19B Global HR WN

TABLE OF CONTENTS
UPDATE 19B ······························································································································································································· 3

Revision History ························································································································································································ 3
Overview ······································································································································································································· 3
Feature Summary ····················································································································································································· 5
Human Resources ···················································································································································································· 9
Global Human Resources ······························································································································································· 9
Onboarding and Checklists Enhancements ······················································································································· 9
New Position Attribute to Capture Requisition Template ···························································································· 16
Delegate Position Added to the Synchronize Person Assignments from Position ESS Process ················ 17
Enhanced Worker Contracts Management ······················································································································ 18
Employment Info Enhancements ········································································································································· 20
Control Security for Document Records ···························································································································· 22
Additional Binding Parameters for Personalization ······································································································· 24
Public Allocated Checklists REST API ······························································································································· 25
Support for Positions, Requisitions, and Offers on My Team Page ········································································ 26
Access to Document Records and Document Delivery Preferences Hidden ······················································ 27
Availability of Enterprise Onboarding Checklists ············································································································ 27
HR Redesigned User Experience/Responsive Pages ······································································································ 27
Employment Flows Added to HCM Transaction Design Studio ··············································································· 27
Share Personal Info and Share Data Access Available in Transaction Design Studio ··································· 28
Personal Information Redesigned for Professional User Access ············································································ 30
Compact Guided Process to Edit Work Relationships ································································································· 39
Additional Deep Links for Employment ······························································································································ 40
Human Capital Management for Belgium ····························································································································· 41
Worker Data Validation Report Update ····························································································································· 41
Human Capital Management for Brazil ··································································································································· 41
Person Documents for Brazil ················································································································································· 41
Human Capital Management for France ································································································································ 44
Additional Information at Person-Level ······························································································································ 44
Human Capital Management for Germany ···························································································································· 44
Simplified Process for Social Insurance Calculation Card Creation ······································································· 44
Human Capital Management for Hong Kong ······················································································································· 45
Hong Kong Worker Data Validation Report ····················································································································· 45
Human Capital Management for Romania ···························································································································· 46
New Value for the Contract Type ········································································································································· 46
Human Capital Management for Singapore ························································································································· 46
Singapore International Transfer Payment Type ··········································································································· 46
Human Capital Management for Sri Lanka ··························································································································· 47
Enhanced National Identifier Validation ····························································································································· 47
Global Payroll Interface ·································································································································································· 47
Changed Attributes Report Supplementing ADP Global Payroll Interface ··························································· 48
Global Payroll Interface Enhanced With Additional Attributes ·················································································· 48
Worklife Solutions ·················································································································································································· 50
Corporate Social Responsibility ················································································································································ 50
Volunteering Redesigned User Experience/Responsive Pages ··················································································· 50
Employee Volunteering Redesigned ·································································································································· 50
Workforce Directory Management ············································································································································ 52
Directory Management Redesigned User Experience/Responsive Pages ······························································· 52
Improved Directory Organization Chart ····························································································································· 53
Workforce Health and Safety Incidents ·································································································································· 54
Report on Data Security Incidents ······································································································································· 54
Employee Self-Service Incident Reporting REST API ································································································· 57
Health and Safety Redesigned User Experience/Responsive Pages ········································································ 57
Improved User Experience for Incident Reporting Using Mobile Devices ···························································· 57
Workforce Reputation Management "Personal Brand" ································································································· 58
Reputation Management Redesigned User Experience/Responsive Pages ··························································· 58
Employee and Team Personal Brand Redesigned ······································································································· 58
HR Optimization ······················································································································································································ 63
HCM Transactional Business Intelligence ···························································································································· 63
Human Resources ·········································································································································································· 63
Improved Performance on Location Dimension ············································································································· 63
New Attributes Related to Position Dimension ··············································································································· 63
Recruiting - Additional Attributes in Candidates, Job Applications, and Pools ··················································· 64
Workforce Modeling ······································································································································································· 65
New Metrics in Workforce Modelling Subject Area ······································································································· 65
2
UPDATE 19B
REVISION HISTORY
This document will continue to evolve as existing sections change and new information is added. All updates
appear in the following table:
Date Feature Notes
Global Human Resources: Availability of Updated document. Delivered feature in

31 MAY 2019
Enterprise Onboarding Checklists update 19B.
Global Human Resources: Access to
Updated document. Delivered feature in
29 MAR 2019 Document Records and Document Delivery
Preferences Hidden update 19B.
Global Human Resources: Control Updated document. Revised feature

29 MAR 2019
Security for Document Records information.
Global Human Resources: Onboarding Updated document. Revised feature
29 MAR 2019
and Checklists Enhancements information.
Global Payroll Interface: Changed Attributes
29 MAR 2019 Report Supplementing ADP Global Payroll
Interface update 19B.
Global Payroll Interface: Global Payroll

29 MAR 2019 Interface Enhanced With Additional
update 19B.
Attributes
OTBI: Recruiting - Additional Attributes in Updated document. Delivered feature in

29 MAR 2019 Candidates, Job Applications, and Pools update 19B.
01 MAR 2019 Created initial document.
OVERVIEW
HCM Cloud applications have two types of patches you can receive that are documented in this What’s New:
Release Updates (19A, 19B, 19C, and 19D)

Optional Monthly Maintenance Packs to each update
It is important for you to know what Release Update your environment is on. You can find this in your Cloud
Portal.
This document outlines the information you need to know about new or improved functionality in Oracle HCM
Cloud. Each section includes a brief description of the feature, the steps you need to take to enable or begin
using the feature, any tips or considerations that you should keep in mind, and the resources available to help
you.
3
In addition to this document you will also want to review the Oracle Human Capital Management Cloud
Functional Known Issues and Maintenance Packs (Document ID 1554838.1). These documents identify bug
fixes and possible known issues. You will also need to review these documents based in the release update
version you are currently on or will be moving to.
Oracle HCM Cloud release documents are delivered in five functional groupings:
Suggested Reading for all HCM Products:
HCM Cloud Common Features (This document pertains to all HCM applications. It is the base human
resource information for all products and HCM Tools.)
Global Human Resources Cloud (Global Human Resources contains the base application in which
other application use for common data such as workforce structures and person information. Regardless
of what products you have implemented you may want to see the new features for Global Human
Resources that could impact your products.)
NOTE: Not all Global Human Resource features are available for Talent and Compensation products.
Optional Reading for HCM Products (Depending on what products are in your cloud service):
Talent Management Cloud (All Talent applications)

Workforce Rewards Cloud (Compensation, Benefits, Payroll and Global Payroll Interface)
Workforce Management Cloud (Absence Management and Time and Labor)
Additional Optional Reading:
Common Technologies and User Experience (This documents the common features across all Cloud
applications and is not specific to HCM)
NOTE: All of these documents can be found on the Oracle Help Center at: https://cloud.oracle.com
/saasreadiness/hcm under Human Capital Management Release Readiness.
GIVE US FEEDBACK
We welcome your comments and suggestions to improve the content. Please send us your feedback at
oracle_fusion_applications_help_ww_grp@oracle.com. Indicate you are inquiring or providing feedback
regarding the HCM Cloud What’s New for Release 13 in the body or title of the email.
4
FEATURE SUMMARY
Column Definitions:
Report = New or modified, Oracle-delivered, ready to run reports.

UI or Process-Based: Small Scale = These UI or process-based features are typically comprised of minor field, validation, or program changes. Therefore, the potential
impact to users is minimal.
UI or Process-Based: Larger Scale* = These UI or process-based features have more complex designs. Therefore, the potential impact to users is higher.
Customer Action Required = You MUST take action before these features can be used by END USERS. These features are delivered disabled and you choose if and when
to enable them. For example, a) new or expanded BI subject areas need to first be incorporated into reports, b) Integration is required to utilize new web services, or c) features
must be assigned to user roles before they can be accessed.
Ready for Use by End Users Customer Must Take Action before Use by End Users
(Feature Delivered Enabled) (Feature Delivered Disabled)
Reports plus Small Scale UI or Process-Based new features Not disruptive as action is required to make these features
will have minimal user impact after an update. Therefore, ready to use. As you selectively choose to leverage, you
customer acceptance testing should focus on the Larger set your test and roll out timing.
Scale UI or Process-Based* new features.
UI or UI or
Process-Based: Process-Based:
Feature Report Small Scale Larger Scale* Customer Action Required
HUMAN RESOURCES
Global Human Resources
Onboarding and Checklists Enhancements
New Position Attribute to Capture Requisition Template
Delegate Position Added to the Synchronize Person
Assignments from Position ESS Process
Enhanced Worker Contracts Management
Employment Info Enhancements
Control Security for Document Records
Additional Binding Parameters for Personalization
Public Allocated Checklists REST API
Support for Positions, Requisitions, and Offers on My
Team Page
5
UI or UI or
Access to Document Records and Document Delivery
Preferences Hidden
Availability of Enterprise Onboarding Checklists
HR Redesigned User Experience/Responsive Pages
Employment Flows Added to HCM Transaction Design
Studio
Share Personal Info and Share Data Access Available
in Transaction Design Studio
Personal Information Redesigned for Professional User
Access
Compact Guided Process to Edit Work Relationships
Additional Deep Links for Employment
Human Capital Management for Belgium
Worker Data Validation Report Update
Human Capital Management for Brazil
Person Documents for Brazil
Human Capital Management for France
Additional Information at Person-Level
Human Capital Management for Germany
Simplified Process for Social Insurance Calculation
Card Creation
Human Capital Management for Hong Kong
Hong Kong Worker Data Validation Report
Human Capital Management for Romania
New Value for the Contract Type
6
UI or UI or
Human Capital Management for Singapore
Singapore International Transfer Payment Type
Human Capital Management for Sri Lanka
Enhanced National Identifier Validation
Global Payroll Interface
Changed Attributes Report Supplementing ADP Global
Payroll Interface
Global Payroll Interface Enhanced With Additional
Attributes
WORKLIFE SOLUTIONS
Corporate Social Responsibility
Volunteering Redesigned User Experience/Responsive
Pages
Employee Volunteering Redesigned
Workforce Directory Management
Directory Management Redesigned User Experience
/Responsive Pages
Improved Directory Organization Chart
Workforce Health and Safety Incidents
Report on Data Security Incidents
Employee Self-Service Incident Reporting REST API
Health and Safety Redesigned User Experience
/Responsive Pages
Improved User Experience for Incident Reporting
Using Mobile Devices
7
UI or UI or
Workforce Reputation Management "Personal
Brand"
Reputation Management Redesigned User Experience
/Responsive Pages
Employee and Team Personal Brand Redesigned
HR OPTIMIZATION
HCM Transactional Business Intelligence
Human Resources
Improved Performance on Location Dimension
New Attributes Related to Position Dimension
Recruiting - Additional Attributes in Candidates, Job
Applications, and Pools
Workforce Modeling
New Metrics in Workforce Modelling Subject Area
8
HUMAN RESOURCES
GLOBAL HUMAN RESOURCES

Oracle 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 insuring compliance
and increasing total workforce engagement.
ONBOARDING AND CHECKLISTS ENHANCEMENTS

Improve user experience by leveraging enhancements in the Onboarding and Checklist areas. The
enhancements include:
User-Friendly Action Names
For simplicity and mobile usability, the Mark as Complete and Mark as Not Applicable actions are now renamed
to Complete and Not Applicable respectively.
Streamline Task Completion
The Complete button on the task card is disabled when the user first opens the Onboarding page. Users need
to click on the task name that will direct them to the task details page. It is only then that the Complete button is
enabled for the user to mark the task as Complete.
Support for Checklist Export and Import
Checklist templates and tasks can be migrated using Functional Setup Manager (FSM).
Access to Checklist Tasks via App and Deep Links
In addition to the available Quick Actions for accessing the Checklist Tasks page, a new app titled Checklist
Tasks is now available to access all non-enterprise onboarding checklists. Additionally, deep links have been
introduced to easily access Current Tasks, In-Progress Checklists, and Completed Checklists.
Checklist Tasks App
9
Checklist Tasks Landing Page
Quick Action to Set Up Checklist Templates
You can easily navigate to the Manage Checklist Template setup task to create and manage checklists
templates through a quick action available under My Client Groups > Employment.
10
Quick Action for Checklist Template Set Up
Additional Task Action Types
You can now make use of the additional task action types that are introduced:
Basic Electronic Signature: Used to capture the consent of users with their name and email address.
Additionally, the date is captured when the task is marked as completed and visible when the completed
task is viewed.
Document: Used to download and view any document that has been uploaded in a task.
11
Configure Basic E-Signature
Basic E-Signature Task for Employee
View Signed Task
12
Configure Document Task Type
Performer Accessing Document Task Type
Availability of All Task Action Types for Other Checklist Categories
All task action types such as Application Task, Configurable Form, Electronic Signature (both Basic and
DocuSign), Document, and Video can now be used in other checklist categories (such as Offboarding, Transfer,
Promotion and others), and not just Enterprise Onboarding.
All Task Action Types for all Categories
13
Options to Enable Attachments and Comments
While configuring a checklist task, you can enable attachments and comments check boxes for all task types,
and not just Configurable Form. This will allow the task performer to add attachments and comments when
performing the task.
Enable Attachments and Comments for All Task Types
Support for Flexfield Parameterization in an Allocated Task Descriptive Flexfield
Ensure accuracy of data by using attributes that can be used as a flexfield parameter for an allocated task
descriptive flexfield.
14
Configuration of Legal Employer as a Flexfield Parameter
15
Flexfield Parameter in a Checklist Task
STEPS TO ENABLE
No steps are required to enable this feature.
KEY RESOURCES
For more information refer to My Oracle Support for the following document:
Using Flexfield Parameters in Value Sets for Allocated Tasks in Checklists ( Document ID 2518292.1)
NEW POSITION ATTRIBUTE TO CAPTURE REQUISITION TEMPLATE Would you explore this?
A new attribute, Requisition Template is added on the Manage Position pages where you can select the
requisition template for a position.
When you create a requisition in Oracle Recruiting Cloud using a position, then the position details and the
information from the requisition template will be automatically populated.
Requisition Template Added on Position Pages
STEPS TO ENABLE
16
DELEGATE POSITION ADDED TO THE SYNCHRONIZE PERSON ASSIGNMENTS FROM
POSITION ESS PROCESS
You can easily reassign directs of the child position to the incumbent of the delegate position. Use the
Delegate Position attribute in the Synchronize Person Assignments from Position ESS process to reassign the
directs of the child position to the incumbent in the delegate position. You can use this feature when the parent
position becomes vacant.
For example, in the above position (P99), is a delegate position with incumbent (Asg 99) of position P2.
Positions P3.1 and P3.2 are the child positions of P2 .When P2 becomes vacant, then incumbent of P3.1 and
P3.2 will be reassigned to the incumbent of P99 (Asg 99).
STEPS TO ENABLE
1. Click Workforce Structures > Manage Enterprise HCM Information or Manage Legal Entity HCM
Information.
2. Click Edit > Update.
3. Enter the Action Reason.
4. Click OK.
5. In the Position Synchronization Configuration section, select Enable Position Synchronization.
6. Select Use HCM position hierarchy in the Manager field.
7. In the Position Hierarchy Configuration section, select Use HCM Position Hierarchy.
8. Click Submit.
TIPS AND CONSIDERATIONS

You can use this feature only when the parent position is vacant and a value is specified for the
Delegate Position attribute, In addition, the line manager synchronization needs to be based on the
HCM Position Hierarchy.
Direct reports are reassigned to the incumbent in the parent position once the vacancy is filled.
Directs reports are reassigned if the delegate position becomes vacant and assigned back to the new
incumbent when the delegate position is filled.
17
ENHANCED WORKER CONTRACTS MANAGEMENT
You can now manage worker contracts better with the following improvements:
The Manage Contracts task is now available under Quick Actions on the home page.
Line managers can view and extend the contracts of their direct reports.
You can share contracts across multiple assignments within the same work relationship.
18
The contract numbers are automatically generated for newly created worker contracts.
You can manage contracts using the newly created approval rule (Manage Contracts).
You can use the newly created security privileges for contracts.
These enhancements will provide a holistic view of the employment contract for workers, line managers, and
HR specialists.
STEPS TO ENABLE
Before you use the enhanced contracts functionality, you must run the Migrate Employment Data process to
enrich the contract data. Here’s how you run the process:
1. Navigate to the Scheduled Processes work area and search for the Migrate Employment Data process.
2. Click Submit.
3. When the process is completed, the period_of_service_id and contract_end_date columns in the
per_contracts_f table will be populated for all the rows where the period_of_service_id was null.
Here's how you enable this new feature:
1. Run the Migrate Employment Data process.

2. Set the PER_MANAGE_CONTRACTS_RESPONSIVE_ENABLED profile option to Y to access the
manage contracts functionality and be able to share the contract across multiple assignments.

The contract number will now be automatically populated for the newly added contracts. Here’s the logic
for automatically generating the contract number:
Prefix "CONT" || Person Number (For example, if the person number is 17040, the contract
number will be CONT17040).
Prefix "CONT" || Person Number || "-2" and so on if it’s the second contract for a person.
19
You can share contracts across multiple assignments only if the contracts and assignments belong to
the same work relationship.
In the Contract Extensions section, extension number 0 is the base row (initial row) for that contract.
When adding a new assignment (permanent or temporary), you can now add an existing contract or
create a new contract.
ROLE INFORMATION
These are the aggregate privileges that support features in this update and the predefined roles that inherit
them.
Aggregated Privilege Name Job or Abstract Role
Manage Worker Contract Human Resource Specialist

ORA_PER_MANAGE_WORKER_CONTRACT Line Manager
Human Resource Analyst
View Worker Contract
Employee
ORA_PER_VIEW_WORKER_CONTRACT
Contingent Worker
EMPLOYMENT INFO ENHANCEMENTS

We have improved transparency by allowing HR specialists, HR analysts, and managers to access a worker’s
detailed historical records from the Employment Info page. The user can do these actions for the detailed
historical records:
View a summary of changes for the assignment attributes.

Correct or delete the historical record if they have the appropriate security privilege.
20
21
STEPS TO ENABLE
Make the feature accessible by assigning or updating privileges and/or job roles. Details are provided in the
Role Information section below.
ROLE INFORMATION
The following table shows the aggregate privileges that support features in this update and the predefined roles
that inherit them.
Correct Worker Assignment

Human Resource Specialist
ORA_PER_CORRECT_WORKER_ASSIGNMENT
Delete Worker Date Effective Assignment
ORA_PER_DELETE_WORKER_DE_ASSIGNMENT
Use REST Service - Workforce Structure List of Values
ORA_PER_REST_SERVICE_ACCESS_WORKFORCE_STRUCTURE_LOVS
CONTROL SECURITY FOR DOCUMENT RECORDS

You can control a worker’s access to document records by giving the appropriate access. You can grant either
the view or manage access to document records based on the document type.
You can restrict access to selected document types by granting view access only for those document types. On
the Document Records page, workers can view all document records for which they have view and manage
access. They can edit and delete those document records for which they have manage access.
The document records UI now displays all document records for which the worker has manage and view access.
22
Manage Access to Document Record for Birth Certificate
View Access to Document Record for Employment Agreement
STEPS TO ENABLE
Prior to release 19B, workers could only view the document records of those document types for which they
had manage access, and not view access.
To work around this issue, customers would grant manage access to all document types. Then, they would use
page composer and EL expressions to hide the Edit and Delete buttons for read-only document types.
23
Consider this scenario. A user having employee role has manage access to their adoption and birth certificate
documents. For all other document types, the user has read-only access.
You can configure the security so that the user can view all document records, but can only manage documents
of type adoption and birth. To do this, follow these steps:
1. Create a document security profile by including the document types (adoption and birth) that require
manage access.
2. Create a custom role for the employee with the View Person Documentation aggregate privilege.
3. Assign the document security profile created in step 1 to the delivered employee role (that contains
Manage Person Documentation by Worker aggregate privilege).
4. Assign the delivered and custom employee roles to the user.
ADDITIONAL BINDING PARAMETERS FOR PERSONALIZATION

Experience improved functionality and accuracy of data entry by using additional binding parameters in the
expression language to hide or show attributes and flexfields. These additional parameters include action
code, action reason code, and business unit. You can also use this feature to personalize the flexfield
segments.
Here’s a sample code of expression language that uses action code and action reason code:
#{bindings.ActionCode.inputValue eq 'TEAM_EXPANSION'}
#{bindings.ActionReasonCode.inputValue eq 'ADDITIONAL_PRODUCT'}
The action code and action reason code are available as binding parameters on these responsive pages:
Promotion
Transfer
Termination
Resignation
Change Working Hours
Change Location
Change Manager
Change Assignment
Hire an Employee
Add Pending Worker
Add Contingent Worker
Add Nonworker
Manage Directs
Here’s a sample code of expression language that uses business unit:
#{bindings.BusinessUnit.inputValue eq 'GBI HCM-Financials GBR BU'}
The business unit is available as a binding parameter on these responsive pages:
Promotion
Transfer
Hire an Employee
Add Pending Worker
Add Nonworker
24
STEPS TO ENABLE
To use this feature you must go into Patronizations. Below are some sample bindings:
Here’s a sample code of expression language that uses action code and action reason code:
#{bindings.ActionCode.inputValue eq 'TEAM_EXPANSION'}
#{bindings.ActionReasonCode.inputValue eq 'ADDITIONAL_PRODUCT'}
Here’s a sample code of expression language that uses business unit:
#{bindings.BusinessUnit.inputValue eq 'GBI HCM-Financials GBR BU'}
PUBLIC ALLOCATED CHECKLISTS REST API

You can now use the allocated checklists REST resource to query and update an allocated checklist or task
within an allocated checklist.
Using the REST API, you can:
Allocate a checklist to a person

Get the status of an allocated checklist
Add a new task to a checklist that is already allocated to a person
Delete an allocated checklist
Get all tasks of an allocated checklist assigned to a person
Update the task status of an existing allocated checklist for a person
Delete a task from a checklist allocated to a person
Reopen a task of an existing allocated checklist for a person
STEPS TO ENABLE
Review the REST service definition in the REST API guides to leverage (available from the Oracle Help Center
> your apps service area of interest > REST API). If you are new to Oracle's REST services you may want to
begin with the Quick Start section.
ROLE INFORMATION
The following table shows the aggregate privileges that support features in this update and the predefined roles
that inherit them.
Use REST Service - Allocated Checklists Read Only Human Capital Management Integration
PER_REST_SERVICE_ACCESS_ALLOCATED_CHECKLISTS_RO_PRIV Specialist
Use REST Service - Allocated Checklists Human Capital Management Integration
PER_REST_SERVICE_ACCESS_ALLOCATED_CHECKLISTS_PRIV Specialist
25
SUPPORT FOR POSITIONS, REQUISITIONS, AND OFFERS ON MY TEAM PAGE
New actions are added on the My Team page to support positions, requisitions, and offers.
Create Job Requisition - Creates an Oracle Recruiting Cloud requisition for a position. Such position
requisitions will be listed against the position, in the Requisition section on the My Team page. You can
also view the position requisition in the Position Detail page when you drill into a position details by
clicking on the position.
Convert Vacancy to Requisition - Converts vacancies with a position into position requisitions.
Request a New Position - Allows line managers to request a new position.
Request a Position Change - Allows a line manager to request a change in an existing position.
Actions on My Team Page
Requisition offers from Oracle Recruiting Cloud are now displayed on the My Team page.
STEPS TO ENABLE
26
The new actions are secured.
displayed, make sure it
is displayed after
upgrade
ACCESS TO DOCUMENT RECORDS AND DOCUMENT DELIVERY PREFERENCES HIDDEN
Simplify the experience for users when they access the Manage Person page in classic UI. The Document
Records and Document Delivery Preferences sections in the Documents tab are hidden out-of-the-box. You
can use the Page Composer functionality to show these hidden sections.
STEPS TO ENABLE
AVAILABILITY OF ENTERPRISE ONBOARDING CHECKLISTS

Line managers and HR specialists can access and manage Enterprise Onboarding category checklists only on
the Manage Allocated Checklists responsive pages. These checklists will no longer be available in the classic
pages.
STEPS TO ENABLE
HR REDESIGNED USER EXPERIENCE/RESPONSIVE PAGES

Increase user satisfaction with the redesigned pages that now have the same look and feel on desktop and
mobile devices. These redesigned pages are both responsive and easy to use on any device, with a modern
look and conversational language. Clutter-free pages, with clean lines and just the essential fields, can be
personalized to suit.
EMPLOYMENT FLOWS ADDED TO HCM TRANSACTION DESIGN STUDIO

We have improved the experience for users by adding more employment flows to the HCM Transaction Design
Studio. You can configure and control the display of sections and fields in these employment flows:
Add Assignment
Add Nonworker
Add Pending Worker
Cancel Work Relationship
Change Assignment
Change Legal Employer
Change Location
Change Manager
Change Working Hours
Create Work Relationship
Edit Pending Worker
Edit Work Relationship
Employment Card
Hire an Employee
27
Local and Global Transfer
Manage Contract
Manage Directs
Manage Employment
Manage Seniority Dates
Promotion
Resignation
Termination
Transfer
STEPS TO ENABLE
The delivered Human Capital Management Application Administrator inherits the privilege Access HCM
Transaction Configurator (HRC_ACCESS_HCM_TRANSACTION_CONFIGURATOR) which gives access to
the Transaction Design Studio in the HCM Experience Design Studio. To access HCM Experience Design
Studio, enable a sandbox and then edit your pages at the Site level.
KEY RESOURCES
For more information, see the HCM Experience Design Studio/ Transaction Design Studio go to My Oracle
Support for the following document:
Transaction Design Studio – What It Is and How It Works (Document 2504404.1)
SHARE PERSONAL INFO AND SHARE DATA ACCESS AVAILABLE IN TRANSACTION DESIGN
STUDIO
Share Personal Info and Share Data Access tasks are now available for configuration in HCM Experience
Design Studio. You can use the Transaction Design Studio to define rules which hide attributes or make an
attribute required. Both flows can be configured by legal employer.
You can configure attributes in the Who Can Access Region for the Share Data Access flow. In the following
example, the Notes field is changed from Not required to Required, and the Person Image has been made Not
visible for all legal employers.
28
Share Data Access: Sample Rule
In Share Personal Info flow, you can configure the attributes in only two regions: Add Recipients and Recipients
of the Info. Other regions are not yet available for configuration. In the following example, the Days Until Access
Expires is set to Not visible in the Recipients of the Info region.
Share Personal Info: Sample Rule
STEPS TO ENABLE
1. Enable the Share Data Access and Share Personal Info flows
Refer to the following document on My Oracle Support: HCM Responsive User Experience Setup
Information (Document 2399671.1)
29
2. Access the HCM Experience Design Studio:
a. Activate a sandbox.
b. Navigate to the My Client Groups tab.
c. Click Show More to open the quick actions.
d. Select HCM Experience Design Studio in the Employment group.
e. Under your Settings and Actions, select Edit Pages.
f. Select Site layer and click OK.
3. To create a page configuration rule, on the Transaction Design Studio tab:
a. Select Share Data Access or Share Personal Info from the Actions list of values.
b. Click the Add button.
c. Enter the basic details.
d. In the Page Attributes region, select the region you want to configure. Note that there is only one region
for Share Data Access.
e. Change the required or visibility setting for attributes in the selected region.
f. Repeat applicable steps 4-5 for the next region to configure.
g. Save.
h. Apply the sandbox.
KEY RESOURCES
For general information about Share Personal Info and Share Data Access, refer to 18C HCM Cloud
Common Features, What's New, under Redesigned User Experience. The feature is called Information
Sharing Pages Redesigned.
For information on Transaction Design Studio
See the Transaction Design Studio – What It Is and How It Works (Document 2504404.1) in My
Oracle Support.
See the Implementing Global Human Resources Guide, Chapter " Other Setup and Maintenance
Tasks"
Refer to 19A HCM Cloud Common Features What's New, under Redesigned User Experience.
The feature is called Enhanced HCM Experience Design Studio to Simplify Page Configurations
PERSONAL INFORMATION REDESIGNED FOR PROFESSIONAL USER ACCESS

Professional users can now access the following responsive pages from the quick actions on the My Client
Groups tab:
Personal Details
Contact Info
Identification Info
Family and Emergency Contacts
30
My Client Groups Quick Actions
These responsive pages have been updated to include features that have been available to the professional
user in the Manage Person page. Some of the enhancements will be limited to the professional user and not be
exposed to the employee. This will keep the pages clean and simple for the typical employee use cases, but will
provide the professional user more capabilities.
31
If a user is assigned both the employee and professional roles and the user accesses their personal info pages,
the pages will behave as if the user is accessing the page as an employee, not a professional user.
The name, address, demographic info, visas and permits, family and emergency contact relationship, and
disability have all been enhanced to allow the professional user view and edit historical records. Since viewing
and editing of historical records is infrequently done, the region is delivered as collapsed to keep the page as
simple as possible, but still provides a professional user access to the history of the effective dated records on
an as needed basis.
Show Prior Hyperlink for Effective Dated Records
Historical Effective Dated Records Displayed
The Delete button for effective dated objects has been enhanced for the professional user so there is an option
to either permanently delete or end date the record. For employees who are performing updates on their own
personal information, the Delete button will remain as an end date to the effective dated records in order to keep
the historical integrity of the data and not over complicate the user experience. If there are multiple effective
dated records for an object, and you would like to delete all of the records, you can delete each historical record
one at a time. There is no option to delete all historical records, or sometimes referred to a zap, with a single
delete.
32
Delete Button for Professional User
Delete Options for Professional User
The National Identifiers is now in its own region and no longer in the Demographic Info region. The professional
user can edit and add national identifiers as required.
National Identifiers Region
For the professional user, configured flexfields will be displayed out of the box in the read only regions so that
the user does not need to open the inline editable region to see the flexfield details. Flexfields will remain hidden
out of the box for the employee when viewing their own data. You may use page composer to display specific
flexfields to the employee on an as needed basis.
33
Configured Flexfields Displayed in Read Only Region
For the professional user, the Date of Death field has been added to the Biographical Info region and is only
displayed to the professional user.
Since the Manage Person page allowed for a professional user to navigate from an employee's contact to the
Manage Person page of the contact and manage additional details of the contact, the family and emergency
contacts page has been enhanced by the addition of the following fields, which are hidden out of the box:
Date of Death
Country, Region, and Town of Birth
Correspondence Language
Blood Type
Marital Status
Highest Education Level
Ethnicity
Religion
Citizenship
Driver Licenses
Person Number - only displayed when the HCM Enterprise setting for the Person Number Generation
Method is Manual
For the professional user, when adding a contact from the Select a Person as a Contact, the list of people has
been enhanced so that they can search for people who are only contacts. This feature allows a professional
user to search and select a contact of an employee who is also the contact of another employee, but does not
want to create a duplicate contact record. This typically happens when 2 people work at the same company
and have children that they both want to record as contacts. Employees are still restricted to only searching and
adding people who are active employees or contingent workers, based on their Public Person security profile
definition.
Select a Person as a Contact
34
List Includes Contacts
For the professional user, an Add button has been delivered in the Demographic Info region for when a new
legislative record must be added to an employee.
For the professional user, a disability record for any country can be created. Additional fields related to a
disability can also be displayed as required.
Create Disability Record for any Country
The personal info pages are now supported by the Design Studio functionality. The parameters that are
supported are:
Role Name
Country
Note that this is the country of the object that is being displayed. For example, it is Country of the
Demographic Info region. It is not the country of the person's assignment.
Note that the Biographical Info and Email regions do not have a country and hence the country
parameter does not apply to these regions.
35
When is the rule applied?
Because a user could be both an employee and a professional user, this parameter is used to help
you control the display based on the user and who's data they are viewing.
Personal Info Pages Supported by Design Studio
If the HCM Enterprise setting of Person Number Generation Method has been set to Manual, then an additional
region on the Personal Details page will be displayed to the professional user so that a person's person number
can be edited. If you choose to expose the region using a page composer personalization even though the
generation method is not set to Manual, you must take responsibility to not create an person number conflicts in
the future by editing the existing person numbers.
The approval rule for these pages will remain to be the Change Personal Information. If you have configured
the rule for personal info changes and your professional users start to use these pages, you will need to
configure the approval appropriate to meet your approval requirements. This will need to be done using the
Advanced Approval Rules in BPM.
Only the initiator of the transaction that is pending approval will be able to edit the pending approval when
viewing the page. The viewer of the page that is not the initiator will be able to view the pending approval, but
will not be able to edit the pending approval. They will be able to see the pending approval notification so that
they can see who the approval is currently assigned.
Deep links for the professional user have also been added, in addition the existing deep links available for the
employee self-service users.
STEPS TO ENABLE
In order to enable the responsive Personal Information pages, you must enable the following profile option and
have enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option. If you have not enabled the
HCM_RESPONSIVE_PAGES_ENABLED profile option, please see following white paper: HCM Responsive
User Experience Setup Information (Document 2399671.1).
36
Field Value
Profile Option Code PER_PERSONAL_INFORMATION_RESPONSIVE_ENABLED
To enable the profile option, navigate to the Setup and Maintenance work area:
1. Search for and click the Manage Administrator Profile Values task.
2. Search for and select the profile option.
3. Click to add a new Profile Value.
4. Select the Level as Site.
5. Enter a Y in the Profile Value field.
6. Click Save and Close.
The Quick Actions for the My Client Groups will only be displayed if the profile
option PER_PERSONAL_INFORMATION_RESPONSIVE_ENABLED has been set and the user has the
necessary privileges. Even if the profile option is set, access to the Person Management work area will remain.
Person extra information types and order of preference are not yet available in the Personal Info responsive
pages. If you require to manage data in these features, you must use the Manage Person page.
KEY RESOURCES
For more information on creating and enabling the profile options, refer to the following document on My
Oracle Support:
HCM Responsive User Experience Setup Information- ( Document 2399671.1)
For more information on personalizing pages, refer to the following:
Chapter 3, Page Customization in the Oracle Applications Cloud: Configuring and Extending Applications
guide.
The Developer Relations Page Composer Oracle YouTube channel.
For more information on regenerating grants for roles, refer to the HCM R13 Security Upgrade Guide on My
Oracle Support:
Appendix B: Regenerating Roles
For more information on the HCM Experience Design Studio, refer to the HCM 19A What's New:
Enhanced HCM Experience Design Studio to Simplify Page Configurations
Or to the following white paper on My Oracle Support:
Transaction Design Studio – What It Is and How It Works (Doc ID 2504404.1)
ROLE INFORMATION
The following new aggregate privileges are inherited by the predefined Job or Abstract Roles. If you are using
the predefined reference roles, then no action is necessary. If you're using a custom version of the role, then
you must add these aggregate privileges to your custom role to enable this feature.
37
See the Release 13 Oracle Human Capital Management Cloud Security Upgrade Guide on My Oracle Support
(document 2023523.1) for instructions on implementing new features in existing roles.
Aggregate Privilege Name and Code Job or Abstract Role
Access Personal Details by HR Human Resource Specialist

ORA_PER_ACCESS_PERSONAL_DETAILS_BY_HR Human Resource Analyst
View Person Religion Human Resource Specialist
ORA_PER_PERSON_RELIGION_VIEW_DUTY Human Resource Analyst
Manage Person Religion
ORA_PER_PERSON_RELIGION_MANAGEMENT_DUTY
View Person Ethnicity Human Resource Specialist

ORA_PER_PERSON_ETHNICITY_VIEW_DUTY Human Resource Analyst
Manage Person Ethnicity
ORA_PER_PERSON_ETHNICITY_MANAGEMENT_DUTY
Change Person Marital Status

ORA_PER_PERSON_MARITAL_STATUS_MAINTENANCE_DUTY
View Person National Identifier

ORA_PER_PERSON_NATIONAL_IDENTIFIER_VIEW_DUTY
Manage Person National Identifier

ORA_PER_PERSON_NATIONAL_IDENTIFIER_MANAGEMENT_DUTY
View Person Disability by HR Human Resource Specialist

ORA_PER_VIEW_PERSON_DISABILITY_BY_HR Human Resource Analyst
View Person Disability by Worker Employee
ORA_PER_VIEW_PERSON_DISABILITY Contingent Worker
Access Family and Emergency Contacts by HR Human Resource Specialist
ORA_PER_FAMILY_AND_EMERGENCY_CONTACTS_BY_HR Human Resource Analyst
Manage Person Contact Details
ORA_PER_MANAGE_PERSON_CONTACT_DETAILS
Employee
Contingent Worker
Access Person Identification Information by HR Human Resource Specialist
ORA_PER_ACCESS_PERSON_IDENTIFICATION_INFORMATION_BY_HR Human Resource Analyst
View Person Citizenship Human Resource Specialist
ORA_PER_PERSON_CITIZENSHIP_VIEW_DUTY Human Resource Analyst
Manage Person Citizenship
ORA_PER_PERSON_CITIZENSHIP_MANAGEMENT_DUTY
View Person Passport Human Resource Specialist

ORA_PER_PERSON_PASSPORT_VIEW_DUTY Human Resource Analyst
Manage Person Passport
ORA_PER_PERSON_PASSPORT_MANAGEMENT_DUTY
View Person Driver License Human Resource Specialist

ORA_PER_PERSON_DRIVER_LICENSE_VIEW_DUTY
H uman Resource Analyst
38
Aggregate Privilege Name and Code Job or Abstract Role
Manage Person Driver License

ORA_PER_PERSON_DRIVER_LICENSE_MANAGEMENT_DUTY
View Person Visa or Permit Human Resource Specialist

ORA_PER_PERSON_VISA_PERMIT_VIEW_DUTY Human Resource Analyst
Manage Person Visa or Permit
ORA_PER_PERSON_VISA_PERMIT_MANAGEMENT_DUTY
Access Person Contact Information by HR Human Resource Specialist

ORA_PER_ACCESS_PERSON_IDENTIFICATION_INFORMATION_BY_HR Human Resource Analyst
Person Communication Methods View Duty
ORA_PER_PERSON_COMMUNICATION_METHODS_VIEW_DUTY
View Person Address

ORA_PER_VIEW_PERSON_ADDRESS_DUTY
Change Person Address
ORA_PER_PERSON_ADDRESS_MAINTENANCE_DUTY
COMPACT GUIDED PROCESS TO EDIT WORK RELATIONSHIPS

We have made it easier for you to edit work relationships in the new responsive pages. This compact guided
process allows you to update the legal employer start date, primary status of the work relationship, and
descriptive flexfields.
Edit Work Relationship Fields in the Responsive Pages
39
STEPS TO ENABLE
If you have not already, you will need to do the following in order to enable the new Personal Information
pages. You must enable the following profile option and have enabled the
HCM_RESPONSIVE_PAGES_ENABLED profile option. If you have not enabled the
Field Value
Profile Option Code PER_EMPLOYMENT_GUIDED_FLOWS_RESPONSIVE_ENABLED

Profile Option Code HCM_TASK_CONFIGURATOR_RESPONSIVE_ENABLED
KEY RESOURCES
Oracle Support:
HCM Responsive User Experience Setup Information- (Document ID 2399671.1)
Chapter 3, Page Modification in the Oracle Applications Cloud: Configuring and Extending Applications
guide.
ROLE INFORMATION
These are the aggregate privileges that support features in this update and the predefined roles that inherit
them.
Edit Work Relationship

ORA_PER_EDIT_WORK_RELATIONSHIP
ADDITIONAL DEEP LINKS FOR EMPLOYMENT

We have made it easier for you to navigate to pages in HCM Cloud by using these additional deep links:
Deep link to the responsive Employment Info page.

Deep link to the Cancel Work Relationship page for managers.
40
STEPS TO ENABLE
To access deep links:
1. Open the main menu.

2. Go to Tools > Deep links.
3. Copy the URL for a deep link.
4. Paste the URL into the desired location.
HUMAN CAPITAL MANAGEMENT FOR BELGIUM

Oracle HRMS (Belgium) supports country specific features and functions for Belgium. It enables users to follow
Belgium’s business practices and comply with its statutory requirements.
WORKER DATA VALIDATION REPORT UPDATE

Run the Worker Data Validation Report to get a list of employees with missing or invalid HR data. The existing
validation has been enhanced for Belgium and includes checking the existence of a record for the Projected
End Date when the selected value for the Contract Type is Temporary.
STEPS TO ENABLE
Run this report from the Data Exchange work area, Payroll: Submit a Process or Report task.
You must specify the legal employer and the effective date to run the report, which should not be prior to the
hiring day for the targeted workers in the report.
KEY RESOURCES
For more information on this report, go to Applications Help, and search for the:
Worker Data Validation Report
HUMAN CAPITAL MANAGEMENT FOR BRAZIL

Oracle HRMS (Brazil) supports country specific features and functions for Brazil. It enables users to follow
Brazil’s business practices and comply with its statutory requirements.
PERSON DOCUMENTS FOR BRAZIL

Comply with the legislative requirements for Brazil, by capturing the personal documents: Labor and Social
Welfare Portfolio, also known as CTPS data requirement are located in Person Management under Legislative
Information. The Electoral Card and Military Certificate are in the Manage Document Records.
Labor and Social Welfare Portfolio, also known as CTPS, in Person Management under Legislative
Information:
CTPS Number - eleven character alphanumeric field
41
CTPS Series - five character alphanumeric field
CTPS Issuing State - two characters for state abbreviation, values for this field come from the
geography data
CTPS Issuing Date
Electoral Card Person Document Type in Manage Document Records with the following specific
attributes:
Electoral Zone - three characters alphanumeric field
Electoral Section - four characters alphanumeric field
Issuing City – 30 characters alphanumeric field, values come from the geography data
Issuing State – two characters for state abbreviation, values come from the geography data
42
Military Certificate Person Document Type in the Manage Document Records with the following specific
attributes:
Series - three characters alphanumeric field
Region - two characters alphanumeric field
Issuing State - two characters for state abbreviation, values come from the geography data
Certificate Type – values from lookup: ORA_HRX_BR_MILITARY_CERTIFICATE_TYPE
Military Category – values from lookup: ORA_HRX_BR_MILITARY_CATEGORY
STEPS TO ENABLE
43
HUMAN CAPITAL MANAGEMENT FOR FRANCE
Oracle Fusion HRMS (France) supports country specific features and functions for France. It enables users to
follow France’s business practices and comply with its statutory requirements.
ADDITIONAL INFORMATION AT PERSON-LEVEL

You can record additional information for employees such as disciplinary action, personal representative, and
medical examination. Although most of the common values are delivered as lookup types, you can modify the
contents as required.
You can enter the required information on the Extra Information tab on the Manage Person page for the
following:
France Disciplinary Action

France Personal Representative
France Medical Examination
Extra Information Tab on Manage Person Page
STEPS TO ENABLE
HUMAN CAPITAL MANAGEMENT FOR GERMANY

Oracle Fusion HRMS (Germany) supports country specific features and functions for Germany. It enables
users to follow Germany’s business practices and comply with its statutory requirements.
SIMPLIFIED PROCESS FOR SOCIAL INSURANCE CALCULATION CARD CREATION

You can use the simplified process for automatic Social Insurance calculation card creation while hiring a new
employee. The application automatically creates the calculation card without the association details:
44
Social Insurance Calculation Card for Germany
The association details are no longer required for legal reporting such as REHADAT Disability Report.
STEPS TO ENABLE
HUMAN CAPITAL MANAGEMENT FOR HONG KONG

Oracle Fusion HRMS (Hong Kong) supports country specific features and functions for Hong Kong. It enables
users to follow Hong Kong's business practices and comply with its statutory requirements.
HONG KONG WORKER DATA VALIDATION REPORT

The Worker Data Validation report verifies Hong Kong data for completeness and accuracy. The report
displays a warning message if the employee's Hong Kong ID number and passport number are not entered.
You can use the report results to make the HR data complete and valid by adding the missing information or by
correcting the faulty records for people belonging to a certain legal employer.
NOTE: The Hong Kong ID number and passport number are mandatory for IR56 forms.
Hong Kong Worker Data Validation Report Parameters
45
Sample Hong Kong Worker Data Validation Report
STEPS TO ENABLE
You must specify the legal employer and the effective date to run the report. The effective date should not be
prior to the hiring day for the targeted workers in the report.
HUMAN CAPITAL MANAGEMENT FOR ROMANIA

Oracle Fusion HRMS (Romania) supports country specific features and functions for Romania. It enables users
to follow Romania’s business practices and comply with its statutory requirements.
NEW VALUE FOR THE CONTRACT TYPE

Use the new Contract Type value of Internship, that is seeded value for Romania. This value was added to
comply with local legislative requirements.
STEPS TO ENABLE
HUMAN CAPITAL MANAGEMENT FOR SINGAPORE

Oracle Fusion HRMS (Singapore) supports country specific features and functions for Singapore. It enables
users to follow Singapore’s business practices and comply with its statutory requirements.
SINGAPORE INTERNATIONAL TRANSFER PAYMENT TYPE

International Transfer has been added as a new payment type for the Singapore localization. You can select
this payment type when creating payment methods for international transfers.
46
International Transfer Payment Type
STEPS TO ENABLE
HUMAN CAPITAL MANAGEMENT FOR SRI LANKA

Oracle Fusion HRMS (Sri Lanka) supports country specific features and functions for Sri Lanka. It enables
users to follow Sri Lanka’s business practices and comply with its statutory requirements.
ENHANCED NATIONAL IDENTIFIER VALIDATION

Comply with legislative requirements by using the validation of the National Identifier. The validation is now
enhanced to accept two formats of the Sri Lankan National Identifier: the existing 10 character one and the
newly added 12 digit number. Whenever the entered value fails the validation, a warning message is displayed
to notify users on details of both correct formats.
STEPS TO ENABLE
KEY RESOURCES
For more information, go to My Oracle Support for the following guide:
Validating National Identifier Numbers in Oracle Fusion Human Capital Management (Document ID
2159758.1)
GLOBAL PAYROLL INTERFACE

Oracle Global Payroll Interface supports features to send personal payroll information to third-party payroll
providers and then to import processed payroll data into Oracle Fusion Global HR. You can copy and modify
predefined extract definitions to meet the requirements of your third-party payroll provider. Before extracting
data, payroll coordinators can optionally run the Calculate Gross Earnings process to calculate periodic values
to validate gross earnings calculations. If you import processed payroll data or payslips from your third-party
payroll provider, the data is available for further reporting and analysis.
47
CHANGED ATTRIBUTES REPORT SUPPLEMENTING ADP GLOBAL PAYROLL INTERFACE
You can use the Changed Attributes report to display a summary of changes for the records in the ADP
Global Payroll Interface output file. The application automatically generates this report when you submit the
Run Payroll Interface For ADP Global Payroll process.
Here's an image of the View Results dialog box.
STEPS TO ENABLE
GLOBAL PAYROLL INTERFACE ENHANCED WITH ADDITIONAL ATTRIBUTES

You can use the additional attributes in the Global Data section of the Global Payroll Interface to interface with
third-party payroll applications. If you’re using the delivered Global Payroll Interface extract definition, ensure
that you do a baseline extraction to use the additional attributes.
The following details are extracted as part of the Global Payroll Interface:
The basic absence information, such as absence type, absence start date, and end date.
All employee contact details across all contact types, such as spouse, brother, child, and so on.
Additional attributes identified for extraction irrespective of whether the attributes undergo a change.
This table lists the absence attributes that are extracted.
Absence Attribute Description
AbsenceType Type of Absence
48
Absence Attribute Description
Indicator that describe if long leave of absence has

LongLeaveIndicator
started
AbsenceStartDate Absence Start date
AbsenceEndDate Absence End Date
AbsenceCode Absence Code
AbsenceReason Absence Reason
AbsenceCategory Absence Category
AbsenceUnit Number of units of absence
AbsenceUnitUOM UOM of absence unit
Factor Percentage or factor for payment of the absence
STEPS TO ENABLE
Do these steps to submit an extract:
1. Navigate to the Payroll Checklist work area.

2. From the task pane, click on Submit a Process or Report.
3. On the Submit a Process or Report: Select Flow Pattern page, do the following:
Select the appropriate Legislative Data Group from the list of values.
Search for the process Run Global Payroll Interface V2.
Select the process and click Next.
4. On the Submit a Process or Report: Enter Parameters page, enter these parameters.
Parameter Value
Payroll Flow Enter a meaningful name
Changes Only All Attributes
Select the appropriate object group. If there are

Object Group multiple object groups for which regular extractions
are performed, baseline extraction need to be
performed for all the groups
Select the appropriate payroll. If there are multiple

Payroll payrolls for which regular extractions are performed,
do the baseline extraction for all the payrolls
Specify the same start date as that mentioned in the

Process Start Date last completed regular run.
Specify the same end date as that mentioned in the

Process End Date last completed regular run.
Instance Name Select the appropriate value.

Baseline Only Yes
5. Ensure that the process completes successfully.
49
WORKLIFE SOLUTIONS
CORPORATE SOCIAL RESPONSIBILITY

Oracle Corporate Social Responsibility represents a corporation's initiatives to take responsibility for its effects
on the environment and social well-being. Corporate social responsibility is increasingly becoming a decisive
factor in HR processes to recruit, retain, and motivate the most qualified employees.
VOLUNTEERING REDESIGNED USER EXPERIENCE/RESPONSIVE PAGES

EMPLOYEE VOLUNTEERING REDESIGNED

Increase user satisfaction with the Employee Volunteering pages that now have the same look and feel on a
desktop or a mobile device. The redesigned pages are both responsive and easy to use with a modern look
and conversational language. The clutter-free employee volunteering pages, with just the essential fields, can
be personalized to suit your organization's requirements.
The redesigned pages are:
My Projects
Projects
Profile Preferences
Social Media Preferences
Volunteering Home Page
50
Find and Volunteer for a Project
Manage Your Projects
51
Manage Your Social Media Preferences
STEPS TO ENABLE
In order to enable the new pages, you must enable the following profile option and have enabled the
Field Value
Profile Option Code HHR_VOLUNTEERING_RESPONSIVE_ENABLED
KEY RESOURCES
Oracle Support:
guide.
WORKFORCE DIRECTORY MANAGEMENT

Oracle Workforce Directory Management allows you to find colleagues and view organization charts.
52
DIRECTORY MANAGEMENT REDESIGNED USER EXPERIENCE/RESPONSIVE PAGES
IMPROVED DIRECTORY ORGANIZATION CHART

The Directory Organization Chart design has been improved to increase its usability.
The focus card is now more apparent, and a colored strip and text are added to indicate different types of
workers. For example, an employee card is indicated by a blue strip and a contingent worker is indicated by a
yellow strip.
Directory Organization Chart
STEPS TO ENABLE
In order to enable the responsive Directory Organization Chart pages, you must enable the following profile
option and have enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option. If you have not enabled
the HCM_RESPONSIVE_PAGES_ENABLED profile option, please see following white paper: HCM
Responsive User Experience Setup Information (Document 2399671.1).
Field Value
Profile Option Code PER_DIRECTORY_RESPONSIVE_ENABLED
3.
53
KEY RESOURCES
For a list of all the pages and actions available to configure using the Transaction Design Studio, refer to the
following document on My Oracle Support:
HCM Responsive User Experience Setup Information- (Document 2399671.1)
For more information on the original HCM Page Configurator read the 18B HCM Common What's New feature:
HCM Page Configurations Simplified
guide.
WORKFORCE HEALTH AND SAFETY INCIDENTS

Oracle Health and Safety supports corporate initiatives to track and improve health and safety in the workplace.
REPORT ON DATA SECURITY INCIDENTS

You can report on incidents relating to data security, such as a lost or stolen laptop, using the new incident
type, Data Security Incidents. Employees access the new incident type from Me> Quick Actions> Risk and
Compliance work area.
Risk and Compliance Work Area with the Data Security Incidents Icon
After you select the Data Security Incidents icon, you can choose from 4 event types associated with data
security:
Lost or Stolen Device

Other Data Security Issue
Suspicious Email or Call
Unauthorized System Access
54
Create Incident Report Page for Data Security Incidents
Data security incidents follow the same patterns and processes for reporting and managing incidents that are
used by workforce health and safety incidents. After you select an event type (optional), you can enter more
details about the incident.
Create Incident Report Page for Employees
Data security specialists can access reported incidents from the data security incidents list page by navigating
to Risk Management Tools and selecting the Data Security Incidents icon.
55
Risk Management Tools Work Area with the Data Security Incidents Icon
Data security specialists can also create a new incident from the data security incidents list page by navigating
to Risk Management Tools and selecting the Data Security Incidents icon.
Create Incident Report Page for Data Security Specialists
STEPS TO ENABLE
56
ROLE INFORMATION
New privileges allow users to report and manage data security incidents. The following table shows the
aggregate privileges that support this feature and the predefined roles that inherit them.
Aggregate Privilege Name and Code Job Role Name
Employee
Create Self-Serve Security Incident
Contingent Worker
Environment Health and Safety
Create Security Incident
Manager
If you are using the predefined roles, no action is necessary. However, if you are using custom versions of
these roles, you must add these aggregate privileges to your custom roles to use this feature. See the Release
13 Oracle Human Capital Management Cloud Security Upgrade Guide on My Oracle Support (Document ID
2023523.1) for instructions about implementing new functions in existing roles.
EMPLOYEE SELF-SERVICE INCIDENT REPORTING REST API

A new REST API is available for the employee self-service incident reporting task flow.
STEPS TO ENABLE
Review the REST service definition in the REST API guides to leverage (available from the Oracle Help Center
> your apps service area of interest > REST API). If you are new to Oracle's REST services you may want to
begin with the Quick Start section.
KEY RESOURCES
For more information on REST API's go to the Oracle Help Center, choose the Application Service such as
Human Capital Management, then Global Human Resources, on the left menu select the REST API menu item.
HEALTH AND SAFETY REDESIGNED USER EXPERIENCE/RESPONSIVE PAGES

IMPROVED USER EXPERIENCE FOR INCIDENT REPORTING USING MOBILE DEVICES

Delivery of mobile first responsive page designs for incident reporting using the self-service pages.
STEPS TO ENABLE
In order to enable the new Personal Information pages, you must enable the following profile option and have
enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option. If you have not enabled the
57
Field Value
Profile Option Code HNS_KIOSK_RESPONSIVE_ENABLED
KEY RESOURCES
Oracle Support:
HCM Responsive User Experience Setup Information (Document ID 2399671.1)
Chapter 3, Page Modification in the Oracle Applications Cloud: Configuring and Extending Applications
guide.
WORKFORCE REPUTATION MANAGEMENT "PERSONAL BRAND"

Oracle 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.
REPUTATION MANAGEMENT REDESIGNED USER EXPERIENCE/RESPONSIVE PAGES

EMPLOYEE AND TEAM PERSONAL BRAND REDESIGNED

Increase user satisfaction with the Employee and Team Personal Brand pages that now have the same look
and feel on a desktop or a mobile device. The redesigned pages are both responsive and easy to use with a
modern look and conversational language. Clutter-free pages, with just the essential fields, can be
personalized to suit your organization's requirements.
The redesigned pages are:
My Skills
Mentorship
Ask an Expert
Endorsements
58
Surveys
Social Reputation
Social Media Preferences
Personal Brand Landing Page for Employees
Create Your Skill Profile
59
Search for a Skill Mentorship to Help Develop Skills
Ask an Expert
60
Give and Receive Endorsements
Use Surveys to Seek and Provide Inputs
61
Manage Your Team's Brand
STEPS TO ENABLE
In order to enable the new pages, you must enable the following profile option and have enabled the
Field Value
Profile Option Code HWR_PERSONAL_BRAND_RESPONSIVE_ENABLED
KEY RESOURCES
Oracle Support:
guide.
62
HR OPTIMIZATION
HCM TRANSACTIONAL BUSINESS INTELLIGENCE

Oracle Transactional Business Intelligence is a real time, self service reporting solution offered to all Oracle®
Cloud application users to create ad hoc reports and analyze them for daily decision-making. Oracle
Transactional Business Intelligence 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 employee benefits.
Don’t want to start from scratch building a report or analytics? Check out the library of sample reports for all
products on Customer Connect on the Report Sharing Center.
HUMAN RESOURCES
IMPROVED PERFORMANCE ON LOCATION DIMENSION

You will find it quicker to report on the location dimension due to changes to the underlying objects. This
change helps improve the query performance with the location dimension. There are no changes to the
presentation layer.
STEPS TO ENABLE
NEW ATTRIBUTES RELATED TO POSITION DIMENSION

We have made it easier for you to report on worker's positions with the attributes related to position budgeting
and funding position details. The additional attributes allow you to report on any requisition template associated
with the position. The enhancements include:
A new sub folder under Position dimension named Position Budgeting.

Attributes related to the position delegation where the Delegation Position is the name of the position
used for line manager synchronization to reassign the directs to if this position that becomes vacant.
63
STEPS TO ENABLE
RECRUITING - ADDITIONAL ATTRIBUTES IN CANDIDATES, JOB APPLICATIONS, AND POOLS

We have made it easier for you to report on candidates that have subscribed to the talent community. Use the
additional attributes in the recruiting subject areas including job application attributes to know which job
applications are restricted, which ones are not, and also report on which career site was used to create job
applications.
New attributes:
Candidate > Candidate Preferences: multiple new fields

Candidate Pool > Candidate Pool Basic information > Is Global
Job Application > Job Application - Basic information > Career Site
Job Application > Job Application - Basic information > Is restricted
64
Subject Areas for Analysis
STEPS TO ENABLE
WORKFORCE MODELING
NEW METRICS IN WORKFORCE MODELLING SUBJECT AREA

We have made it easier for you to report on the Workforce Modeling subject area with the addition of metrics to
the fact folders Live Values and Modeled Values.
The following metrics have been added to Snapshot (Live) and Model Folders:
Annualized Salary
Predicted Effectiveness
Position Incumbent Headcount
Position Incumbent FTE
Requisition Number to Hire
Under Termination attributes the Accepted Termination Date is hidden as this is not exposed to users. We have
added Notified Termination Date which is available.
65
STEPS TO ENABLE
---
66
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TABLE OF CONTENTS

Date Feature Notes

Global Human Resources: Availability of Updated document. Delivered feature in

Global Human Resources: Control Updated document. Revised feature

Global Payroll Interface: Global Payroll

OTBI: Recruiting - Additional Attributes in Updated document. Delivered feature in

Release Updates (19A, 19B, 19C, and 19D)

Suggested Reading for all HCM Products:

Talent Management Cloud (All Talent applications)

Additional Optional Reading:

Report = New or modified, Oracle-delivered, ready to run reports.

GLOBAL HUMAN RESOURCES

ONBOARDING AND CHECKLISTS ENHANCEMENTS

User-Friendly Action Names

Streamline Task Completion

Support for Checklist Export and Import

Access to Checklist Tasks via App and Deep Links

Checklist Tasks App

Quick Action to Set Up Checklist Templates

Additional Task Action Types

Basic E-Signature Task for Employee

View Signed Task

Performer Accessing Document Task Type

Availability of All Task Action Types for Other Checklist Categories

All Task Action Types for all Categories

Enable Attachments and Comments for All Task Types

Support for Flexfield Parameterization in an Allocated Task Descriptive Flexfield

No steps are required to enable this feature.

Requisition Template Added on Position Pages

No steps are required to enable this feature.

TIPS AND CONSIDERATIONS

Here's how you enable this new feature:

1. Run the Migrate Employment Data process.

TIPS AND CONSIDERATIONS

Aggregated Privilege Name Job or Abstract Role

Manage Worker Contract Human Resource Specialist

EMPLOYMENT INFO ENHANCEMENTS

View a summary of changes for the assignment attributes.

Aggregated Privilege Name Job or Abstract Role

Correct Worker Assignment

CONTROL SECURITY FOR DOCUMENT RECORDS

View Access to Document Record for Employment Agreement

No steps are required to enable this feature.

TIPS AND CONSIDERATIONS

ADDITIONAL BINDING PARAMETERS FOR PERSONALIZATION

Here’s a sample code of expression language that uses business unit:

#{bindings.BusinessUnit.inputValue eq 'GBI HCM-Financials GBR BU'}

The business unit is available as a binding parameter on these responsive pages:

Here’s a sample code of expression language that uses business unit:

#{bindings.BusinessUnit.inputValue eq 'GBI HCM-Financials GBR BU'}

PUBLIC ALLOCATED CHECKLISTS REST API

Using the REST API, you can:

Allocate a checklist to a person

Aggregated Privilege Name Job or Abstract Role

Actions on My Team Page

No steps are required to enable this feature.

No steps are required to enable this feature.

AVAILABILITY OF ENTERPRISE ONBOARDING CHECKLISTS

No steps are required to enable this feature.

HR REDESIGNED USER EXPERIENCE/RESPONSIVE PAGES

EMPLOYMENT FLOWS ADDED TO HCM TRANSACTION DESIGN STUDIO

Transaction Design Studio – What It Is and How It Works (Document 2504404.1)

Share Personal Info: Sample Rule