the Employer Gratuity
Details.
STEPS TO ENABLE
KEY RESOURCES
For more information about gratuity calculations for Kuwait, go to Applications Help for the following
topic:
Employer Calculation cards for Kuwait: Explained.

MONTHLY GRATUITY ACCRUAL PROCESS

The payroll process calculates a gratuity amount each month. This is for information only and is not
paid. 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 General Ledger.
STEPS TO ENABLE
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.
STEPS TO ENABLE
149
GLOBAL REPORTS
The following global reports have been enabled to meet Kuwait-specific requirements:
Report Name
Purpose
Deduction Report
Validates the deduction amounts being processed. You can run this report from the
Payroll Calculation work area.
View summary or detail listings for the total results calculated in the payroll run. Run
this report from the Payroll Calculations work area.
Displays results used to verify and audit payment distributions. Run this report from
Payroll Checklist work area or the Payroll Calculations work area.
Displays details used to verify, validate, and audit payroll calculations. Compare this
report to the Payroll Activity Report to ensure that payroll results have been archived
correctly. Run this report from Payroll Checklist work area or the Payroll Calculations
work area.
Identifies values that vary compared to other values for the same balance dimension.
Run this report from Payment Distribution work area or Payroll Checklist work area.
Gross-to-Net
nt Register
Payroll Register
Balance Exception
STEPS TO ENABLE
KEY RESOURCES
For more information about Reports, go to Applications Help for the following topics:

Deduction Report
Payment Register: Explained
Payroll Register: Explained
Payroll Activity Report
Balance Exception Report: Explained
150
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.
This feature supports the recording of person and human resources data specific to Latvia, such as:
Address Structure
Marital Status
Passport
The Latvian national identifier, Personal Code is validated for correct format
STEPS TO ENABLE
This feature supports employment information specific to Latvia, such as: Contract Type.
STEPS TO ENABLE
151
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.
This feature supports the recording of person and human resources data specific to Liechtenstein, such
as:
The Name Style with the First Name and Last Name as mandatory fields.
Religion
Marital Status
Contacts
National Identifier: Personal identification number
The Ethnicity information is hidden to meet local statutory, business and cultural practices and
requirements.
STEPS TO ENABLE
152
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
This feature supports the recording of person and human resources data specific to Lithuania, such as:
Address Structure
The Lithuanian national identifier, Personal Code is validated for correct format
Marital Status
Passport
STEPS TO ENABLE
This feature supports employment information specific to Lithuania, such as: Contract Type.
STEPS TO ENABLE
153
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.
This feature supports the recording of person and human resources data specific to Malaysia, such as:
Name Style and Formats with the First and Last Name as mandatory fields.
Postal Code validation
Religion
Ethnicity
Gender
Validation of the following National Identifiers for the correct format:
o
o
Old Identification Number

New Identification Number
STEPS TO ENABLE
154
HUMAN CAPITAL MANAGEMENT FOR NETHERLANDS

Oracle Fusion Human Capital Management for the Netherlands supports country specific features and
functions for Netherlands. It enables users to follow Netherlands business practices and comply with its
GATEKEEPER LAW (LAW POORTWACHTER)
You can now comply with the Gatekeeper Law rules and procedures and manage your sickness absences
using:
Absences case management, including document attachments and Gatekeeper Law

document types, such as the plan of approach.
Predefined Gatekeeper Law HR checklist template (can be copied and customized).
Allocation of checklist based on existence of valid Gatekeeper Law absence case.
Allocation of Gatekeeper Law checklist tasks using an Enterprise Scheduler Service (ESS)
process.
Automatic calculation and recalculation of task start and end dates based on the absences
associated with the case.
Automatic suspension of checklist tasks when an employee returns to work and resumption
of outstanding tasks if the employee goes on another (related) sickness absence during the
28-day period.
A new Absence Category for Gatekeeper Law is available for the Netherlands. Before creating an
absence case for the Gatekeeper Law, set up your sickness absence types and associate them with the
predefined Gatekeeper Law absence category.
155
Example Absence Case for the Gatekeeper Law
Example of a Gatekeeper Law Checklist
156
STEPS TO ENABLE
KEY RESOURCES
For more information about the Gatekeeper Law, go to Applications Help for the following topic:
Gatekeeper Law Process: Explained and related topics.

GLOBAL REPORTS
The following global reports are enabled to meet Dutch-specific requirements:
Report Name
Purpose
Payroll Balance
Displays balance results of the payroll run. The report extracts the run balance
results for a specific period. Run this report from the Payment Distribution work
area.
Identifies values that vary compared to other values for the same balance
dimension. Run this report from Payment Distribution work area or Payroll
Checklist work area.
View a listing of the elements and pay values processed for each payroll
relationship. Run this report from the Payroll Calculations work area.
Balance Exception
Element Result
STEPS TO ENABLE
KEY RESOURCES
Payroll Balance Report: Explained

Element Results Report: Explained
157
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
This feature supports the recording of person and human resources data specific to New Zealand, such
as:
Validation of the national identifier, IRD number for the correct format, correct value range,
and check digit.
Gender
Ethnicity
Marital Status
Contacts
The Religion and Region of Birth information are hidden to meet local statutory, business and cultural
STEPS TO ENABLE
This feature supports employment information specific to New Zealand, such as: Assignment Category.
STEPS TO ENABLE
158
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.
This feature supports the recording of person and human resources data specific to Norway, such as:
Name Style and Formats with the First Name 1 and Last Name 2 as mandatory fields.
Address Formats and Types with Validation
Marital Status
Contacts
Passports
The following National Identifiers
o
o
Norwegian National Identifier

D Number
The Ethnicity, Religion, and Region of Birth information are hidden to meet local statutory, business and
cultural practices and requirements.
STEPS TO ENABLE
159
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.
This feature supports the recording of person and human resources data specific to Oman, such as:
Address Formats with Validation
Ethnicity
Religion
Marital Status
Contacts
Disabilities
Validation of the following National Identifiers
o
o
Civil Identity Number

Social Insurance Number, which is validated for correct format.

Mandatory Date of Birth information
STEPS TO ENABLE
160
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.
This feature supports the recording of person and human resources data specific to Poland, such as:
Address Formats and Address Types with Validation
Marital Status
Contacts
Passports
Validation of the national identifier, PESEL number for correct format.
Mandatory Date of Birth and Gender Information
STEPS TO ENABLE
161
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.
This feature supports the recording of person and human resources data specific to Qatar, such as:
Ethnicity
Religion
Marital Status
Contacts
Disabilities
Validation of the following National Identifiers for correct format:
o
o
Civil Identity Number

Social Insurance Number

Mandatory Date of Birth Information
STEPS TO ENABLE
162
HUMAN CAPITAL MANAGEMENT FOR REPUBLIC OF KOREA

Oracle Fusion Human Capital Management for Republic of Korea supports country specific features and
functions for Republic of Korea. It enables users to follow Republic of Koreas business practices and
comply with its statutory requirements.
This feature supports the recording of person and human resources data specific to the Republic of
Korea, such as:
Name Style and Formats

Address Structure
Format validation of the national identifier for Resident Registration Number. Marital Status
Contacts
Disabilities
Person work areas.
STEPS TO ENABLE
163
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
calendar monthly period for citizens of the GCC. This report must be submitted to the Social Insurance
office.
STEPS TO ENABLE
There are no steps necessary to enable this feature. You can run this report from the Regulatory and
Tax Reporting work area.
KEY RESOURCES
For more information about these reports, go to Applications Help for the following topic:
Saudi IPE Consolidated Report.

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 GCC. This report must be submitted to the Social Insurance office each January.
STEPS TO ENABLE
164
STEPS TO ENABLE
GLOBAL REPORTS
The following global reports are enabled to meet Saudi-specific requirements:
Report Name
Purpose
Deduction Report
Validates the deduction amounts being processed. Run this report from the
Payroll Calculation work area.
Displays results used to verify and audit payment distributions. You can run this
report from Payroll Checklist work area or the Payroll Calculations work area.
dimension. Run this report from Payment Distribution work area or Payroll
Checklist work area.
Payment Register
Balance Exception
STEPS TO ENABLE
KEY RESOURCES
Deduction Report
165
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.
This feature supports the recording of person and human resources data specific to Sweden, such as:
Address Formats and Address Types with Validation
National Identifiers:
o
o
Coordination number
Personal identification number
Marital Status
Contacts
Passports
The Ethnicity, Religion and Place of Birth information are hidden to meet local statutory, business and
cultural practices and requirements.
STEPS TO ENABLE
This feature supports employment information specific to Sweden, such as: Worker Category.
STEPS TO ENABLE
166
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 Swiss Worker Data Validation Report helps you to validate the following:
A reporting establishment is assigned for each person at the employment term level.
If a contact type of guardian is included for persons less than 18 years of age.
You can start the Run Worker Data Validation Report process from either of these work areas:
Data exchange
Payroll checklist
The delivered output is in PDF format and lists persons without an assigned reporting establishment in
the employment data or those who are below 18 years of age and without a contact guardian in the
persons data.
Worker Data Validation Report
STEPS TO ENABLE
167
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.
This feature supports the recording of person and human resources data specific to Taiwan, such as:
Address Formats
Validation of the Taiwanese National Identifier for correct format and checksum value.
Marital Status
Contacts
Disabilities
STEPS TO ENABLE
168
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.
This feature supports the recording of person and human resources data specific to Ukraine, such as:
Name Style and Formats including Academic Title, with the Given Name and Surname as
mandatory fields.
Validation of the national identifier, Individual Identification Number (IIN) for correct
format.
Contacts
Passports
Mandatory Date of Birth, Gender and Marital Status Information
The Ethnicity and Religion information are hidden to meet local statutory, business and cultural
STEPS TO ENABLE
169
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 the United Kingdoms business
practices and comply with its statutory requirements.
END OF YEAR PROCESS OF P60 END OF YEAR STATEMENT
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, tax and National
Insurance deductions, and any statutory payments for the tax year. P60 statements can now be
produced for all employees within Oracle Fusion Global Payroll for UK in different formats. The formats
supported are:
P60 Plain Paper Substitute

P60 Substitute Self Seal
HMRC Single Sheet Portrait
eP60 (electronic P60)
A new document type P60 is now available. Use the Manage Document Types task from the Setup and
Maintenance work area to configure this new document type.
Submitting End of Year P60 Statements
You can select the P60 template from the task flow parameters. The eP60 does require a P60 template
selection.
.
170
STEPS TO ENABLE
171
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 the United States business practices and
comply with its statutory requirements.
THIRD-PARTY INVOLUNTARY PAYMENTS EXTRACT
The Oracle Fusion Human Capital Management for the United States provides a third-party involuntary
payments interface for capturing involuntary wage payments and sending that data to ADPs Money
Movement service.
To generate an extract file suitable for submission, run the Third-Party Involuntary Payments Extract
task from the Payment Distribution work area:
Run Third-Party Involuntary Payments Extract Process from the Submit a Process or Report Page
STEPS TO ENABLE
A prerequisite to running this payment extract is that you must have created and submitted the onetime Third-Party Deductions Initial Extract to ADP.
172

On the Manage Legal Reporting Unit HCM Information Task, specify the value provided by ADP in the
Branch Identifier and Client Identifier fields.
Use the Registry ID field on the Manage Third Parties task to specify the payee code on the payment
extract.
The employees Involuntary Deductions card must specify each deductions Involuntary Deduction
Number on the appropriate card component. This corresponds to ADPs Lien Number.
NEW JERSEY FAMILY LEAVE INSURANCE
New Jersey law provides up to 6 weeks (42 days) of Family Leave Insurance (FLI) benefits for workers to
bond with their newborn or newly adopted child or to provide care for a seriously ill family member.
Benefits are payable to eligible employees through either the New Jersey State Plan or an approved
employer-provided private plan.
Use the Manage Legal Reporting Unit HCM Information task to set your FLI plan information. From the
New Jersey link of the Tax Reporting Unit tab, you can choose your family leave plan type:
Family Leave Insurance Plan Type List of Values
If you elect to have a private family leave plan, identify the plan number:
Private Family Leave Insurance Plan Number Field
173
STEPS TO ENABLE
To be eligible for New Jersey FLI taxation, an employee must:
Have a valid tax card with TRU association

Have New Jersey identified as their SDI state on the tax card
For New Jersey employers, to select your FLI plan type:
Start the Manage Legal Reporting Unit HCM Information task.

Select the Tax Reporting Unit tab.
Select New Jersey.
Use the Family Leave Insurance Plan Type field to identify your plan type, in the New Jersey
W-2 Reporting Rules Overrides section.
Use the Private Family Leave Insurance Plan Number field to specify the plan number, if you
select a private plan.
KEY RESOURCES
For additional information on New Jersey Family Leave, go to Applications Help for the following topic:
New Jersey Family Leave Insurance: Explained

QUARTER-TO-DATE ARCHIVE
Quarter-end processing consists of the archival of data and the generation and submission of statutory
reports. The Quarter-to-Date Archive is a payroll process that archives employee, employer, and tax
data for a quarterly tax period.
The Multiple Worksite Electronic Report process uses the archived data for generating the reports.
Run this process from the Regulatory and Tax Reporting work area:
174
Run Quarter-to-Date Archive process from the Submit a Process or Report Page
STEPS TO ENABLE
The Quarter-to-Date Archive does not support all mandatory quarter-end reports. Use the Oracle Fusion
Third-Party Tax Interface in conjunction with this process to satisfy all requirements.
KEY RESOURCES
For more information on quarter end, go to Applications Help for the following topics:
Quarter-End Processing for the US: Explained

Quarter-to-Date Archive
SUPPORT FOR STATE-SPECIFIC PAYSLIP/CHECKWRITER ENHANCEMENTS

To comply with California state requirements, the US Payslip template has been updated to display the
following details in the Earning Details section:
Total hours worked for Earnings elements of Regular and Overtime secondary classifications
Earnings start and end dates for retroactive pay eligible Earnings elements of Overtime
secondary classification
175
STEPS TO ENABLE
KEY RESOURCES
For more information on payslips, go to Applications Help for the following topic:
Viewing My Payslip and Bank Details tutorial.

THIRD-PARTY MONTHLY TAX FILING EXTRACT

The Oracle Fusion Third-Party Tax Filing Interface for the US has added a new extract for monthly
reporting intervals. This extract uses payroll data to file monthly state unemployment wages and taxes.
Run this process from the Regulatory and Tax Reporting work area:
Run Third-Party Monthly Tax Filing Extract Process from the Submit a Process or Report Page
STEPS TO ENABLE
Currently, Illinois is the only state requiring this type of reporting.
176
KEY RESOURCES
For more information Third-Party Tax Filing, go to Applications Help for the following topics:
Third-Party Tax Filing: Explained

Tax-Filing Setup for US ADP Transporter: Critical Choices
Running the Third-Party Tax Interface: Worked Examples
Tax-Filing Interface Error Recovery: Examples
Additionally, you can view on My Oracle Support the US Third-Party Tax Filing Interface white paper
(Doc ID 1594079.1).
MANAGE FEATURES BY COUNTRY OR TERRITORY
You can now use this feature 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. The default
out-of-the-box value for Selected Extension is Payroll and the Address Style is Supplemental Taxation
and Reporting Address for US.
Manage Features by Country or Territory Task
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.
177
Selecting Extension, Address Style and Address Validation
STEPS TO ENABLE
EMPLOYEE ACTIVE PAYROLL BALANCE REPORT
Use the Employee Active Payroll Balance Report to assist you in reconciling your periodic payrolls and
quarterly or year-end balances. Run this report from the Payroll Checklists work area to generate a pipedelimited text file of selected live payroll balances for the employees, filtered by various levels (Federal,
State, City, County, and School District) and time frames.
STEPS TO ENABLE
Open the output file in Microsoft Excel to easily perform additional totaling and data manipulation.
178
KEY RESOURCES
For more information about this report, refer to the Oracle Support Document 1944400.1 (Oracle Fusion
Human Capital Management (US): End-of-Year Processing Guide white paper).
PA ACT 32 CALCULATION ENHANCEMENTS
Act 32 of the Pennsylvania Department of Community and Economic Development requires a PSD code
and school district for both an employees residence and work locations in order to determine the
proper local income taxation. To determine these codes, Oracle Fusion HCM (US) now checks the
residency certificate of the employees withholding certificate first instead of the address. If there is no
resident data entered the residency certificate, then it uses the employees address, including the tax
district, to determine them. If the data is missing from both the employees residency certificate and
address, then it raises an error during payroll calculation.
STEPS TO ENABLE
The PSD code entered on the location is not used in the employee tax calculations. Any changes to the
work PSD code must be done on the employees residency certificate. Use the Manage Calculation Cards
task in the Payroll Calculation work area to update the employees residency certificate information.
The residency certificate information is visible under the PA regional component.
KEY RESOURCES
For more information on PA Act 32 for Oracle Fusion HCM (US) refer to the Oracle Support Document
1676530.1 (Oracle Fusion HRMS (US): Implementation and Use).
179
HUMAN CAPITAL MANAGEMENT FOR UNITED ARAB EMIRATES

Oracle Fusion Human Capital Management for the United Arab Emirates supports country specific
features and functions for the United Arab Emirates. It enables users to follow the United Arab
Emirates business practices and comply with its statutory requirements.
calendar monthly period for citizens of the Gulf Cooperation Council (GCC). This report must be
submitted to the Social Insurance office.
STEPS TO ENABLE
There are no steps necessary to enable this feature. You can run this report from the Regulatory and Tax
Reporting work area.
KEY RESOURCES
Emirati IPE Consolidated Report

STATUTORY REPORTING: WAGE PROTECTION SYSTEM (WPS) 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.
STEPS TO ENABLE
There are no steps necessary to enable this feature. You can run this report from the Regulatory and Tax
Reporting work area.
KEY RESOURCES
For more information WPS Salary Information, go to Applications Help for the following topic:
Emirati Salary Information File


.
180
STEPS TO ENABLE
GLOBAL REPORTS
The following global reports have been enabled to meet UAE-specific requirements:
Report Name
Deduction Report
Gross-to-Net
Payment Register
Payroll Register
Balance Exception
Purpose
Validates the deduction amounts being processed. You can run this report
from the Payroll Calculation work area.
View summary or detail listings for the total results calculated in the
payroll run. Run this report from the Payroll Calculations work area.
Displays results used to verify and audit payment distributions. Run this
report from Payroll Checklist work area or the Payroll Calculations work
area.
Displays details used to verify, validate, and audit payroll calculations.
Compare this report to the Payroll Activity Report to ensure that payroll
results have been archived correctly. Run this report from Payroll
Checklist work area or the Payroll Calculations work area.
dimension. Run this report from Payment Distribution work area or
Payroll Checklist work area.
STEPS TO ENABLE
KEY RESOURCES

Deduction Report
Payroll Register: Explained
Payroll Activity Report
181
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
We replaced Kudos with the new Fusion HCM Kudos feature.
Though many features remain the same, you can now configure whether users can:
Hide kudos they receive

Delete kudos they give to others
You continue to create and manage Kudos in Portrait, though you may notice cosmetic differences.
You can also view Kudos in:
Performance Management, performance documents

Talent Review, on the Details dialog that you open from the Dashboard
Succession Management, on the Details dialog you open on the Overview page
On the Details dialog, you can also create and delete kudos.
Create and Manage Kudos in the Person Gallery
182
STEPS TO ENABLE
1. Click Configure Offerings to open the Configure Offerings page, in the Task section of the Setup
and Maintenance work area.
2. Expand Workforce Deployment.
Configuration Offerings
3. Select the View or Select Feature Choices icon to open the Select Feature Choices page, in the
Network at Work row.
Select Feature Choices Page
4. Select Yes to enable Kudos in the Network at Work section.

.
183
5. Select Allow users to hide kudos received, in the Kudos section.

6. Select Allow users to delete kudos given.
7. Click Save and Close.
Kudos appear in the performance document when you click the Kudos icon at the top of the
document.
Kudos appear on the General tab of the Details dialog you open from succession plans and
the Talent Review meeting dashboard.
To hide the kudos you receive, on your Portrait Kudos card, select Private.
To delete kudos you create, open the portrait of the person to whom you gave kudos, and
click the Delete icon.
If you already use Kudos, then the previous entries are upgraded to be visible in the new
component.
KEY RESOURCES
For more information about Network at Work, see Application Help for the following topics:
Networking at Work: Explained

Networking at Work: How can I enable the network at work features?
KUDOS NOTIFICATIONS
Enhance communication with new notifications for a worker and his manager when the worker receives
kudos.
The recipient receives the notification and can view the kudos without navigating to the Portrait.
Enable Kudos Notifications to Alert the Recipient
184
Expanded Kudos Notifications Display all Relevant Kudos Information
STEPS TO ENABLE
1. Enter Manage Talent Notifications, in the Setup and Maintenance work area, on the All Tasks
tab, in the Name field.
2. Click Search.
3. Click the Go to Task icon to open the Manage Talent Notifications page, in the Search Results
section, for the Manage Talent Notifications row.
4. Select the Profile Management tab.
5. Select Kudos notification to manager.

6. Select Kudos notification to worker.
7. Click Save and Close.
You can create kudos for anyone whose portrait you can access.
Kudos, like all notifications, is not enabled by default; you must enable them.
185
KEY RESOURCES
For more information about Network at Work, go to Application Help for the following topics:
Networking at Work: Explained
Networking at Work: How can I enable the network at work features?
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.
Use Oracle Social Network to Collaborate with Others to Replace Spaces
STEPS TO ENABLE
There are no steps required to enable this feature.
Spaces you created in the Spaces region still exist in Release 10, but you can no longer navigate to them
from your Portrait, nor will you be able to see a list of spaces when viewing other workers portraits.
186
KEY RESOURCES
For more information about Oracle Network at Work, go to Application Help for the following topics:
Managing Oracle Social Network Objects: Explained topics.

TAG CENTER INTEGRATION REMOVED

You can no longer search for Areas of Interest, Areas of Expertise, and Bookmarks in Tag Center.
STEPS TO ENABLE
There are no steps required to enable this feature.
You can still search for Areas of Interest and Areas of Expertise in the Person Gallery.
KEY RESOURCES
For more information about keyword searches, go to Application Help for the following topic:
Person-Record Keyword Searches: Explained topic.

187
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 requirements. The rule templates and realtime rules engine provide an extensible and robust method to validate time entries and automatically
apply pay rules, such as overtime calculations. Complete integration with Global Human Resources,
Absence Management, Global Payroll, and Oracle Fusion Project Costing 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
Help workers manage their time with a complete view of their work schedule and their team members
work schedules. This view enables workers to responsibly plan leaves and actively negotiate shift trades
to accommodate personal appointments or desired time off.
Workers can use display options to filter the time that they see, such as personal and employment
schedules and absences. The Time Card display option determines whether the View and Submit Time
Card button appears on the Time page.
Worker's Schedule with Filters Set to Show my Personal and Employment Schedules as well as Absences and
Public Holidays.
188
Worker's Team Schedule
STEPS TO ENABLE
Time and Labor administrators must create the scheduler profiles. Details for these tasks are provided in
the Manager View and Edit of Team Schedule section.
MANAGER VIEW AND EDIT OF TEAM SCHEDULE
Enable managers to maintain weekly team schedules that ensure proper coverage and balanced
workloads.
In the Time Management work area, managers can now:
View weekly team schedule based on the members work schedules, which include
approved absences and public holidays.
189
Manage Planned Schedule Page Showing the Shifts for the Selected Scheduling Group
Quickly analyze workload coverage using indicators of total hours scheduled, resources
required, and resources scheduled.
Planned Schedule Resourcing Summary for the Scheduling Group in the Table Format
Planned Schedule Resourcing Summary for the Scheduling Group in Graph Format
Easily edit labor demand and weekly team schedule using capabilities such as:
o
o
o
Double-clicking an existing shift

Clicking the Add button on the toolbar
Editing Resources Required in the Planned Schedule Summary section
190
STEPS TO ENABLE
Most shift properties are set when shifts are created using the Manage Work Shifts task in the Setup
and Maintenance work area. Optionally, use the Manage Shift Properties task in the Time Management
work area to edit the shift display properties short name and color.
Edit Shift Properties Dialog Box Where You Configure the Shift Short Name and Color
To use any scheduling features, you must configure scheduler profile values and scheduler assignments.
Profile values include scheduling group, default resources required, display labels and colors for custom
shifts, and staffing differences for over, under, and normal staffing levels. Associate a color with each
level to visually distinguish the levels on Planned Schedule Summary sections. Use the Manage
Scheduler Profiles task in the Time Management work area to make profile value and assignment
configurations.
Configure Values for the Scheduler Profile
191
Identify one or more schedulers to act on the managers behalf. All schedulers must have the Time and
Labor Manager role to access the scheduling features. You can associate a scheduler with more than
one scheduler profile to enable the scheduler to manage multiple scheduling groups.
Associate the Appropriate Schedulers with the Scheduler Profile

To schedule a shift where the worker has an approved absence, you must first delete the absence using
the Manage Absence Records task in the Person Management work area.
KEY RESOURCES
For more information about schedules, go to Applications Help for the following topic:
Sources for Schedule Shift Default Values: Explained

USER-DEFINED TIME ATTRIBUTES AVAILABLE FOR TIME ENTRY

In addition to the time attributes delivered by Global Payroll, Project Costing, and Absence
Management, you can now create your own custom time attributes that are defined in the workforce
management data dictionary and stored in the repository. You can optionally associate dependent
attributes with your independent custom attributes.
You can associate these time attributes with time card fields and use them on worker time cards. You
can also use these custom time attributes in time calculation rules, time categories, and time card
approval rules.
Using custom time attributes, you can capture additional information on worker time cards to meet
company-specific needs, such as integration with third-party project management tools or third-party
192
payroll applications. You cannot use custom attributes to transfer time to Global Payroll, Project
Costing, or Absence Management.
STEPS TO ENABLE
Create time attributes using the following tasks in the Define Time and Labor task list in the Setup and
Maintenance work area.
Setup Tasks to Create and Use Custom Time Attributes
Manage Time and Labor Value Sets: Create the value sets to be used by time reporters
during time entry and by administrators for setup tasks such as creating time categories and
rules.
Manage Custom Time Attributes: Create the independent time attribute and add any
associated dependent time attributes. Specify the data source value sets to be displayed at
the top of the data source list when configuring the time card fields that use the attributes.
Also specify the data type of the attribute, which must match the data type of the
associated value set.
Manage Time Card Fields: Associate the custom attribute and any dependent attributes
with a time card field and its dependent fields. Configure the data sources and filters for
time entry.
Manage Time Layout Sets: Add the time card fields that contain custom attributes to layout
sets that you associate with time entry profiles.
Manage Time Categories: Add custom time attributes to time categories to enable time to
be summarized by that category. You cannot add attributes with data type of number, date,
or percentage to a category.
Define Time Rules: Create time rules using values associated with custom time attributes to
configure the rules inputs and outputs.
193
Create Custom Time Attribute Page Showing One Associated Dependent Time Attribute

After you create and save the custom attribute and related dependent attributes, you can edit only the
description text and the data sources. You can add dependent time attributes, but cannot delete
existing dependent attributes.
KEY RESOURCES
For more information about custom time attributes, go to Applications Help for the following topic:
Creating Custom Time Attributes: Procedure

Managing Time Attributes and the Data Dictionary: Explained
ENABLE US LOCATION OVERRIDES AS PAYROLL TIME ENTRIES

Capture location information during time entry, to override the US workers work location. You can now
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
payroll upon final approval.
You can capture State location only, or State, County, and City. If you use all three locations, you set
them up to filter the County value list to only counties valid in the selected state, and filter the Cities list
to only cities valid in the selected state and county.
194
STEPS TO ENABLE
To enable location overrides during time entry, follow these steps:
1. Ensure that elements are created for the US legislative data group with the necessary location
input values in Oracle Fusion Global Payroll.
2. Run the Generate Data Dictionary attributes process from the Define Time and Labor task list in
the Setup and Maintenance work area.
3. Add the relevant location attributes as dependent time card fields on the related independent
time card field, using the Manage Time Card Fields task.
4. Add the data sources and configure the data source filters to filter the county and city list
values.
5. Add the dependent location fields to the appropriate layouts in the layout sets.
6. Add the layout sets to the appropriate time entry profiles.
The following table illustrates how to set up the attribute dependencies to filter the data source for
each of the location dependent fields.
Dependent
Field
Filter Bind
Variable
Variable Input
Attribute
State
None
None
All values in the State data source
County
pCodeLevel1
State
All counties in the selected State
City (step 1)
pCodeLevel1
State
City (step 2)
pCodeLevel2
County
All cities in the selected County in the

selected State
The context availability value that you select when creating the dependent field determines
your options for placing the field on the matrix or details dialog boxes in time card layouts:
o
Available Values for Dependent Field
Available globally, for all independent time attribute values: Dependent time card
field is configurable in the Time Card Matrix and details dialog boxes even if the
independent attribute is not displayed in the Time Card Matrix.
Available only for specific independent time attribute values: Dependent time card
field is configurable only in the details dialog boxes and only if the independent time
attributes is available in the Time Card Matrix.
Add the location dependent time card fields to the layouts in the proper sequence to ensure
that time reporters enter the attribute filter values in proper succession: State, County, and
then City.
195
Configuring Location Dependent Fields in the Row-Level Details on the Layout Set
Location Fields in the Additional Attributes Dialog Box on a Time Card
KEY RESOURCES
For more information about schedules, go to Applications Help for the following topic:
Configuring Time Card Fields for US Location Overrides: Procedure

196
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.
LINE MANAGER ACCESS TO PII AND OTHER SENSITIVE INFORMATION
Access to person personally identifiable information (PII) and other sensitive information is now
restricted to the Human Resource Analyst role only. Line Managers no longer have access to
information in the following folders in the Person subject area:
Person Driver License

Person Address
Person Delivery Methods
Person Contact Relationship
Person Email Addresses
Person National Identifiers
Person Passport Details
Person Phones
Person Work Permit
STEPS TO ENABLE
MATRIX MANAGER HIERARCHY
Oracle Transactional Business Intelligence has been enhanced to report on the matrix manager
hierarchy. 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 be only one line manager for a worker.
The newly added Matrix Manager dimension allows reporting on various manager hierarchies.
STEPS TO ENABLE
197
UNSECURED ASSIGNMENT MANAGER HIERARCHY

A new dimension has been added to all subject areas except Talent Review Meeting Real Time that
represents the line manager hierarchy. This dimension doesn't impose the logged in user security that is
present in the existing Assignment Manager. In the existing Assignment Manager dimension, the first
level of manager name is initialized to the logged-in user, however, in the unsecured dimension, all the
managers within the security profile of the logged-in user are displayed. This enhancement allows the
HR Analyst to create and test the report using the unsecured hierarchy and then replace it with the
secured hierarchy before delivering the report to the line managers.
STEPS TO ENABLE
WORKFORCE MANAGEMENT - CHECKLIST REAL TIME
Increase efficiency by reporting on the new checklist tasks for workers and other task performers. You
can report on both automated and manually allocated tasks with this new subject area.
STEPS TO ENABLE
TIME AND LABOR SUBJECT AREAS
Two new subject areas are available for Time and Labor. These subject areas enable you to report on
timecards that are created, submitted, and approved. You can also report on historical data related to
timecards. The new subject areas are:
Workforce Management Reported Time Cards Real Time

Workforce Management Processed Time Cards Real Time
STEPS TO ENABLE
198
CURRENCY CONVERSION IN WORKFORCE COMPENSATION

You can now report on 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 users preferred currency. The folder name is Amounts in User Preferred Currency, and has been
added to 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
STEPS TO ENABLE
METRICS IN WORKFORCE COMPENSATION
The Compensation Budgets Real Time subject area now includes these metrics:
Number of Direct Reportees: Count of direct reports.

Overall Budget Percentage: The logic to compute this metric is (Overall Budget Amount /
Total Eligible Salaries).
The Workforce Compensation Real Time subject area now includes these metrics:
Workers with Compensation: Number of workers with a compensation amount.

Average Allocation Percentage: Average of the compensation allocation. The logic to
compute this metrics is (Compensation Amount / Eligible Salary) / Workers with
Compensation.
STEPS TO ENABLE
PERSONAL PAYMENT DETAILS REAL TIME SUBJECT AREA
A new subject area called Personal Payment Method Details - Real Time is available to create reports
and analyze personal payment method details of employees. You can now view employee bank details
using this subject area regardless of whether payroll is being processed.
199
STEPS TO ENABLE
ELEMENT ENTRIES SUBJECT AREA ENHANCEMENTS
The following dimensions now include additional attributes that are available in the Element Entries
Real - Time subject area.
Dimension
Additional Attributes
Element
Allow Multiple Entries

Automatic Entry
Employment Level
Process in Payroll Run
Processing Type
Display Input Value
Input Value Effective Start Date
Input Value Effective End Date
Overtime Period
Time Card Required
Input Value
Worker Payroll
STEPS TO ENABLE
VACATION BALANCE REPORTING
The Accruals - Real Time subject area now includes a metric for Vacation Balance.
STEPS TO ENABLE
VACANCY REAL TIME SUBJECT AREA
The Vacancy Real Time subject area has been enhanced to include the Position dimension.
STEPS TO ENABLE
200
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.
STEPS TO ENABLE
ENHANCED WORKER DIMENSION
The Worker dimension has been enhanced to include additional attributes that can be used in reporting
on worker data. The new attributes include:
Bargaining Unit
Enterprise Seniority Date
Marital Status
Person Display Name
Primary National Identifier Number
Union Flag
STEPS TO ENABLE
ENHANCED JOB DIMENSION
The Job dimension has been enhanced with two additional attributes:
Valid Grades: Provides list of grade(s) associated to a job.

Progression Job: Displays the list of job(s) that are a probable progression from the current
job.
STEPS TO ENABLE
ATTRIBUTE IN WORKER ABSENCE DETAILS REAL TIME SUBJECT AREA
The Worker Absence Details Real Time subject area now includes the Expected return date attribute.
This attribute provides the date on which the worker will return after the absence period.
201
STEPS TO ENABLE
ACTION TYPE BENEFITS ACTION ITEMS SUBJECT AREA
The Benefits Action Items - Real Time subject area now includes the Action Type dimension. This
dimension provides information on action types, their current status, due date, and the completion
dates for the participants while enrolling in a benefit or designating coverage for a dependent or
beneficiary.
STEPS TO ENABLE
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.
STEPS TO ENABLE
HCM CLOUD MOBILE - VIEW YOUR ANALYTICS
You can view your KPI watchlist as well as drill into the reports that make up a specific KPI. You can tag
reports as favorite reports and also view your most recent reports.
You can also browse your BI Catalog in the Fusion HCM Cloud directly from your mobile device.
STEPS TO ENABLE
To enable this feature, refer to the Oracle Tap for HCM Cloud: Configuring KPIs for Oracle Tap (Doc ID
1586159.1).
KEY RESOURCES
.
202
SAMPLE REPORTS
You can leverage 18 new sample HCM reports in Oracle Transactional Business Intelligence. The new
sample reports are related to Core HR, Compensation, Talent Management, Absence Management, and
Performance Management.
The following table lists the new sample reports.
Analysis Name
Headcount by Employee Category and Person
Type
Drill
Down
Y
Drill Down Analysis

Headcount by Employee Category and Person Type
Details
Workforce Events
Workforce Events by Quarters
Workforce Events
Workforce Events by Months
Workforce Events
Workforce Events Details
Team Diversity
Absence Overview
Absence Overview Details
Absence Trend
Absence Trend by Quarters
Absence Trend
Absence Trend by Months
Absence Trend
Absence Trend Details
% of Workers Aligned with Organization Goals
Organization Goals Alignment Worker Details
Performance Document Status
Performance Document Status Details
Terminations Overview
Termination Details
Performance Calibration
Performance Calibration Worker Details
Talent Performance by Potential Matrix
Talent Performance by Potential Matrix Details
Compensation Allocation by Managers
Compensation Allocation Worker Details
Compensation Target to Actual
Compensation Target to Actual Worker Details
Pay for Performance
Pay for Performance Worker Details
Salary Outliers
Salary Outliers Worker Details
Salary Quartile
Salary Quartile Details
Workers Without Salary Adjustment
Workers Without Salary Adjustment Details
Salary Change Percent Trend
Salary Change Percent Trend Details
Workers Detailed Report
STEPS TO ENABLE
203
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
View associated positions in the hierarchy in Workforce Modeling using the Group By position feature.
Group By Options
Allow vacant positions to display in the hierarchy by recording positions against vacancies.
Recording Vacancies
204
STEPS TO ENABLE
ADD VALUES AUTOMATICALLY USING POSITION DEFAULTING
Optionally you can use automatic defaulting to add additional attributes from the position, such as Job,
Department and Location.
STEPS TO ENABLE
STREAMLINE MASS TERMINATIONS
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, Fusion
HCM applies the terminations using the model effective date.
Terminating Workers in Workforce Modeling
Any workers you terminate will display in grey, giving you a quick visual indication of your planned
terminations.
205
Capture Salary Details in Workforce Modeling
STEPS TO ENABLE
SECURED SALARY ENTRY
Enter salary details in existing salary records if the:
Worker salary basis does not use payroll rates

Worker assignment doesnt have a grade ladder
Action code is Promote or Transfer
Salary basis doesnt use components
Capture Salary Change
STEPS TO ENABLE
206
WORKFORCE REPUTATION MANAGEMENT

Oracle Fusion Workforce Reputation Management harnesses social networks to help organizations
discover, mobilize and retain talent. This functionality provides insight into workers' social reputation
and influence while also monitoring workers' social media usage compliance and mitigating social media
risk.
SIMPLIFIED USER INTERFACE
A simplified user interface is now available supporting both line managers and employees. Line
managers can now view details about team members.
Line Manger and Employee Reputation View
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
Also new in this release is the ability for employees to access their reputation scores, social roles, and
other details about their social reputation. In addition employees have mentorship capability available
to support their needs for increasing their social networking influence.
207
My Reputation View
Employee capabilities supported in the simplified user-interface include:
Dashboard Views of Social Reputation Profile, Social Connections Graph, Mentorship, and
News and Notifications
Reputation Score Details
Social Roles Details
STEPS TO ENABLE
EMPLOYEE ACCESS TO REPUTATION SCORES AND SOCIAL ROLES
Employees can now access their reputation scores which were only available to managers in previous
releases. They also have access to a new view of their social roles which is also based on their online
social behaviors. Social roles complement reputation scores allowing workers and managers multiple
views of a persons online social reputation. An employee can attain the following social roles:
Ambassador, Communicator, Expert, Innovator, Leader, Knowledge Broker, and Team Player. Employees
are presented with information about the role they socially represent and how it relates to their social
networking behaviors.
208
My Social Roles View
Both views, reputation scores and social roles, support actionable feedback, to facilitate improvement in
the areas.
STEPS TO ENABLE
EMPLOYEE MENTORSHIP
Employees can now request mentors and identify themselves as mentors to complement their social
networking behavior. As part of their social reputation profile employees can identify themselves as
mentors, making themselves and their social reputation profile available to co-workers for mentorship.
This feature also enables managers to suggest mentors for their team members.
209
Employee Mentorship and Actions
STEPS TO ENABLE
REPUTATION PROFILE SEARCH
Line managers can now access more details about a person via the results of the reputation profile
search. These details include a persons talent profile (including skills, degrees, and certifications),
reputation scores, and social connections. The search now also supports advanced search capability and
provides greater flexibility in defining search criteria.
210
STEPS TO ENABLE
CORPORATE SOCIAL MEDIA USAGE COMPLIANCE
Line managers and social media compliance officers now have a greater ability to view, track, and
mediate 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
now receive notifications when employees violate usage policies.
Manager View of Compliance Results
STEPS TO ENABLE
ORACLE SOCIAL NETWORK (OSN) INTEGRATION
Oracle Social Network (OSN) is a rich source from which to derive a persons social reputation. This data
is now being used as part of developing individuals reputation scores and social roles.
STEPS TO ENABLE
211
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
9/23/2015
Oracle Fusion Compensation: Convert

Worker-Level Budget Amounts into Local
Currency
Added new feature information delivered

in Update 9.
9/23/2015
Oracle Fusion Human Capital Management

for the United States: Employee Active
Payroll Balance Report
Feature information delivered in Rel 10

base.
9/23/2015

for the United States: PA Act 32 Calculation
Enhancements

base.
8/27/2015
Oracle Fusion Global Payroll: Update User

Defined Legislations

base.
8/27/2015
Oracle Fusion Global Payroll: New Country

Field for Personal Payment Methods to
Support International Payments

in Update 9.
8/27/2015
Oracle Fusion Global Payroll: Enhanced

Support for Rate Definitions

in Update 7.
8/27/2015
Oracle Fusion Global Payroll: Gross-to-Net

Report Based on Process Date

in Update 8.
8/27/2015
Oracle Fusion Global Payroll: Report Yearto-Date Summary

in Update 9.
8/27/2015
Oracle Fusion Global Payroll: Report

Payment and Nonpayment Balances

in Update 9.
7/31/2015
Oracle HCM Common Features- HCM Data

Loader: Import Local File

in Update 8.
212
Date
Whats Changed
Notes
7/31/2015

for India: Nomination Information

in Update 8.
7/31/2015

for Australia: Trade Support Loan Support

in Update 8.
7/31/2015
Oracle Tap (Mobile): Mobile- Language

Support Enhancements

in Update 8.
7/31/2015
Oracle Tap (Mobile): Mobile -Themes

in Update 8.
7/31/2015
Oracle Tap (Mobile): Mobile - Security

Enhancements

in Update 8.
7/31/2015
Oracle Tap (Mobile): HCM Cloud Mobile

Worker Detail and Public Profile

in Update 8.
7/31/2015
Oracle Tap (Mobile): Mobile Access

Worker Social Wall

in Update 8.
7/31/2015

Organization Navigator

in Update 8.
7/31/2015

Schedule Absences

in Update 8.
7/31/2015

Update Biological Information

in Update 8.
7/31/2015

View Payslips

in Update 8.
7/31/2015
Oracle Tap (Mobile): Mobile Worklist and

Notifications

in Update 8.
213
Date
Whats Changed
Notes
7/31/2015
Oracle Tap (Mobile): HCM Cloud Mobile Manger Self-Service Transactions

in Update 8.
7/31/2015

View Your Analytics

in Update 8.
---
214
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Oracle Global Human Resources Cloud

Whats New in Release 10

RELEASE FEATURE SUMMARY .............................................................................................................................. 10

Global Human Resources .............................................................................................................................. 24

Oracle Tap (Mobile)...................................................................................................................................... 36

APPLICATIONS SECURITY .....................................................................................................................................40

ABSENCE MANAGEMENT .....................................................................................................................................46

Attachments for Absence Records ............................................................................................................................ 53

COMPENSATION AND TOTAL COMPENSATION STATEMENT ................................................................................ 61

GLOBAL HUMAN RESOURCES............................................................................................................................... 73

Changes to Privileges for Predefined Job Roles .............................................................................................. 91

HCM Cloud Mobile ....................................................................................................................................... 94

HCM Cloud Mobile Worker Detail and Public Profile ............................................................................................... 95

GLOBAL PAYROLL .................................................................................................................................................97

GLOBAL PAYROLL INTERFACE............................................................................................................................. 113

HUMAN CAPITAL MANAGEMENT FOR AUSTRALIA............................................................................................. 115

HUMAN CAPITAL MANAGEMENT FOR AUSTRIA ................................................................................................ 117

HUMAN CAPITAL MANAGEMENT FOR BAHRAIN................................................................................................ 118

HUMAN CAPITAL MANAGEMENT FOR BELGIUM ............................................................................................... 119

HUMAN CAPITAL MANAGEMENT FOR BRAZIL ................................................................................................... 121

HUMAN CAPITAL MANAGEMENT FOR CANADA ................................................................................................ 122

HUMAN CAPITAL MANAGEMENT FOR CHINA .................................................................................................... 127

Payroll Data Validation Report ................................................................................................................................ 130

HUMAN CAPITAL MANAGEMENT FOR DENMARK.............................................................................................. 131

HUMAN CAPITAL MANAGEMENT FOR ESTONIA ................................................................................................ 132

HUMAN CAPITAL MANAGEMENT FOR FINLAND ................................................................................................ 133

HUMAN CAPITAL MANAGEMENT FOR FRANCE .................................................................................................. 134

HUMAN CAPITAL MANAGEMENT FOR GERMANY .............................................................................................. 139

HUMAN CAPITAL MANAGEMENT FOR HUNGARY .............................................................................................. 140

HUMAN CAPITAL MANAGEMENT FOR INDIA ..................................................................................................... 141

HUMAN CAPITAL MANAGEMENT FOR IRELAND ................................................................................................ 143

HUMAN CAPITAL MANAGEMENT FOR JAPAN .................................................................................................... 145

HUMAN CAPITAL MANAGEMENT FOR KAZAKHSTAN ......................................................................................... 146

HUMAN CAPITAL MANAGEMENT FOR KUWAIT ................................................................................................. 147

Social Insurance Enhancement for Government Sector Terminations ....................................................................... 149

HUMAN CAPITAL MANAGEMENT FOR LATVIA ................................................................................................... 151

HUMAN CAPITAL MANAGEMENT FOR LIECHTENSTEIN ...................................................................................... 152

HUMAN CAPITAL MANAGEMENT FOR LITHUANIA ............................................................................................. 153

HUMAN CAPITAL MANAGEMENT FOR MALAYSIA.............................................................................................. 154

HUMAN CAPITAL MANAGEMENT FOR NETHERLANDS ....................................................................................... 155

HUMAN CAPITAL MANAGEMENT FOR NEW ZEALAND ....................................................................................... 158

HUMAN CAPITAL MANAGEMENT FOR NORWAY ............................................................................................... 159

HUMAN CAPITAL MANAGEMENT FOR OMAN.................................................................................................... 160

HUMAN CAPITAL MANAGEMENT FOR POLAND ................................................................................................. 161

HUMAN CAPITAL MANAGEMENT FOR QATAR ................................................................................................... 162

HUMAN CAPITAL MANAGEMENT FOR REPUBLIC OF KOREA .............................................................................. 163

HUMAN CAPITAL MANAGEMENT FOR SAUDI ARABIA ....................................................................................... 164

HUMAN CAPITAL MANAGEMENT FOR SWEDEN ................................................................................................ 166

HUMAN CAPITAL MANAGEMENT FOR SWITZERLAND........................................................................................ 167

Worker Data Validation Report ............................................................................................................................... 167

HUMAN CAPITAL MANAGEMENT FOR TAIWAN ................................................................................................. 168

HUMAN CAPITAL MANAGEMENT FOR UKRAINE ................................................................................................ 169

HUMAN CAPITAL MANAGEMENT FOR THE UNITED KINGDOM .......................................................................... 170

HUMAN CAPITAL MANAGEMENT FOR THE UNITED STATES ............................................................................... 172

HUMAN CAPITAL MANAGEMENT FOR UNITED ARAB EMIRATES........................................................................ 180

NETWORK AT WORK .......................................................................................................................................... 182

TIME AND LABOR ............................................................................................................................................... 188

TRANSACTIONAL BUSINESS INTELLIGENCE......................................................................................................... 197

Enhanced Worker Dimension.................................................................................................................................. 201

WORKFORCE MODELING ................................................................................................................................... 204

WORKFORCE REPUTATION MANAGEMENT ....................................................................................................... 207

REVISION HISTORY............................................................................................................................................. 212

RELEASE FEATURE SUMMARY