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11i Oracle HRMS Implement Human Resources: 14805GC20 Edition 2.0 May 2002 D34630
11i Oracle HRMS Implement Human Resources: 14805GC20 Edition 2.0 May 2002 D34630
Human Resources
Volume 1.0 - Instructor Guide
14805GC20
Edition 2.0
May 2002
D34630
Copyright © Oracle Corporation, 2002. All rights reserved.
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Author
Oracle Tutor
Table of Contents
Before you begin this course, you should have the following qualifications:
• Working experience with Oracle HRMS Applications R11i, Compensation and Benefits.
Prerequisites
11i Oracle HRMS Implement Human Resources is an instructor-led course featuring lecture and
hands-on exercises. Online demonstrations and written practice sessions reinforce the concepts
and skills introduced.
Related Publications
Oracle Publications
Additional Publications
• read.me files
• Oracle Magazine
This course uses simplified navigation paths, such as the following example, to direct you
through Oracle Applications. Example:
Assignment Window
(N) People > Enter and Maintain > (M) Query-Find > (B) Assignment
1. (N) From the Navigator window, select People then Enter and Maintain.
2. (M) From the menu, select Query then Find “your employee”.
Notations:
(N) = Navigator
(M) = Menu
(T) = Tab
(B) = Button
(I) = Icon
(H) = Hyperlink
Oracle HRMS Global > Compensation and Benefits Setup > How To > Define Elements >
Define an Element
1. In the navigation frame of the help system window, expand the Oracle HRMS Global entry.
2. Under the Oracle HRMS Global entry, expand Compensation and Benefits Setup.
This will display step-by-step instructions on how to complete the Element window.
1. Choose Window Help from the Help menu, click the Help button on the toolbar, or hold
down the Control key and type 'h'.
A web browser window appears, containing search and navigation frames on the left, and a
frame that displays help documents on the right.
The document frame provides information on the window containing the cursor. The
navigation frame displays the top-level topics for your responsibility, arranged in a tree
control.
2. If the document frame contains a list of topics associated with the window, click on a topic
of interest to display more detailed information.
3. You can navigate to other topics of interest in the help system, or choose Close from your
web browser's File menu to close help.
Getting Help
Oracle Applications provides you with a complete online help facility.
Whenever you need assistance, simply choose an item from the Help menu to pinpoint the type
of information you want.
You can perform a search to find the Oracle Applications help information you want. Simply
enter your query in the text field located in the top-left frame of the browser window when
viewing help, then click the adjacent Find button.
A list of titles, ranked by relevance and linked to the documents in question, is returned from
your search in the right-hand document frame. Click on whichever title seems to best answer
your needs to display the complete document in this frame. If the document doesn't fully answer
your questions, use your browser's Back button to return to the list of titles and try another.
Work Structures
Chapter 1 - Page 1
Work Structures
Work Structures
Work Structures
Chapter 1 - Page 2
Objectives
Objectives
Work Structures
Chapter 1 - Page 3
Modules
Modules
Work Structures
Chapter 1 - Page 4
Overview of Enterprise Work
Structures
Chapter 2
Topics
Module Overview
Oracle HRMS
An Information Model
Instructor Note
Emphasize the fact that Oracle lets you configure the same HR system to represent many
different types of enterprise, for example, Commercial, Public Sector, Healthcare, Telecom,
Education.
Configuration means that one system, Oracle HR, can support the data and processes from
many different types of enterprise. The implementation process is the process that takes the
specific business needs of an enterprise and maps them to Oracle HRMS to determine what
data and processes need to be configured.
Emphasize simplicity in the data model. Although it can be extended, there are still only 3
major areas of activity in HRMS - People, Work, and Pay. This should help students as they
work their way through the different parts of the system.
Employment
Work Pay
Links Compensation,
Entitlements, Rules, and
Conditions
Instructor Note
Emphasize the fact that Oracle lets you configure the same HR system to represent many
different types of enterprise, for example, Commercial, Public Sector, Healthcare, Telecom,
Education.
Configuration means that one system, Oracle HR, can support the data and processes from
many different types of enterprise. The implementation process is the process that takes the
specific business needs of an enterprise and maps them to Oracle HRMS to determine what
data and processes need to be configured.
Emphasize simplicity in the data model. Although it can be extended there are still only 3
major areas of activity in HRMS - People, Work, and Pay. This should help students as they
work their way through the different parts of the system.
Assignment
Job
Instructor Note
Given these needs, you would probably use organizations and jobs to show how people are
assigned and managed.
Employee can be assigned and reassigned to these organizations on short notice while retaining
their basic role or job.
Typically, you would not define Positions to show this type of working. Positions require
additional definition and maintenance, and do not reflect the sort of flexible working
environment found in this type of enterprise.
Assignment Position
Job
Instructor Note
Given these needs, you would probably use position, organizations and jobs to show how
people are assigned and managed. Rationale: positions can hold additional information.
To manage fixed establishments of posts that exist independently of the employee assignment,
it is best to use positions.
Hybrid Enterprise
Characteristics
Hybrid Enterprise
Oracle Solution
Position
Production Director
Assignment Assignment
Person Person
Work Structures
Overview
Instructor Note
The first part of the information model is the definition of Work Structures in HRMS. These
let you define a model of your own enterprise.
Work Structures
Representing the Employer
Instructor Note
This slide tells students that they can represent local and global work structures. No solutions
here. This lesson will provide the information on how to configure each component.
The detailed discussion of how to put everything together for each of these will form part of
the case-study. (Not yet available.) Requires more opportunity to discuss the different options
of single or multiple business groups, with locations and organizations and shared information.
Instructor Note
The next set of slides repeats information from the Introduction module.
Business Groups
Business Groups
Instructor Note
This slide considers the reasons why you might want to keep sets of data separated.
US Business Group
Legislative Data Business Data
Instructor Note
This slide tells students about the option of using a single business group to store records for
people from many countries. In this model you would not use the delivered features of Oracle
HRMS for any other country – where you have only a few employees to manage.
Instructor Note
This slide tells students about the option of using a business group for each country of
operation. Use local data and supported legislative functions to manage records for each
country. In this model you would use the delivered features of Oracle HRMS for each major
country – and use the ‘other’ option where you have only a few employees to manage.
Alternatively merge them with one of the major countries.
Emphasize the flexibility of the implementation options to meet the needs of different types of
enterprise.
Instructor Note
This segment provides an overview of the different work structure components of HRMS to
help you understand their use so that you can make decisions about how to use them in
combination.
Locations
33 Eastcheap
London
• Define locations for each United
1400 First Street Kingdom
physical site where your
New York
employees work USA
– Local or international
– Specific to one business
group or shared across all
• In some legislations work
locations determine
taxability rules
• Define locations for 150 Victoria
external organizations Street
Melbourne
– Tax authorities, insurance
Australia
and benefits carriers
Instructor Note
This slide compares the use of Locations for single and multiple business groups. You choose
whether locations are global to all business groups or specific to one.
Controlled by setting a User Profile Option - HR:Cross Business Group
Organizations
Organization Hierarchies
Organization Hierarchies
Payroll Manager
• Use Jobs or Positions to
represent the different
roles that a person can
perform in your
enterprise
• Oracle HRMS provides Payroll Clerk
two options to suit the
needs of different Consultant
enterprises
Senior Engineer
Instructor Note
This slide introduces and summarizes the ideas of Job and Positions as two distinct ways of
representing the work roles that employees perform within an enterprise.
A simple distinction is to get people to think about whether the emphasis within their own
enterprise is to manage people or posts.
A simple question to help the decision making process is to ask what happens when an
employee is terminated.
Payroll Manager
Do you manage People or
Positions?
• Fixed or Flexible Roles
• May be more than one
employee in the same
role Payroll Clerk
Consultant
Senior Engineer
Instructor Note
This slide introduces and summarizes the ideas of Job and Positions as two distinct ways of
representing the work roles that employees perform within an enterprise.
A simple distinction is to get people to think about whether the emphasis within their own
enterprise is to manage people or posts.
A simple question to help the decision making process is to ask what happens when an
employee is terminated.
Instructor Note
This slide introduces and summarizes the ideas of Job and Positions as two distinct ways of
representing the work roles that employees perform within an enterprise.
A simple distinction is to get people to think about whether the emphasis within their own
enterprise is to manage people or posts.
A simple question to help the decision making process is to ask what happens when an
employee is terminated.
Jobs
Positions
Instructor Note
Follow on from the last point on the previous slide about larger orgs if you use positions you
can compare the use of positions and organizations to define the level of structural reporting
detail that you can manage.
In theory you could define an org to the same level as the position – or you could define no
orgs. Somewhere between the two is where most Rule and Hybrid type companies find
themselves.
Position Hierarchies
• With Oracle HRMS you define the rules for who has
access to personal information through a Security
Profile
• You define security profiles based on organization
and/or position hierarchies
– You can also use payroll group in the definition
• The combination of Security Profile and
Responsibility control the records that an
application user can see
– Organizations, Positions and People
Grades
Instructor Note
A simple grade might be Level, more complex would be Job and Level, more complex still
would be Union and Job and Level.
From experience you should not have less than 5 segments – if more then check what
information you are storing in the segments and ask if it is additional information about the
grade rather than something that uniquely identifies the grade. Also, check if the values are
likely to change regularly. E.g. Are you including min or max values that change every year.
Not a good thing to do as this is not info that uniquely identifies the grade and will cause
problems for maintenance.
Work Structures
Grades and Pay
Work Structures
Grade Rates
Pay Scales
Instructor Note
Some students will be interested in HR-only, some will also be interested in Oracle Payroll.
This slide deals with the use of Payroll by non Oracle Payroll customers. Details on the setup
of payrolls for processing using Oracle Payroll are covered in the appropriate module.
Every HR customer will set up payrolls for information and to assist in building interfaces to
third-party payrolls. So, HR users only need the basic information of calendars and pay
periods.
However, if you are building an interface to a payroll system you should try to match the
calendar and pay periods in Oracle HR to the payroll system so that any data extract for
processing is taken from the correct period.
Remember that the start and end dates of nonrecurring elements are inherited from the start and
end dates of the pay period. And, Oracle HR with DateTrack also allows retrospective and
future dated changes.
People Groups
Instructor Note
This segment starts the implementation cycle. Students should have the workbook, the User
Guide and the Implementation Guide.
Topics
Module Overview
Flexfields Overview
Standard Features
A Key Flexfield
Description
Prompt Level 3
Value
Grade TGWU.Engineer.3
Key Flexfield
Combination
Warning!
Do not modify the definitions of predefined flexfields.
Changes may invalidate your support agreement
with Oracle and make it difficult to upgrade your system.
Online Help
For details on how to configure the people group key flexfield structure, please refer to the
online help path:
Oracle HRMS > Extend Oracle HRMS > Flexfields > User Definable Key Flexfields
For details on how to complete the Key Flexfield Segment Window please refer to the on line
Help path:
Applications Help Library > Applied Technology > Oracle Applications Flexfield > Key
Flexfields Segments Window > Defining Segments
Instructor Note
Inform the students that the first level in the Online Help path, which starts with Oracle
HRMS, should be substituted with their local Oracle HRMS menu tree path level.
Online Help
For details on how to configure the personal analysis flexfield structure, please refer to the
online help path:
Oracle HRMS > Extend Oracle HRMS > Flexfields > User Definable Key Flexfields
For details on how to complete the Key Flexfield Segment Window please refer to the on line
Help path:
Applications Help Library > Applied Technology > Oracle Applications Flexfield > Key
Flexfields Segments Window > Defining Segments
Instructor Note
Inform the students that the first level in the Online Help path, which starts with Oracle
HRMS, should be substituted with their local Oracle HRMS menu tree path level.
Standard Features
Person Window
Passport British
A Descriptive Flexfield
Description
Key
2ndFlexfield
Passport Irish
Prompt Combination
A Descriptive Flexfield
Description
Questions
1. What are the six key flexfields in Oracle HRMS and which one can have many
structures in one business group?
2. Which of the six key flexfields belong to the Payroll product?
3. How many segments can you define in the HRMS key flexfields?
4. Which user key flexfield uses qualifiers and what do the qualifiers do?
5. What is the difference between descriptive and key flexfields?
6. What system feature determines the validation of values in a segment?
7. What are the four types of predefined validation? What does each of them represent?
8. What are the additional features of key flexfields?
9. What is the purpose of cross-validation rules?
10. What is the purpose of shorthand aliases?
11. What is the purpose of flexfield value security?
12. What is the purpose of dynamic insertion?
Instructor Note
Overview
Overview
Overview
Standard Features
Person
Country UK
Expiry 03/06/01
Instructor Note
Note the Additional Info descriptive flex in the EIT window. If you define that EIT additional
info descriptive flex it will have the same segments for every type of extra information for the
specific entity. E.g. Person.
Personal Documents
Information Type Name
Type Driving License Valid License
Value
Segments Country UK United Kingdom
Expiry 03/06/01
Prompt
Personal Documents
Information Type Name
Expiry 03/06/01
Prompt
Special Extra
Information Information
Instructor Note
Use this slide to introduce a discussion of the similarities and differences between EITs and
SITs. EITs are a more recent addition to HRMS and are used for more entities than SITs. It
made sense to add them to people when they were being developed.
Functionally there is very little difference to a user. The major difference between the two is a
technical consideration of the differences between a Key and a Descriptive flexfield. A key
will always check for the existence of a valid combination before deciding whether to insert a
new combination or link to an existing one.
This only becomes a concern as the number of combinations increases. E.G. In several larger
implementations the key combinations table may include several million rows. This will slow
down the commit time a user experiences every time they enter a new SIT record.
Also for data loading you may find that the unique combination checking has a serious impact
on high volume loads.
Security
STOP
• Both types use additional windows to
display fields
– Multiple records of the same type
– Taskflowed windows
– CustomForm security lets you restrict types to display
• EITs also have security by Responsibility
– Control access to a set of EITs
– Copy definitions between responsibilities
– Simplifies administration of security
Instructor Note
You can restrict access to both information types as part of a specific user process in taskflow.
For example, in a “Transfer to the UK” process you might want to enter additional UK-specific
information. You could design your user process to include a “UK Info”window as part of the
taskflow process and restrict the window to display only UK information types.
You can also restrict access to EITs as part of a role-based security model. For example, you
might want to limit line manager access to a set of EITs that include job, person, and
assignment information types. You can do this more easily with EITs than with SITs because
you can restrict access to all EITs at the level of a responsibility, limiting the choices that are
presented to a user, based on their role.
Instructor Note
You must use an SQL script to register each EIT that you define. Examples for each entity are
given in the technical essay in the implementation guide for HRMS.
Questions
1. Explain what an Extra Information Type is?
2. Name the 6 important entities in HRMS that have EITs.
3. Give some examples of when you might consider using EITs?
4. What access restrictions can you impose on EITs?
5. EITs and Special Information Types both exist for extending personal information in
Oracle HRMS. What performance advantages do EITs have over Special Information
Types?
Instructor Note
Solutions to the questions can be found in “Practice Extra Information Types Solutions”
section in the back of the book.
Overview
System
• All values in the list are predefined by Oracle
Extensible
• Some predefined values are provided
• You can add values to the list
User
• Define new lookup types to validate fields you
define during the implementation process
– Flexfield segments
– Element Input Values
Online Help
For details on how to define lookups and values , please refer to the online help path:
Oracle HRMS > Extend Oracle HRMS > Lookups > How To > Adding Lookup Types and
Values
Instructor Note
Inform the students that the first level in the Online Help path, which starts with Oracle
HRMS, should be substituted with their local Oracle HRMS menu tree path level.
Overview
Typical Requirements
Currency Precision
Exchange Rates
Fixed Rates
$ -
FFR
Online Help
For details on how to define a grade flexfield structure, please refer to the online help path:
Oracle HRMS > Payroll Runs and Processes > The Payroll Run > How To > Define an
Exchange Rate
Instructor Note
Inform the students that the first level in the Online Help path, which starts with Oracle
HRMS, should be substituted with their local Oracle HRMS menu tree path level.
Instructor Note
Please direct the students to the Business Case Study at the back of the book after Instructor
Demonstration and Practice Defining an Exchange Rate Solution.
This section provides the students with the general business scenario for AB Shoes that lies
behind the demonstrations and labs for defining work structures. This information should help
the students to see the individual practices in the context of a complete business operation and
help them to understand how the practices were designed.
Students can work individually or within groups assigned by you, get the students to read the
scenario and determine the answers to the questions.
Following the completion of the answers engage in a class discussion to ensure that all aspects
of work structures are understood.
Topics
Module Overview
Sharing Information
Lookups Locations
Shared HR Information
Initial Tasks
Initial Tasks
Work
Details Entries
Defaults
Employment
Standard Information
Choose from:
• Automatic
– Number generated in sequence by the system
• Manual Entry
– User enters any alphanumeric combination
• National Identifier
– Copy from the national identifier field
Choose from:
• Automatic
– Number generated in sequence by the system
• Manual Entry
– User enters any alphanumeric combination
• National Identifier
– Copy from the national identifier field
Online Help
For details on how to Create a New Business Group, please refer to the online help path:
Oracle HRMS > Organization Management > Locations and Business Groups > How To >
Adapt and Create a New Business Group
Instructor Note
Inform the students that the first level in the Online Help path, which starts with Oracle
HRMS, should be substituted with their local Oracle HRMS menu tree path level.
Online Help
For details on how to Grant User Access to a New Business Group, please refer to the online
help path:
Oracle HRMS > Security > Responsibilities
Oracle HRMS > Security > Security Profiles
Instructor Note
Inform the students that the first level in the Online Help path, which starts with Oracle
HRMS, should be substituted with their local Oracle HRMS menu tree path level.
Creating Locations
Chapter 11 - Page 1
Creating Locations
Creating Locations
Creating Locations
Chapter 11 - Page 2
Overview
Overview
Creating Locations
Chapter 11 - Page 3
Address Validation for US and Canada
Creating Locations
Chapter 11 - Page 4
Closing Down a Location
Creating Locations
Chapter 11 - Page 5
Practice: Create a Location
Online Help
For details on how to Create a Location, please refer to the online help path:
Oracle HRMS > Organization Management > Locations and Business Groups > How To >
Create a Location
Instructor Notes
Inform the students that the first level in the Online Help path, which starts with Oracle
HRMS, should be substituted with their local Oracle HRMS menu tree path level.
Creating Locations
Chapter 11 - Page 6
Creating Organizations
Creating Organizations
Creating Locations
Chapter 11 - Page 7
Overview
Overview
Creating Locations
Chapter 11 - Page 8
Organization Overview
Organization Overview
Business Group
Creating Locations
Chapter 11 - Page 9
Organization Classifications Special Considerations
Organization Classifications
Special Considerations
Creating Locations
Chapter 11 - Page 10
Additional Organization Information
Cost Allocation
Hierarchy Information
Creating Locations
Chapter 11 - Page 11
Practice: Create an Organization
Online Help
For details on how to Create an Organization, please refer to the online help path:
Oracle HRMS > Organization Management > Organizations > How To > Create an
Organization
Instructor Note
Inform the students that the first level in the Online Help path, which starts with Oracle
HRMS, should be substituted with their local Oracle HRMS menu tree path level.
Creating Locations
Chapter 11 - Page 12
End Dates on Organizations
End-Dating an Organization
• Enter a ‘Date To’ on an organization to end it
– Prevents it from being available for employee
assignments, but keeps a history of the
organization
Creating Locations
Chapter 11 - Page 13
Deleting Organizations
Deleting Organizations
Creating Locations
Chapter 11 - Page 14
Creating Organization Hierarchies
Instructor Note
You can enable position control for an organization hierarchy. If you select the Position
Control check box, the hierarchy will operate under the position control business rules. You
can only designate one hierarchy for position control, but at any level of the organization
hierarchy.
Creating Locations
Chapter 11 - Page 15
Practice: Create an Organization Hierarchy
Online Help
For details on how to Create an Organization Hierarchy, please refer to the online help path:
Oracle HRMS > Organization Management > Organization Hierarchies > How To > Create
Organization Hierarchies
Instructor Note
Inform the students that the first level in the Online Help path, which starts with Oracle
HRMS, should be substituted with their local Oracle HRMS menu tree path level.
Creating Locations
Chapter 11 - Page 16
Practice: Assign an Employee to an Organization
Online Help
For details on how to Assign an Employee to an Organization, please refer to the online help
path:
Oracle HRMS > Workforce Management > Workforce Information Entry > How To >
Entering Employment Information
Instructor Note
Inform the students that the first level in the Online Help path, which starts with Oracle
HRMS, should be substituted with their local Oracle HRMS menu tree path level.
Creating Locations
Chapter 11 - Page 17
Copyright © Oracle Corporation, 2002. All rights reserved.
Creating Locations
Chapter 11 - Page 18
Application Data Exchange
Chapter 12
Standalone Mode
• Launch ADE from the desktop and connect directly
to Oracle HRMS
– Use applications security to sign-on
Standalone Mode
• Launch ADE from the desktop and connect directly
to Oracle HRMS
– Use applications security to sign-on
Application Mode
• Call ADE from any applications window using the
icon in the application toolbar
– Synchronized security with current login
Standalone Mode
• Launch ADE from the desktop and connect directly
to Oracle HRMS
– Use applications security to sign-on
Application Mode
• Call ADE from any applications window using the
icon in the application toolbar
– Synchronized security with current login
Letter Request Mode
• Call ADE using the Merge button in the Request
Letter window for recruitment and enrollment letters
Person Form
Database
Instructor Note
Use this slide to explain the flow that takes place when using ADE in Applications Mode.
Starting from any window you click the icon. This launches the ADE launch-pad where you
can choose a different style, if available, and then launch the export to ADE, Excel, Word or
another program.
ADE has its own internal spreadsheet where you can view the results and then launch Excel,
etc.
If the style also includes an API definition then you can also upload from the spreadsheet. A
default example of how to do all this is included with HR as part of the Salary Administration
functionality.
Details on how to set up and administer ADE are in the administration and technical classes for
HR.
Database
Instructor Note
Use this slide to explain the flow that takes place when using ADE in Applications Mode.
Starting from any window you click the icon. This launches the ADE launch-pad where you
can choose a different style, if available, and then launch the export to ADE, Excel, Word or
another program.
ADE has its own internal spreadsheet where you can view the results and then launch Excel,
etc.
If the style also includes an API definition then you can also upload from the spreadsheet. A
default example of how to do all this is included with HR as part of the Salary Administration
functionality.
Details on how to set up and administer ADE are in the administration and technical classes for
HR.
Excel
Database
Call
API
Instructor Note
Use this slide to explain the flow that takes place when using ADE in Applications Mode.
Starting from any window you click the icon. This launches the ADE launch-pad where you
can choose a different style, if available, and then launch the export to ADE, Excel, Word or
another program.
ADE has its own internal spreadsheet where you can view the results and then launch Excel,
etc.
If the style also includes an API definition then you can also upload from the spreadsheet. A
default example of how to do all this is included with HR as part of the Salary Administration
functionality.
Details on how to set up and administer ADE are in the administration and technical classes for
HR.
Using ADE
ADE Security
Style
Responsibility Form
- Standalone - PERWSEPI
Call
API View
API - Upload - select data
HRMS
Instructor Note
General Styles
• Use in Standalone Mode
Letter Styles
• Use to select merge fields for letters
Form Types
• Use to export data from a named form
Style
Responsibility Form
- Standalone - PERWSEPI
Call Columns
API View
API - Upload - select data
HRMS HRV_<name>
Person Asg
Addr Entries
Instructor Note
General Styles
• Use in Standalone Mode
Letter Styles
• Use to select merge fields for letters
Form Types
• Use to export data from a named form
Online Help
For details on how to Use ADE, please refer to the online help path:
Oracle HRMS > Applications Data Exchange (ADE) > Applications Data Exchange Overview
Instructor Note
Inform the students that the first level in the Online Help path, which starts with Oracle
HRMS, should be substituted with their local Oracle HRMS menu tree path level.
Representing Financial
Reporting Structures
Module Overview
HR Division 01
2
Hierarchies
Instructor Note
Use this slide to make clear that the two reporting structures are distinct from each other and
this provides the flexibility to meet the different needs of different types of enterprise. Not
everyone is using Oracle GL and not everyone has a one-to-one mapping between cost centers
and organizations. The reporting structures exist in parallel and you can map financial
reporting structures, as cost codes, to Organizations and other structures in Oracle HR. Cost
codes includes cost centers and account codes. The key issue for most integrated customers is
not how to do the mapping but how do they synchronize changes in structure between the two
systems. No easy answer to this one, but it really is a consulting/implementation decision that
results in defining user procedures. For most companies there are usually internal procedures
that require high level planning and approval before significant changes occur. However, there
are often lower level changes to work structures without impact on cost centers - E.g. A
director within a department with a single cost center can reorganize reporting groups without
change of budget etc. This type of change emphasis's the difference in view of management
reporting groups between HR and GL.
Similar but not always the same.
HR Division 01
2
Hierarchies
Instructor Note
Use this slide to make clear that the two reporting structures are distinct from each other and
this provides the flexibility to meet the different needs of different types of enterprise. Not
everyone is using Oracle GL and not everyone has a one-to-one mapping between cost centers
and organizations. The reporting structures exist in parallel and you can map financial
reporting structures, as cost codes, to Organizations and other structures in Oracle HR. Cost
codes includes cost centers and account codes. The key issue for most integrated customers is
not how to do the mapping but how do they synchronize changes in structure between the two
systems. No easy answer to this one, but it really is a consulting/implementation decision that
results in defining user procedures. For most companies there are usually internal procedures
that require high level planning and approval before significant changes occur. However, there
are often lower level changes to work structures without impact on cost centers - E.g. A
director within a department with a single cost center can reorganize reporting groups without
change of budget etc. This type of change emphasis's the difference in view of management
reporting groups between HR and GL.
Similar but not always the same.
Integration
It’s Okay to Be Different!
Integration
Understanding the Other Side
Instructor Note
This slide introduces the concept of mapping the two different structures so that the transfer to
GL processes in Payroll and Benefits will post information to the correct segments. Actual
values for Cost Centers are allocated manually and summary values for each cost center are
accumulated by processing. These values are transferred by the processes.
Note: Budget planning processes vary by industry and currently there are no predefined
processes for budget setting. However, as part of the Public Sector development work a new
budget planning and management module is in development for R11i. This will be available as
a generic tool for any HR customer and will replace the current limited budget functionality in
HR.
Instructor Note
This slide summarizes the typical segments that you might expect to see.
Practical steps on how to setup the cost allocation key flexfield are covered in the Costing
module. This lesson, as part of the work structures module, concentrates on how the two
reporting structures can be configured to operate together.
US US
Mapping Options
Costing Considerations
Online Help
For details on how to Enter Cost Information, please refer to the online help path:
Oracle HRMS > Payroll Definition > How To > Define a Payroll
Instructor Note
Inform the students that the first level in the Online Help path, which starts with Oracle
HRMS, should be substituted with their local Oracle HRMS menu tree path level.
Topics
Module Overview
Module Overview
Identifying GRE’s
Instructor Note
The Tax Group associates several GREs so that employees who transfer from one GRE to
another within the group receive credit in the new GRE for amounts withheld in the former
GRE toward Social Security, and FUTA.
Employees work in
multiple establishments AB Inc.
with one GRE Business Group
GRE
• Define multi-level
hierarchy
• Create new
AB Shoes Corp AB Finance
organizations if Reporting Reporting
necessary Establishment Establishment
Instructor Note
The AB. Inc., business group includes two GREs: the parent company AB. Inc., and a
subsidiary, MS Distributors Detroit. The enterprise employs a total of 4,000 workers at four
separate establishments:
• Company headquarters in Cleveland, Ohio
Multi-Establishment Hierarchies
Multi-Establishment Hierarchies
AB
AB Shoes AB Finance AB Finance
Dayton
Distributors
Reporting Dayton
Reporting Detroit
Establishment Reporting
Establishment Reporting
Establishment
Establishment
(HR Org) (HR Org) (HR Org) (HR Org) (HR Org) (HR Org)
Headquarters for
Multi-Establishment Companies
Instructor Note
Equal Employment Opportunity (EEO-1) and Affirmative Action Plan (AAP) reporting
focuses on the employment and advancement of employees by their gender and ethnic origin.
Federal Contractor Veterans Employment (VETS-100) reporting is concerned with the
employment and advancement opportunities of disabled and Vietnam-era veterans.
Americans with Disabilities Act (ADA) reporting is concerned with employment opportunities
for people with various types of disabilities and with employers’ provision of reasonable
accommodations that enable these people to perform the essential functions of jobs or
positions.
Occupational Safety and Health Administration (OSHA) reporting is concerned with the extent
and severity of work-related injuries and illnesses.
Classifying Organizations as
Reporting Establishments
Instructor Note
For OSHA reporting, there may be two or more separate establishments at one physical work
location, if distinctly separate types of operations are carried out at the location.
Instructor Note
The reporting establishment override functionality does not apply to AAP reporting. This is
because AAP reporting covers individual affirmative action plans rather than establishments.
Setting Up Non-AAP
Establishment Hierarchies
AAP Reporting
Instructor Note
The salary code indicates the relative average salary of a job. Salary codes do not determine the
pay that employees receive.
Instructor Note
Reporting categories are those employment categories that cover non-temporary, full-time or
part-time work. Reporting statuses are those assignment statuses that cover non-terminated
statuses.
ADA Reporting
ADA
Requests for Accommodation
OSHA
Recording Information
Online Help
For details on how to Classify an HR Organization, please refer to the online help path:
Oracle HRMS > Organization Management > Organizations > How To > Classify an
Organization
Instructor Note
Inform the students that the first level in the Online Help path, which starts with Oracle
HRMS, should be substituted with their local Oracle HRMS menu tree path level.
Topics
Module Overview
Grades
• Grades show relative
levels of management or
seniority in an enterprise
• May be grouped as: Director
– Management,
Administrative,
Technical, etc. Director
Instructor Note
Since compensation information can change independently of the grade, you should not define
it as part of the grade name.
Instead you should relate it to the grade, either directly or indirectly. Using Grade Rates or Pay
Scales you can keep the history of changes. If you include this type of information in a
segment of the grade you will find it difficult to manage changes.
Changing the value in a segment means that you will change the unique combination - no
history. If you want history you must insert a new grade, end date the previous grade and
update all references - valid grades for jobs and positions, grade rates, and assignments.
Grades are not datetracked.
Online Help
For details on how to define a grade flexfield structure, please refer to the online help path:
Oracle HRMS > Extend Oracle HRMS > Flexfields > User Definable Key Flexfields
For details on how to complete the Key Flexfield Segment Window please refer to the on line
Help path:
Applications Help Library > Applied Technology > Oracle Applications Flexfield > Key
Flexfields Segments Window > Defining Segments
Instructor Note
Inform the students that the first level in the Online Help path, which starts with Oracle
HRMS, should be substituted with their local Oracle HRMS menu tree path level.
Online Help
For details on how to Define a Grade, please refer to the online help path:
Oracle HRMS > Enterprise Modeling > Grades and Pay > How To > Define a Grade
Instructor Note
Inform the students that the first level in the Online Help path, which starts with Oracle
HRMS, should be substituted with their local Oracle HRMS menu tree path level.
Instructor Note
These two types of grade to pay relationship are typical of the different enterprise cultures
identified in an earlier unit.
Grade Rates are typical of compensation plans in commercial environments - where individual
compensation is related to personal performance within certain guidelines. Salary
administration with Min-Max type criteria of salary bands.
Pay Scales are typical of compensation plans in public sector or unionized environments - rule
based pay, where pay is negotiated for groups of employees, not for individuals. Employees get
the pay associated with their grade and step, not because of personal performance or
negotiation.
Some hybrid enterprises will use both. Salary Administration for management and
administrative employees and Pay Scales for blue-collar or factory workers.
Instructor Note
A third model exists that is similar to the Pay Scales with progression points. This is the Pay
Plan model typical of Federal Government. Pay Plans use a tabular matrix to show grade steps
and pay values. The significant difference is that Pay Scales use a single set of points and
values for a wide range of different grades while Pay Plans use individual values for each
Grade.Step combination. Pay Plans may also have different tables for different locations. This
is also typical of large unionized environments - but the functionality is only provided with the
US Federal version of the product.
Consultants could implement similar functionality with User Tables in Oracle HRMS.
Online Help
For details on how to Define a Grade, please refer to the online help path:
Oracle HRMS > Enterprise Modeling > Grades and Pay > How To > Defining a Grade Rate
Instructor Note
Inform the students that the first level in the Online Help path, which starts with Oracle
HRMS, should be substituted with their local Oracle HRMS menu tree path level.
Pay Scales
Grade and Steps
Grade A - Steps 1,2,3 Pay Scale
1 1 10000
Grade C - Steps 1,2 A
1 2 2 10550
2 3 3 10975
B 4 11450
3 5 11700
1 4 6 12250
C 7 12655
2 8 13000
9 13400
Pay Scales
Online Help
For details on how to Define a Pay Scale, please refer to the online help path:
Oracle HRMS > Enterprise Modeling > Grades and Pay > How To > Define a Pay Scale
Instructor Note
Inform the students that the first level in the Online Help path, which starts with Oracle
HRMS, should be substituted with their local Oracle HRMS menu tree path level.
Topics
Module Overview
Payroll Manager
• Use Jobs or Positions
to represent the
different roles that a
person can perform in
your enterprise
• Oracle HRMS provides
two options to suit the Payroll Clerk
needs of different
enterprises
Consultant
Senior Engineer
Instructor Note
This slide introduces and summarizes the ideas of Job and Positions as two distinct ways of
representing the work roles that employees perform within an enterprise.
A simple distinction is to get people to think about whether the emphasis within their own
enterprise is to manage people or posts.
A simple question to help the decision making process is to ask what happens when an
employee is terminated.
Payroll Manager
• Do you manage People or
Positions?
– Fixed or Flexible Roles
– May be more than one
employee in the same
role Payroll Clerk
• If role continues to exist
after the employee leaves
then think about Positions Consultant
• If role ceases or is re-
evaluated when the
employee leaves then think Senior Engineer
about Jobs
Instructor Note
This slide introduces and summarizes the ideas of Job and Positions as two distinct ways of
representing the work roles that employees perform within an enterprise.
A simple distinction is to get people to think about whether the emphasis within their own
enterprise is to manage people or posts.
A simple question to help the decision making process is to ask what happens when an
employee is terminated.
Jobs
Job Groups
Instructor Note
If the HR:Cross Business Group profile option is set to Yes then the Job Group name must be
unique across the system. If it is set to No then It must be unique within the business group.
The name for the default job group for each business group is created based on the
organization ID, for example Hr303. Recommend to the students to rename the job group to
something more meaningful.
Instructor Note
More information about supplementary roles in modelling the employment relationship.
Online Help
For details on how to define a Job flexfield structure, please refer to the online help path:
Oracle HRMS > Extend Oracle HRMS > Flexfields > User Definable Key Flexfields
For details on how to complete the Key Flexfield Segment Window please refer to the online
Help path :
Applications Help Library > Applied Technology > Oracle Applications Flexfield > Key
Flexfields Segments Window > Defining Segments
For details on how to define a Job please refer to the online Help path :
Oracle HRMS > Enterprise Modeling > Jobs and Positions > How To > Define a Job
Instructor Note
Inform the students that the first level in the Online Help path, which starts with Oracle
HRMS, should be substituted with their local Oracle HRMS menu tree path level.
Online Help
For details on how to create a Job Group, please refer to the online help path:
Oracle HRMS > Enterprise Modeling > Jobs and Positions > How To > Create a Job Group
Instructor Note
Inform the students that the first level in the Online Help path, which starts with Oracle
HRMS, should be substituted with their local Oracle HRMS menu tree path level.
Representing Positions
Chapter 18 - Page 1
Representing Positions
Representing Positions
Representing Positions
Chapter 18 - Page 2
Positions
Positions
Representing Positions
Chapter 18 - Page 3
Positions
ary
Janu ary ry
Positions
nu a
Ja nu
Ja
1
DateTracked
Org : HR Department
• Use Positions to show
specific posts within an
Post
Organization
– Typical in Public Sector,
Government, Education and
Health
– Typical in large enterprises to
show management positions
• Use Position Control
functionality to manage
positions
Representing Positions
Chapter 18 - Page 4
Position Key Flexfield
Representing Positions
Chapter 18 - Page 5
Position Key Flexfield
Positions
Representing Positions
Chapter 18 - Page 6
Key Flexfield Structure
Seg 2
Seg 1 Seg 1
Representing Positions
Chapter 18 - Page 7
Key Flexfield Structure
Representing Positions
Chapter 18 - Page 8
Practice: Define Position Structure and Positions
Online Help
For details on how to define a Position flexfield structure, please refer to the online help path:
Oracle HRMS > Extend Oracle HRMS > Flexfields > User Definable Key Flexfields
For details on how to complete the Key Flexfield Segment Window please refer to the online
Help path:
Applications Help Library > Applied Technology > Oracle Applications Flexfield > Key
Flexfields Segments Window > Defining Segments
For details on how to define a Position please refer to the online Help path:
Oracle HRMS > Enterprise Modeling > Jobs and Positions > How To > Define a Position
Instructor Note
Inform the students that the first level in the Online Help path, which starts with Oracle
HRMS, should be substituted with their local Oracle HRMS menu tree path level.
Representing Positions
Chapter 18 - Page 9
Position Hiring Status Special Considerations
Representing Positions
Chapter 18 - Page 10
Position Hierarchies
Chapter 19
Position Hierarchies
Chapter 19 - Page 1
Position Hierarchies
Position Hierarchies
Position Hierarchies
Chapter 19 - Page 2
Position Hierarchies
Position Hierarchies
Position Hierarchies
Chapter 19 - Page 3
Position Hierarchy - Example
Managing Director
David Anderson
Position Hierarchies
Chapter 19 - Page 4
Defining and Changing Position Hierarchies
Position Hierarchies
Chapter 19 - Page 5
Hierarchy Diagrammers
Hierarchy Diagrammers
Position Hierarchies
Chapter 19 - Page 6
Practice: Using the Graphical Diagrammers
Online Help
For details on how to Create and Change Position Hierarchies, please refer to the online help
path:
Oracle HRMS > Enterprise Modeling > Position Hierarchies > How To > Create a Position
Hierarchy
Instructor Note
Inform the students that the first level in the Online Help path, which starts with Oracle
HRMS, should be substituted with their local Oracle HRMS menu tree path level.
Position Hierarchies
Chapter 19 - Page 7
Additional Information for Jobs and Positions
Position Hierarchies
Chapter 19 - Page 8
Work Choices
Work Choices
Position Hierarchies
Chapter 19 - Page 9
Practice: Entering Work Choice Information
Online Help
For details on how to enter work choice information for a job or position, please refer to the
online help path:
Oracle HRMS > Enterprise Modeling > Jobs and Positions > How To > Enter Work Choices
for a Job or Position
Instructor Note
Inform the students that the first level in the Online Help path, which starts with Oracle
HRMS, should be substituted with their local Oracle HRMS menu tree path level.
Position Hierarchies
Chapter 19 - Page 10
Changing Job and Position Definitions
Position Hierarchies
Chapter 19 - Page 11
Changing Definitions
Changing Definitions
Position Hierarchies
Chapter 19 - Page 12
Changing Details
Changing Details
Position Hierarchies
Chapter 19 - Page 13
Practice: Job and Position Windows Demo
Online Help
For details on the Job and Position windows, please refer to the online help path:
Oracle HRMS > Enterprise Modeling > Jobs and Positions > How To > Define a Job and
Define a position
Instructor Note
Inform the students that the first level in the Online Help path, which starts with Oracle
HRMS, should be substituted with their local Oracle HRMS menu tree path level.
Position Hierarchies
Chapter 19 - Page 14
Mass Move Updates
Chapter 20
Overview
Reorganization
Moving Assignments
Online Help
For details on how to Move Positions and assignments from one organization to another, please
refer to the online help path:
Oracle HRMS > Enterprise Modeling > Business Group Reorganization > How To > Describe
your Mass Move
Instructor Note
Inform the students that the first level in the Online Help path, which starts with Oracle
HRMS, should be substituted with their local Oracle HRMS menu tree path level.
Setting Up Workers
Compensation (U.S.)
Instructor Note
This unit needs to be covered if this is being taught in the US as Workers Compensation is
unique to US only.
Module Overview
WC Insurers
State
Government
Instructor Note
If the carrier applies special rates to one or more work locations within the state, enter these
rates by carrier and locations.
Additional Elements/
Modifications Required
Online Help
1 & 2. For details on how to complete the Workers Compensation Rates and Codes Windows
please refer to the online Help path:
Oracle HRMS > Oracle HRMS US > Payroll Definition > Workers Compensation > How To >
Entering WC Codes, Exposure Rules and Surcharges
3. For details on how to complete the Organization window please refer to the online Help
path:
Applications Help Library > Oracle HRMS Applications > Oracle HRMS > Oracle HRMS
Global > Organization Management > How To > Create Organizations > Create an
Organization
Instructor Note
Inform the students that the first level in the Online Help path, which starts with Oracle
HRMS, should be substituted with their local Oracle HRMS menu tree path level.
Work Structures
Chapter 22 - Page 1
Work Structures
Work Structures
Work Structures
Chapter 22 - Page 2
Modules
Modules
Work Structures
Chapter 22 - Page 3
Summary
Summary
Work Structures
Chapter 22 - Page 4
Defining Common Data -
Instructor Demonstrations
and Practice Solutions
Chapter 23
Business Scenario
This practice reinforces your ability to define the People Group key flexfield.
Remember to prefix the structure name with your unique group number.
Segments
Value Sets
Hint: You will need the following details to complete the setting up of the Value Set for
Source of Information.
2. Run a query with the following criteria in the Flexfield Title Field:
− People%
Note: If an empty row does not appear, click in an existing structure and choose the New
button from the menu bar.
4. Enter xx People Group Flexfield in the Title Field (where xx represents your unique group
id number).
Note: Make sure that the Freeze Flexfield Definition box is unchecked, since you are
creating a new flexfield.
8. Enter Union as the name of the first segment, and a description if required.
12. Select the Value Set button once you are on the Value Set field.
18. Uncheck the required checkbox, unless you want to force users to complete this field.
22. Enter Medical Plan as the name of the second segment, and a description if required.
26. Select the Value Set button once you are on the Value Set field.
29. Return to the segment window and choose the value set you have just created.
32. Uncheck the required checkbox, unless you want to force users to complete this field.
35. Enter Stock Purchase as the name of the third segment, and a description if required.
39. Select the Value Set button once you are on the Value Set field.
42. Return to the segment window and choose the value set you have just created.
45. Uncheck the required checkbox, unless you want to force users to complete this field.
48. Enter Source of Information as the name of the fourth segment, and a description if
required.
52. Select the Value Set button once you are on the Value Set field.
57. Return to the segment window and choose the value set you have just created.
60. Uncheck the required checkbox, unless you want to force users to complete this field.
62. Return to the Key Flexfield Segments window and in the structure region check the
Freeze Flexfield Definition box. Acknowledge the message that appears after reading it.
64. You can now select the compile button and compile your People Group Key Flexfield.
1. Navigate to the Segment Values window using the System Administration responsibility:
2. Query the Value Set you defined for Region and enter the list of values given for Medical
Plan.
Business Scenario
The objective of this exercise is to set up a personal analysis key flexfield structure for AB
Shoes, which can be used to hold details of company cars for reporting and administrative
purposes. Before you can enter actual details for people you need to define the structure of this
key flexfield and link it to your business group.
Remember to prefix the structure name with your unique group number.
Value Sets
2. Run a query with the following criteria in the Flexfield Title field:
− Personal%
Note: If an empty row does not appear, click in an existing structure and choose the New
button from the menu bar.
4. Enter “xx Company Car Details” in the Title field (where xx represents your unique group
id number).
Note: Do not select the Freeze Flexfield Definition as you are creating a new flexfield.
9. Enter Car Make as the name of the first segment, and a description if required.
13. Select the Value Set button once you are on the Value Set field.
16. Return to the segment window and choose the value set you have just created.
19. Uncheck the required checkbox, unless you want to force users to complete this field.
23. Enter Car Model as the name of the second segment, and a description if required.
27. Select the Value Set button once you are on the Value Set field.
30. Return to the segment window and choose the value set you have just created.
33. Uncheck the required checkbox, unless you want to force users to complete this field.
40. Select the Value Set button once you are on the Value Set field.
43. Return to the segment window and choose the value set you have just created.
46. Uncheck the required checkbox, unless you want to force users to complete this field.
49. Enter Lease Start Date as the name of the fourth segment, and a description if required.
53. Select the Value Set button once you are on the Value Set field.
58. Return to the Key Flexfield Segments window and in the structure region check the
Freeze Flexfield Definition box. Acknowledge the message that appears after reading it.
60. You can now select the compile button and compile your Personal Analysis Key
Flexfield.
Questions
5. EITs and Special Information Types both exist for extending personal information in
Oracle HRMS. What performance advantages do EITs have over Special Information
Types?
3. To capture country specific details for a person or an assignment for expatriate employees.
To capture company or division specific information when you have multiple companies
in the same business group. To capture additional job or position details for job posting.
4. You can restrict access to Extra Information Types by not including the windows in the
menus and taskflows for a responsibility or by using CustomForm with Taskflow security
to restrict access to specific types of information. For example: You might have some
users who should never see any EIT for people while other users have access to one EIT
but not all. You can also restrict access at responsibility level to sets of EITs as part of a
role-based security model. For example: You might want a recruitment manager to have
access to some EITs for people, others for assignment, and another set for jobs or
positions. The easiest way to define this set of restrictions is by responsibility.
Note: You must enable access at responsibility level before a user will see any EIT.
5. EITs have performance advantages in online data entry and in batch data loading over
Special Information Types. This is an important large-scale implementation where you
store high volumes of data.
Note: This is because the entry of any key flexfield combination checks to see if that
combination already exists. If it does, then the system points to that combination. If not, then
the system inserts the combination.
1. What are the six key flexfields in Oracle HRMS and which one can have many structures
in one business group?
3. How many segments can you define in the HRMS key flexfields?
4. Which user key flexfield uses qualifiers and what do the qualifiers do?
7. What are the four types of predefined validation? What does each of them represent?
2. The Cost Allocation and People Group key flexfields belong to Oracle Payroll.
4. The Cost Allocation key flexfield uses qualifiers to determine which windows you can
enter costing information in.
5. A key flexfield defines a unique key combination to identify jobs, positions and grades. It
is used to configure the system to meet different business needs. Key flexfields can also
be used to store additional information such as people group or special information types.
A descriptive flexfield can store additional information that does not already exist on a
delivered form. User descriptive flexfields can store only one value in each segment.
6. Value Sets determine the validation rules for information stored in a segment.
8. The additional features of key flexfields are cross-validation, dynamic insertion, shorthand
aliases, and flexfield security.
9. The purpose of cross-validation is to ensure that only certain code combinations can be
entered into the system. It maintains data integrity.
10. Shorthand aliases provide a word or phrase that represents a partial or complete code
combination. They save time.
11. The purpose of flexfield security is to restrict access to a particular value or a range of
values within a segment.
12. Dynamic insertion enables the system to insert a new unique combination as a valid value.
It often works with cross-validation rules.
3. Select the application with which you want to associate the Lookup Type.
7. Query the Vacation lookup Type, and enter the following information:
Note: Before you can add a new value, you must click in one of the existing values to
activate it.
For your payroll, define an exchange rate of US Dollars - British Pound Sterling at a rate of
USD1.45 to GBP1.00.
Before you define an exchange rate, you must set up the conversion rate types for HRMS.
4. Enter the date from which this becomes the active exchange rate.
7. Click in the remaining field to automatically populate the return exchange rate.
This section provides you with the general business scenario for AB Shoes that lies behind the
demonstrations and labs for defining work structures. This information should help you to see
the individual labs in the context of a complete business operation and help you to understand
how the labs were designed.
Working individually or within groups assigned by your instructor you should read the following
and determine answers to the questions.
AB Shoes, formerly Panzanelli Shoes, opened its first store in New York on Feb 1, 1979.
Rapid expansion through the 1980s led to a chain of stores across the US. In the early 1990s the
company expanded into Europe through a series of acquisitions. Panzanelli’s was acquired by
AB Inc. in 1995 and renamed AB Shoes Corporation with new global management and
compensation structures in line with the rest of AB Inc. AB Shoes has its World and US
Regional Headquarters in New York, with European Headquarters in London.
AB Shoes Corp. has purchased Oracle HRMS and now wants to implement the system to support
all of its global and local operations. If this implementation is judged successful it may lead to
further implementations in the other divisions of AB Incorporated.
AB Shoes (US) maintains a central warehouse and distribution center in Wisconsin that supplies
shoes and leather goods to all other AB locations in the US.
There are three US Sales Regions: AB Shoes West in Las Vegas; AB Shoes Midwest in
Columbus; and AB Shoes East in Boston.
All employees of AB Shoes receive their paychecks from AB Shoes Corp. AB shoes has hired a
third-party administrator, called Great Benefits in Cleveland, to handle its health-care benefits.
AB shoes needs to run its Equal Employment Opportunity (EEO) report based on AB Inc.
information in a consolidated report for all of their organizations.
Currently, one Senior Vice President oversees the North American division for US and Canada
with planned expansion to several Latin and South American countries.
The accounting department requires the transfer of certain payroll and budget costs to GL in line
with a global cost center structure for AB Inc. that covers all companies and organizations.
Accounting would like to track costs by company, by cost center, account code, and project or
product code.
Additionally, they would like to see a breakdown of tax costs by state, city, county, and school
district.
Compensation
Executives and managers are salaried employees with separate grade-pay structures to cover
differences in compensation for level and geography. Warehousing stock clerks and retail sales
associates are paid within hourly ranges. Stock clerks belong to the United Stock Workers Union
who negotiate annually to set rates of pay for employees in their union. Stock clerks are
automatically entitled to annual grade step increments within their pay scale. Every three years
the union also negotiates for changes in vacation, sick pay, and overtime.
Sales associates in retail stores are entitled to earn commission in addition to their regular wages.
Wage rates for sales associates vary by grade and are updated annually.
Annual bonuses for managers are calculated in January and paid at the end of February. Sales
and stock clerk associates are eligible for a bonus if AB turns a profit in the preceding financial
year.
All employees accrue vacation time at the rate of 40 hours for the first year, 80 hours for the next
four years, and 120 hours from five years of service forward. These values are automatically pro-
rated for employees who work part-time. There is no maximum amount that can be carried over.
All AB executives and store managers are entitled to receive company cars.
AB Inc. offers an employee stock-purchase plan for all employees. Employees can choose to
deduct any amount from 1% to 15% of their pay toward stock-purchase.
Additionally, stock options are awarded on a discretionary basis to those associates who have
exceeded sales quotas. The company will record stocks that the associates sell.
AB Shoes runs a United Way campaign every November with contributions to be deducted from
the February 15 paycheck of the following year. In the absence of a self-service enrollment
option, local managers record individual employee contributions on a spreadsheet that is
provided to the Payroll Department who submit this through a batch process. Associates can
choose a one-time deduction or can spread the contributions over each paycheck until the end of
the year.
There are several agencies associated with the United Way and AB Shoes will match
contributions to the American Heart Society.
AB Shoes (UK) has a London HQ, with a warehousing and distribution center located in
Manchester. There are three regional sales centers: AB Shoes North - Manchester; AB Shoes
South-London and AB Shoes Scotland - Edinburgh.
AB Shoes offers all employees private health care options and works with a third-party health
care group, Great Benefits (UK) to administer employee health checks.
Currently, one Vice President based in London oversees the entire UK operation. AB Shoes are
currently discussing options to establish an integrated European management structure to cover
all European operations.
Finance
The accounting department requires the transfer of certain payroll and budget costs to GL in line
with a global cost center structure for AB Inc. that covers all companies and organizations.
Accounting would like to track costs by company, by cost center, account code, and project or
product code.
Compensation
Executives and managers are salaried employees with separate grade-pay structures to cover
differences in compensation for seniority and geography.
Warehousing stock clerks and retail sales associates are paid within hourly ranges. Stock clerks
belong to the United Stock Workers Union who negotiates annually to set rates of pay for
employees in their union. Stock clerks are automatically entitled to annual grade step increments
within their pay scale. Every three years the union also negotiates changes in vacation, sick pay,
and overtime entitlements.
Sales associates in retail stores are entitled to earn commission in addition to their regular wages.
Wage rates for sales associates vary by grade and are updated annually.
Annual bonuses for managers are calculated in January and paid at the end of February. Sales
and stock clerk associates are eligible for a bonus if AB turns a profit in the preceding financial
year.
All employees accrue vacation time at the rate of 40 hours for the first year, 80 hours for the next
four years, and 120 hours from five years of service forward. These values are automatically pro-
rated for employees who work part-time. There is no maximum amount that can be carried over.
Additionally, stock options are awarded on a discretionary basis to those associates who have
exceeded sales quotas. The company will record stocks that the associates sell.
AB Shoes runs a charitable giving campaign every January to encourage employees to enroll in
GAYE - Give As You Earn, with contributions to be deducted from the first paycheck of the
following tax year. Employees can choose to contribute a fixed amount or a percentage of pay
each pay period.
To encourage employees to contribute, AB Shoes will match any employee contributions to the
United Kingdom Heart Foundation.
The company offers a choice of coverage in a private medical plan with BUPA: Employee only,
Employee + 1, Employee + 2, Employee + 3, or Employee + Family. Each employee must
choose one of the preferred hospitals associated with the medical plan (Manchester Hope,
London Central, Bristol Hospital, Norwich Memorial Hospital, Plymouth Healthcare).
The company will offer a dental and vision plan in the future.
3. How many locations and organizations (external and internal) will there be for AB Shoes
(US)?
4. What effective date will you use when you set up your HRMS structures?
3. Locations: New York, Wisconsin, Las Vegas, Columbus, Boston and Cleveland
(external) Organizations: AB Shoes West, AB Shoes Midwest, AB Shoes East and Great
Benefits (external)
4. 01-Jan-1995
3. How many locations and organizations (external and internal) will there be for AB Shoes
(UK)?
4. What effective date will you use when you set up your HRMS structures?
4. 01-Jan-1995
Setting up Business Groups, Locations, and Organizations - Instructor Demonstrations and Practice Solutions
Chapter 24 - Page 1
Instructor Demonstration (US)
Creating a US Business Group for AB Inc
Business Scenario
From the AB Shoes business scenario in an earlier practice you should be able to identify that
AB Shoes Corporation (US) is an operating division of AB Inc. which is headquartered in the
US. AB shoes needs to run its Equal Employment Opportunity (EEO) report based on AB Inc.
information in a consolidated report for all of their organizations.
To support this need and for future expansion to include other divisions, AB Inc. will be the
business group for your US based operations. AB Shoes Corporation is an organization in the
same business group. AB Shoes (UK) will be defined in a separate business group to support UK
payroll, tax and legislative reporting needs.
You must use the appropriate xx structures for the Job, People Group, Grade, Position and Cost
Allocation key flexfields, (where xx is your unique group number).
Make sure that you also enter Tax Detail References for your business group.
Setting up Business Groups, Locations, and Organizations - Instructor Demonstrations and Practice Solutions
Chapter 24 - Page 2
Instructor Demonstration and Practice Solution
Creating a US Business Group for AB Inc
1. Navigate to the Organization window using your local Super HRMS Manager
responsibility:
2. Enter xxAB Inc. in the name field (where xx is your unique group number).
5. Select Internal from the list of predefined values to allow employee assignments to this
organization.
7. Select business group in the Organization Classification Name field from the list of
values.
16. Select the appropriate Flexfield structures for your group number.
17. Select United States from the list of values for the legislation code.
18. Select USD from the list of values for the currency.
Setting up Business Groups, Locations, and Organizations - Instructor Demonstrations and Practice Solutions
Chapter 24 - Page 3
20. Save your work.
22. Double-click on Work Day Information to enter default information for all employees in
this business group.
25. Select Tax Details References to enter the appropriate Federal, State and local tax default
information for your business group.
Setting up Business Groups, Locations, and Organizations - Instructor Demonstrations and Practice Solutions
Chapter 24 - Page 4
Instructor Demonstration
Granting Users access to a New Business Group
Introduction
The security model in Oracle HRMS means that you must grant a user access to a business group
before you can define any details within that business group.
This demonstration and practice reinforces your ability to grant users access to your new
business group using a new Responsibility.
Setting up Business Groups, Locations, and Organizations - Instructor Demonstrations and Practice Solutions
Chapter 24 - Page 5
Instructor Demonstration and Practice Solution
Granting Users Access to a New Business Group
1. Navigate to the Responsibilities window using your System Administrator responsibility:
2. Enter xx Super HRMS Manager as the new responsibility name (where xx represents your
initials).
4. Enter a responsibility key name and a description for the new responsibility.
6. Select Oracle Applications to signify that this responsibility applies to the professional
user interface.
7. Select Standard and Oracle Human Resources in the Data Group region.
9. Select your local HRMS Reports & Processes and Oracle Human Resources in the
Request Group region.
You must set at least two user profile options for this new Responsibility.
If you are using standard security - Security Groups Enabled = No, then you must assign the
Security Profile to the Responsibility and the Responsibility to a User as System Administrator
If you are using Security Groups Enabled = Yes, then you must assign the Security Profile and
the Responsibility to a User as the Super HRMS manager.
1. Navigate to the System Profile Values window using your System Administrator
responsibility:
2. Check the display box for Responsibility and enter the name of your new responsibility.
3. Enter HR:Security Profile as the profile name and click the Find button.
Setting up Business Groups, Locations, and Organizations - Instructor Demonstrations and Practice Solutions
Chapter 24 - Page 6
4. Enter the security profile with the same name as your new business group.
Note: The system automatically creates a view all security profile whenever you define a
new business group. After you have setup all the work structures in your business group you
can define restricted security profiles using organization and position hierarchies, and/or
payrolls.
7. Enter HR:User Type as the profile name and click the Find button.
Note: This means that you can see and enter fields on all HRMS windows.
11. Enter Help Localization Code as the Profile name and click the Find button.
12. Enter the appropriate territory or vertical code as the value for user type (US for USA or
GB for UK).
Note: This value is free format to allow for vertical and custom extensions to local versions
of user help.
Setting up Business Groups, Locations, and Organizations - Instructor Demonstrations and Practice Solutions
Chapter 24 - Page 7
Assign New Responsibility to an Application User
1. Navigate to the User window using your System Administrator responsibility:
2. Query your own application username - the one you used to log on to the system.
3. Insert your xx Super HRMS Manager responsibility from the list of values in a new line in
the responsibility region.
5. Choose the File > Switch Responsibility menu option to bring up the list of
responsibilities you have access to.
Setting up Business Groups, Locations, and Organizations - Instructor Demonstrations and Practice Solutions
Chapter 24 - Page 8
Instructor Demonstration
Defining US Locations
Introduction
Business Scenario
Create the following locations, prefixing each location with your unique group number.
Note: You can define local and international worksites for one business group or to be shared
across all business groups. (Controlled by HR:Cross Business Group user profile).
AB Shoes East
4534 Tea Party Circle
Boston, MA 02100
Setting up Business Groups, Locations, and Organizations - Instructor Demonstrations and Practice Solutions
Chapter 24 - Page 9
Instructor Demonstration and Practice Solution
Defining US Locations
1. Navigate to the Location window using your own Super HRMS Manager responsibility:
2. Type in the name of your location prefixing it with your unique group number.
Setting up Business Groups, Locations, and Organizations - Instructor Demonstrations and Practice Solutions
Chapter 24 - Page 10
Instructor Demonstration
Defining US Organizations
Your enterprise has six internal organizations. They are represented as follows:
Note: Remember that AB Shoes, Inc. has already been classified as a business group, so you can
requery the record and add any other classifications that apply.
Setting up Business Groups, Locations, and Organizations - Instructor Demonstrations and Practice Solutions
Chapter 24 - Page 11
Instructor Demonstration and Practice Solution
Defining US Organizations
1. Navigate to the Organization window using your own Super HRMS Manager
responsibility:
3. Select the appropriate user defined type of organization from the list of values.
9. Continue to the Others area of information to enter default information for each
organization.
Setting up Business Groups, Locations, and Organizations - Instructor Demonstrations and Practice Solutions
Chapter 24 - Page 12
Entering Work Hours
3. Click OK.
5. Click Others.
7. In the Schedule Table field, select Company Work Schedule from the list of values.
9. Click OK.
Setting up Business Groups, Locations, and Organizations - Instructor Demonstrations and Practice Solutions
Chapter 24 - Page 13
Instructor Demonstration
Creating an Organization Hierarchy
Business Scenario
Organization hierarchies show the different management reporting relationships that can exist
within an enterprise. You will also use hierarchies for government reporting and defining
security profiles.
Create a hierarchy in the system that reflects the organization chart for AB Shoes.
Setting up Business Groups, Locations, and Organizations - Instructor Demonstrations and Practice Solutions
Chapter 24 - Page 14
Instructor Demonstration and Practice Solution
Creating an Organization Hierarchy
1. Navigate to the Organization Hierarchy window using your own Super HRMS Manager
responsibility:
8. In the Organization region, query the top level organization for your hierarchy.
Note: Use AB Shoes Inc. for the US business group and AB Shoes Corporation (UK) for the
UK.
If you were setting both of these businesses up in the same system you could define a global
hierarchy to include organizations from all regions for management reporting. Your ability to do
this is controlled by the setting of the HR:Cross Business Group user profile.
1. Click in the Subordinates boxes and select the next level of reporting organizations.
2. Use the down arrow box to move to the next level of reporting.
4. Click the Top Node Enabled check box to set the level at the highest organization.
5. Choose an organization in the subordinate block and select Yes in the Position Control
block to set the level at a subordinate level.
Setting up Business Groups, Locations, and Organizations - Instructor Demonstrations and Practice Solutions
Chapter 24 - Page 15
6. Exclude an organization by choosing the organization in the Subordinates block and
select No from the Position Control block.
Setting up Business Groups, Locations, and Organizations - Instructor Demonstrations and Practice Solutions
Chapter 24 - Page 16
Instructor Demonstration
Assigning Employees to Organizations
Introduction
The purpose of this practice is to check that you can hire and assign employees to the
organizations that you have defined.
Business Scenario
Hire an employee to work in one of the AB Shoes organization with a hire date of 01-MAR-
2000.
Setting up Business Groups, Locations, and Organizations - Instructor Demonstrations and Practice Solutions
Chapter 24 - Page 17
Instructor Demonstration and Practice Solution
Assigning Employees to Organizations
1. Navigate to the People window using your own Super HRMS Manager responsibility:
3. The system should tell you that no people exist in your business group.
6. Enter Name and personal details for a new employee with a hire date of 01-Mar-2000.
9. An assignment to the business group is created by default when you hire an employee.
10. In the Organization field open the list of values. All of the organizations you created
should be displayed in the list. Select one and save your choice as a correction.
You have completed the practice if all of your organizations appear in the list and you can save
an employee assignment.
Hints: If an organization does not appear in the list or you cannot save the assignment,
check the following:
− Effective date of the organization is before the hire date of the employee.
− The organization has the classification of HR Organization enabled.
− The organization is of the type Internal.
Setting up Business Groups, Locations, and Organizations - Instructor Demonstrations and Practice Solutions
Chapter 24 - Page 18
Instructor Demonstration (UK)
Creating a UK Business Group for AB Shoes
Business Scenario
From the AB Shoes business scenario in an earlier practice you should be able to identify that
AB Shoes Corporation (UK) is a separate operating company within AB Shoes Corporation
which is headquartered in the US.
AB Shoes Corporation (UK) is defined as a separate business group to support UK payroll, tax
and legislative reporting needs.
AB Shoes Corporation (UK) has decided to allocate employee and applicant numbers
automatically.
You must use the appropriate xx structures for the Job, People Group, Grade, Position and Cost
Allocation key flexfields, (where xx is your unique group number).
Make sure that you also enter Tax Detail References for your business group.
Setting up Business Groups, Locations, and Organizations - Instructor Demonstrations and Practice Solutions
Chapter 24 - Page 19
Instructor Demonstration and Practice Solution
Creating a UK Business Group for AB Shoes
1. Navigate to the Organization window using your local Super HRMS Manager
responsibility:
2. Enter xxAB Shoes Corporation (UK) in the name field (where xx is your unique group
number).
5. Select Internal from the list of predefined values to allow employee assignments to this
organization.
7. Select business group in the Organization Classification Name field from the list of
values.
16. Select the appropriate Flexfield structures for your group number.
17. Select United Kingdom from the list of values for the legislation code.
18. Select GBP from the list of values for the currency.
Setting up Business Groups, Locations, and Organizations - Instructor Demonstrations and Practice Solutions
Chapter 24 - Page 20
20. Save your work.
22. Double-click on Work Day Information to enter default information for all employees in
this business group.
25. Select Tax Details References to enter the appropriate tax default information for your
business group.
Setting up Business Groups, Locations, and Organizations - Instructor Demonstrations and Practice Solutions
Chapter 24 - Page 21
Instructor Demonstration
Granting Users Access to a New Business Group
Introduction
The security model in Oracle HRMS means that you must grant a user access to a business group
before you can define any details within that business group.
This demonstration and practice reinforces your ability to grant users access to your new
business group using a new Responsibility.
Setting up Business Groups, Locations, and Organizations - Instructor Demonstrations and Practice Solutions
Chapter 24 - Page 22
Instructor Demonstration and Practice Solution
Granting Users access to a New Business Group
2. Enter xx Super HRMS Manager as the new responsibility name (where xx represents your
initials).
4. Enter a responsibility key name and a description for the new responsibility.
6. Select Oracle Applications to signify that this responsibility applies to the professional
user interface.
7. Select Standard and Oracle Human Resources in the Data Group region.
9. Select your local HRMS Reports & Processes and Oracle Human Resources in the
Request Group region.
You must set at least two user profile options for this new Responsibility.
If you are using standard security - Security Groups Enabled = No, then you must assign the
Security Profile to the Responsibility and the Responsibility to a User as System Administrator
If you are using Security Groups Enabled = Yes, then you must assign the Security Profile and
the Responsibility to a User as the Super HRMS manager.
1. Navigate to the System Profile Values window using your System Administrator
responsibility:
2. Check the display box for Responsibility and enter the name of your new responsibility.
3. Enter HR:Security Profile as the profile name and click the Find button.
4. Enter the security profile with the same name as your new business group.
Copyright © Oracle Corporation, 2002. All rights reserved.
Setting up Business Groups, Locations, and Organizations - Instructor Demonstrations and Practice Solutions
Chapter 24 - Page 23
Note: The system automatically creates a view all security profile whenever you define a
new business group. After you have setup all the work structures in your business group you
can define restricted security profiles using organization and position hierarchies, and/or
payrolls.
7. Enter HR:User Type as the profile name and click the Find button.
Note: This means that you can see and enter fields on all HRMS windows.
11. Enter Help Localization Code as the Profile name and click the Find button.
12. Enter the appropriate territory or vertical code as the value for user type: US for USA or
GB for UK.
13. Note: This value is free format to allow for vertical and custom extensions to local
versions of user help.
Setting up Business Groups, Locations, and Organizations - Instructor Demonstrations and Practice Solutions
Chapter 24 - Page 24
Assign New Responsibility to an Application User
2. Query your own application username - the one you used to log on to the system.
3. Insert your xx Super HRMS Manager responsibility from the list of values in a new line in
the responsibility region.
5. Choose the File - Switch Responsibility menu option to bring up the list of responsibilities
you have access to.
Setting up Business Groups, Locations, and Organizations - Instructor Demonstrations and Practice Solutions
Chapter 24 - Page 25
Instructor Demonstration
Defining UK Locations
Introduction
Business Scenario
Create the following locations, prefixing each location with your unique group number.
Note: You can define local and international worksites for one business group or to be
shared across all business groups (Controlled by HR:Cross Business Group user profile).
Setting up Business Groups, Locations, and Organizations - Instructor Demonstrations and Practice Solutions
Chapter 24 - Page 26
Instructor Demonstration and Practice Solution
Defining UK Locations
1. Navigate to the Location window using your own Super HRMS Manager responsibility:
2. Type in the name of your location prefixing it with your unique group number.
Setting up Business Groups, Locations, and Organizations - Instructor Demonstrations and Practice Solutions
Chapter 24 - Page 27
Instructor Demonstration
Defining UK Organizations
Your enterprise has six internal organizations. They are represented as follows:
Note: Remember that AB Shoes, Inc. has already been classified as a business group, so you
can requery the record and add any other classifications that apply.
Setting up Business Groups, Locations, and Organizations - Instructor Demonstrations and Practice Solutions
Chapter 24 - Page 28
Instructor Demonstration and Practice Solution
Defining UK Organizations
1. Navigate to the Organization window using your own Super HRMS Manager
responsibility:
3. Select the appropriate user defined type of organization from the list of values.
10. Continue to the Others area of information to enter default information for each
organization.
Note: Remember that Great Benefits is a benefits provider and not an internal HR
Organization.
Setting up Business Groups, Locations, and Organizations - Instructor Demonstrations and Practice Solutions
Chapter 24 - Page 29
Instructor Demonstration
Creating an Organization Hierarchy
Business Scenario
Organization hierarchies show the different management reporting relationships that can exist
within an enterprise. You will also use hierarchies for government reporting and defining
security profiles.
Create a hierarchy in the system that reflects the organization chart for AB Shoes.
Setting up Business Groups, Locations, and Organizations - Instructor Demonstrations and Practice Solutions
Chapter 24 - Page 30
Instructor Demonstration and Practice Solution
Creating an Organization Hierarchy
1. Navigate to the Organization Hierarchy window using your own Super HRMS Manager
responsibility:
8. In the Organization region, query the top level organization for your hierarchy.
Note: Use AB Shoes Inc. for the US business group and AB Shoes Corporation (UK) for the
UK.
9. If you were setting both of these businesses up in the same system you could define a
global hierarchy to include organizations from all regions for management reporting. Your
ability to do this is controlled by the setting of the HR:Cross Business Group user profile.
10. Click in the Subordinates boxes and select the next level of reporting organizations.
11. Use the down arrow box to move to the next level of reporting.
Setting up Business Groups, Locations, and Organizations - Instructor Demonstrations and Practice Solutions
Chapter 24 - Page 31
Instructor Demonstration
Assigning Employees to Organizations
Introduction
The purpose of this practice is to check that you can hire and assign employees to the
organizations that you have defined.
Business Scenario
Hire an employee to work in one of the AB Shoes organization with a hire date of 01-MAR-
2000.
Setting up Business Groups, Locations, and Organizations - Instructor Demonstrations and Practice Solutions
Chapter 24 - Page 32
Instructor Demonstration and Practice Solution
Assigning Employees to Organizations
1. Navigate to the People window using your own Super HRMS Manager responsibility:
3. The system should tell you that no people exist in your business group.
6. Enter Name and personal details for a new employee with a hire date of 01-Mar-2000.
9. An assignment to the business group is created by default when you hire an employee.
10. In the Organization field open the list of values. All of the organizations you created
should be displayed in the list. Select one and save your choice as a correction.
You have completed the practice if all of your organizations appear in the list and you can save
an employee assignment.
Hint: If an organization does not appear in the list or you cannot save the assignment, check
the following:
− Effective date of the organization is before the hire date of the employee.
− The organization has the classification of HR Organization enabled.
− The organization is of the type Internal.
Setting up Business Groups, Locations, and Organizations - Instructor Demonstrations and Practice Solutions
Chapter 24 - Page 33
Instructor Demonstration
Using Application Data Exchange (ADE)
This demonstration guides you through the ADE process of exporting data. ADE enables
common desktop applications like word processors and spreadsheets to change, export and
upload data in Oracle HRMS.
You can select the ADE icon from the toolbar and export data, however you must query some
data before you can launch ADE.
Setting up Business Groups, Locations, and Organizations - Instructor Demonstrations and Practice Solutions
Chapter 24 - Page 34
Representing Financial
Reporting Structures -
Instructor Demonstration and
Practice Solutions
Chapter 25
1. Navigate to the Payroll window using your local Super HRMS Manager responsibility:
Note: You are using this responsibility so that you can view the information for a predefined
business group. If you use your new responsibility you will not be able to view any costing
information until you setup the cost flexfield.
2. Move the cursor to the Costing field. The flexfield window should open to display the
segments that are enabled at the Payroll level for this Business Group.
3. Close the window and move the cursor to the Suspense Account field. The flexfield
window should open to display all the segments that are enabled for this Business Group.
Note: If you are running Oracle Payroll, the costing process will use the suspense account
values to allocate costs that have no values allocated within the system.
5. Navigate to the Organization window using the local version of the Super HRMS
Manager responsibility:
6. Query an HR Organization and select the Costing window by choosing the Other button.
7. Open the flexfield window to view or enter values for costing segments that are enabled at
the Organization level.
9. Navigate to the Assignment window using the local version of the Super HRMS Manager
responsibility:
12. Open the flexfield window to view or enter values for costing segments that are enabled at
the Assignment level.
Note: You can enter multiple costing values at the assignment level to allocate costs for one
assignment to multiple cost codes. Each line is datetracked and the total allocation of costs
at all times must be 100%.
14. You could also navigate to the Element Link and Element Entry windows to view other
levels where you can enter cost information in Oracle HRMS. These are covered in more
detail in the module on Costing.
Representing Legal and Government Reporting Structures - Instructor Demonstrations and Practice Solutions
Chapter 26 - Page 1
Instructor Demonstration
Classifying HR Organizations
You have already defined your internal organizations.
You must add the following classifications for AB Shoes Inc. and AB Shoes Corp (US). Also
you should define and classify the Great Benefits external organization as a Benefits Carrier and
a Workers Compensation Carrier.
Note: Remember that Great Benefits is a benefits provider and not an internal HR Organization.
Representing Legal and Government Reporting Structures - Instructor Demonstrations and Practice Solutions
Chapter 26 - Page 2
Instructor Demonstration and Practice Solution
Classifying HR Organizations
Setting Up Government Reporting Details for AB Inc.
1. Navigate to the Organization window using your own Super HRMS Manager
responsibility:
7. Select Employer Identification and enter the following Employer Identification Number:
33-1278259
8. Choose OK.
Representing Legal and Government Reporting Structures - Instructor Demonstrations and Practice Solutions
Chapter 26 - Page 3
Entering Tax Rules
2. Select Self Adjust from the list of values for the Social Security Self-Adjust Method.
4. Select Regular from the list of values for the Type of Employment field.
6. Choose OK.
8. Choose Others.
10. Select Chicago, Illinois, Cook County from the list of values for the locality. Enter an
eight-digit locality ID number.
19. Select Self Adjust Method for the SUIF and SDI Self Adjust Method fields.
Representing Legal and Government Reporting Structures - Instructor Demonstrations and Practice Solutions
Chapter 26 - Page 4
22. Enter the employer liability rate: .60
25. Select Flat Percentage Rate in the Supplemental Calculation Method field.
2. Select Yes from the list of values for the W-2 Transmitter field.
3. Select IBM from the list of values for the Computer field.
4. Select Standard Label from the list of values for the Internal Labeling field.
5. Select 38000 CPI from the list of values for the Density field.
6. Select ASCII from the list of values for the Recording Code field.
8. Choose OK.
2. Choose the others button and to see the additional information that can be completed for
VETS-100, EEO-1 and other government-required reporting. This is not necessary for the
Practices.
Representing Legal and Government Reporting Structures - Instructor Demonstrations and Practice Solutions
Chapter 26 - Page 5
Setting Up Government Reporting Details for AB Shoes Corporation
1. Choose the Organization Name field and query your xx AB Shoes Corporation (US).
6. Select Employer Identification and enter the following Employer Identification Number:
33-1278259
7. Choose OK.
9. Choose Others.
11. Select Self-Adjust from the list of values for the Social Security Self-Adjust Method.
13. Select Regular from the list of values for the Type of Employment field.
19. Select Chicago, Illinois, Cook County from the list of values for the locality.
Representing Legal and Government Reporting Structures - Instructor Demonstrations and Practice Solutions
Chapter 26 - Page 6
22. Choose OK.
29. Select Self Adjust Method for the SUIF and SDI Self Adjust Method fields.
35. Select Flat Percentage Rate in the Supplemental Calculation Method field.
Representing Legal and Government Reporting Structures - Instructor Demonstrations and Practice Solutions
Chapter 26 - Page 7
Setting Up W-2 Reporting
40. Select Yes from the list of values for the W-2 Transmitter field.
41. Select IBM from the list of values for the Computer field.
42. Select Standard Label from the list of values for the Internal Labeling field.
43. Select 38000 CPI from the list of values for the Density field.
44. Select ASCII from the list of values for the Recording Code field.
Representing Legal and Government Reporting Structures - Instructor Demonstrations and Practice Solutions
Chapter 26 - Page 8
Setting Up an External Organization
52. Click the Organization Name field and select the New Record icon.
56. Click Location field and select xxGreat Benefit from the list of values.
59. Click the Organization Classification field and select Benefit Carrier.
Representing Legal and Government Reporting Structures - Instructor Demonstrations and Practice Solutions
Chapter 26 - Page 9
Copyright © Oracle Corporation, 2002. All rights reserved.
Representing Legal and Government Reporting Structures - Instructor Demonstrations and Practice Solutions
Chapter 26 - Page 10
Representing Grades and
their Relationship to Pay -
Instructor Demonstrations
and Practice Solutions
Chapter 27
Representing Grades and their Relationship to Pay - Instructor Demonstrations and Practice Solutions
Chapter 27 - Page 1
Instructor Demonstration
Defining the Grade Key Flexfield Structure
This demonstration and practice reinforces your ability to define a structure and segments for the
Grade key flexfield.
Business Scenario
The objective of this exercise is to set up a Grade key flexfield structure for your business group.
You will define a common grade structure with two segments to show grade name and level.
Before you can enter specific grades in HR you need to define the structure of the grade name.
Remember to prefix the structure name with your unique group number.
Segments
Representing Grades and their Relationship to Pay - Instructor Demonstrations and Practice Solutions
Chapter 27 - Page 2
Cross-Validation Rules
Grade Rule
EXEC Grade levels 1 – 2
MGR Grade levels 1 – 3
SA Grade levels 1 – 5
CL Grade levels 1 – 9
ST Grade levels 1 - 2
In addition, grades ST.1 and ST.2 have
steps that are associated with pay and
overtime rates regulated by union
agreement.
An automatic incrementing process also
applies.
Representing Grades and their Relationship to Pay - Instructor Demonstrations and Practice Solutions
Chapter 27 - Page 3
Instructor Demonstration and Practice Solution
Defining the Grade Key Flexfield Structure
1. Navigate to the Key Flexfield Segment window in System Administration:
Note: If an empty row does not appear, click in an existing structure and choose the New
button from the menu bar.
4. Enter “nn Grade Flexfield” in the Title field (where nn represents your unique group id
number).
Note: Make sure that the Freeze Flexfield Definition box is unchecked, since you are
creating a new flexfield.
12. Select the Value Set button once you are on the Value Set field.
Representing Grades and their Relationship to Pay - Instructor Demonstrations and Practice Solutions
Chapter 27 - Page 4
15. Return to the segment window and choose the value set you have just created.
18. Uncheck the required checkbox, unless you want to force users to complete this field.
21. Enter Grade Level as the name of the second segment, and a description if required.
25. Select the Value Set button once you are on the Value Set field.
28. Uncheck the required checkbox, unless you want to force users to complete this field.
30. Return to the segment window and choose the value set you have just created.
32. Return to the Key Flexfield Segments window and in the structure region check the
Freeze Flexfield Definition box. Acknowledge the message that appears after reading it.
34. You can now select the compile button and compile your Grade Key Flexfield.
Representing Grades and their Relationship to Pay - Instructor Demonstrations and Practice Solutions
Chapter 27 - Page 5
Defining Segment Values
1. Navigate to the Segment Values window using the System Administration responsibility:
2. Query on the Key Flexfield or the Value Set name details and locate your flexfield or
Value Set.
Representing Grades and their Relationship to Pay - Instructor Demonstrations and Practice Solutions
Chapter 27 - Page 6
Defining a Cross Validation Rule
1. Navigate to the Cross Validation Rules window using your System Administrator
responsibility:
2. Select the Key Flexfield structure for which you want to define the rules using the first
block.
3. Enter a unique name, error message text and error segment name for your rule using the
Cross-Validation Rule block.
4. Define dates during which you would like the rule to be active (optional).
5. Enter a range of low and high values with include and exclude statements in the Cross-
Validation Rule Elements block. Ensure that you have at least one include statement for
each set of rules.
− Include: EXEC.1 to EXEC.2
− Include: MGR.1 to MGR.3
− Include: SA.1 to SA.5
− Include: CL.1 to CL.9
− Include: ST.1 to ST.2
Once you have defined these rules a user can define only these combinations for Grades.
Representing Grades and their Relationship to Pay - Instructor Demonstrations and Practice Solutions
Chapter 27 - Page 7
Instructor Demonstration
Defining Grades
Now that you have defined the structure of the grade key flexfield you can create the following
grade combinations:
− EXEC.1 and EXEC.2
− MGR.1 MGR.2 MGR.3 and MGR.4
− SA.1 SA.2 SA.3 SA.4 and SA.5
− CL.1 CL.2 CL.3 CL.4 CL.5 CL.6 CL.7 CL.8 and CL.9
− ST.1 and ST.2
Representing Grades and their Relationship to Pay - Instructor Demonstrations and Practice Solutions
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Instructor Demonstration and Practice Solution
Defining Grades
1. Navigate to the Grade window using your local Super HRMS Manager responsibility:
Representing Grades and their Relationship to Pay - Instructor Demonstrations and Practice Solutions
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Instructor Demonstration
Defining Grade Rates for Salaried or Hourly Paid Employees
Introduction
This practice reinforces your ability to create grade rates with minimum and maximum rates for
salaried employees or with an hourly rate for hourly paid employees.
Representing Grades and their Relationship to Pay - Instructor Demonstrations and Practice Solutions
Chapter 27 - Page 10
Instructor Demonstration and Practice Solution
Defining Grade Rates for Salaried or Hourly Paid Employees
Defining the Manager Grade Rate
1. Navigate to the Grade Rate window using your local Super HRMS responsibility:
2. Enter the name xx Manager Grade Rate, (where xx is your unique group number).
5. In the Grade Name field, select the appropriate data and enter the following values:
Representing Grades and their Relationship to Pay - Instructor Demonstrations and Practice Solutions
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Creating the Sales Staff Pay Rate
2. Enter a new record and enter the name xx Sales Staff Grade Rate, (where xx is your
unique group number).
5. In the Grade Name field, select the appropriate data and enter the following values:
Representing Grades and their Relationship to Pay - Instructor Demonstrations and Practice Solutions
Chapter 27 - Page 12
Instructor Demonstration
Defining Grade Rates for Salaried or Hourly Paid Employees
Define the Pay Scale and Progression Points
For your hourly paid employees who have their pay negotiated by the USWU you will need to
setup a pay scale with progression points as follows:
1. Navigate to the Pay Scale window using your local super HRMS Manager responsibility:
2. Enter the name xxUSWU Pay Scale (where xx is your unique group id), and enter the
following details:
− Increment Frequency Number: 1
− Increment Frequency Pay Period: Year.
Sequence Progression
number point
10 1
20 2
30 3
40 4
50 5
60 6
70 7
80 8
90 9
Representing Grades and their Relationship to Pay - Instructor Demonstrations and Practice Solutions
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Define Values for Each Progression Point
1. Navigate to the Point Values window using your local super HRMS Manager
responsibility:
2. Enter the name of xx USWU Scale Rate (where xx is your unique group id).
6. Select each progression point in the pay scale and assign the following values:
Representing Grades and their Relationship to Pay - Instructor Demonstrations and Practice Solutions
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Define Steps and Points for Each Grade
1. Navigate to the Grade Steps and Points window using your local super HRMS Manager
responsibility:
(N) Work Structures > Grade > Grade Steps and Points
6. In the Grade Steps region choose the remaining points from the list of values.
− Points 1, 2 and 5
Note: The automatic incrementing process will follow the sequence of the pay scale. Grade
steps may skip points in the common pay scale.
8. Repeat Steps 2 – 6 above for grade ST.2 with 5 Steps mapped to Points.
Representing Grades and their Relationship to Pay - Instructor Demonstrations and Practice Solutions
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Copyright © Oracle Corporation, 2002. All rights reserved.
Representing Grades and their Relationship to Pay - Instructor Demonstrations and Practice Solutions
Chapter 27 - Page 16
Representing Jobs and
Positions - Instructor
Demonstrations and Practice
Solutions
Chapter 28
Business Scenario
The objective of this practice is to set up a Job key flexfield structure for your business group.
Before you can enter specific job names in HR you need to define the structure of the job name.
Remember to prefix the structure name with your unique group number.
Segments
Value Sets
Valid Values for Job Name Valid Values for Job Code
President
Vice President Executive, Sales
Director Executive, Sales, Manufacturing,
Admin
Manager Sales, Manufacturing, Admin
Salesperson
Associate Store, Sales, Admin
2. Run a query with the following criteria in the Flexfield Title Field:
− Job%
Note: If an empty row does not appear, click in an existing structure and choose the New
button from the menu bar.
4. Enter xx Job Flexfield' in the Title Field (where xx represents your unique group id
number).
Note: Make sure that the Freeze Flexfield Definition box is unchecked, since you are creating
a new flexfield.
7. Enter Job Name as the name of the first segment, and a description if required.
11. Select the Value Set button once you are on the Value Set field.
17. Uncheck the required checkbox, unless you want to force users to complete this field.
18. Save your work, and close the window to return to the Segments Summary window.
20. Enter Job Code as the name of the second segment, and a description if required.
24. Select the Value Set button once you are on the Value Set field.
26. Choose the Edit Information button to set up the dependency information.
27. Complete the dependent Values set window by choosing the xxJob Name segment as the
independent value set.
30. Return back to the segment window and choose the value set you have just created.
31. Uncheck the required checkbox, unless you want to force users to complete this field.
33. Return to the Key Flexfield Segments window and in the structure region check the
Freeze Flexfield Definition box. Acknowledge the message that appears after reading it.
1. Navigate to the Segment Values window using the System Administration responsibility:
2. Query the Value Set you defined for Job Name and enter the list of values given.
4. Query the Dependent Value set you defined for Job Code and enter the dependent values
for each independent value.
Note: You should not need to enter values for Job Codes. If the system will not let you
commit your definitions until you enter a value then you should check your definition of the
Job Code segment to see if you have checked the required checkbox.
Create a job group that is for use only within your business group.
4. Select the business group if it does not automatically appear in the Business Group field.
Business Scenario
The objective of this practice is to set up a Position key flexfield structure for your business
group. Before you can enter specific position names in HR you need to define the structure of the
position name.
Remember to prefix the structure name with your unique group number.
Segments
Value Sets
2. Run a query with the following criteria in the Flexfield Title Field:
− Position%
Note: If an empty row does not appear, click in an existing structure and choose the New
button from the menu bar.
4. Enter xx Position Flexfield' in the Title Field (where xx represents your unique group id
number).
Note: Make sure that the Freeze Flexfield Definition box is unchecked, since you are
creating a new flexfield.
7. Enter Position Name as the name of the first segment, and a description if required.
11. Select the Value Set button once you are on the Value Set field.
14. Return to the segment window and choose the value set you have just created.
17. Uncheck the required checkbox, unless you want to force users to complete this field.
18. Save your work, and close the window to return to the Segments Summary window.
25. Select the Value Set button once you are on the Value Set field.
28. Return to the segment window and choose the value set you have just created.
29. Uncheck the required checkbox, unless you want to force users to complete this field.
31. Return to the Key Flexfield Segments window and in the structure region check the
Freeze Flexfield Definition box. Acknowledge the message that appears after reading it.
33. You can now select the compile button and compile your Position Flexfield.
1. Navigate to the Segment Values window using the System Administration responsibility:
From the Position Hierarchy window you can select the Open Editor button to open the
Hierarchy Diagrammer window. The editor enables you to create basic hierarchies and edit using
a drag and drop method. Any changes made using the hierarchy diagrammer are reflected in the
hierarchy windows, and are saved in your database.
5. Check the All Locations and Relocation Required work requirements check boxes.
6. Select Indefinite as the length of time the jobholder must perform the job.
11. Navigate to the Work Choices Information Window for a person using your local Super
HRMS Manager responsibility.
12. Find the person you want to enter work choice information for.
16. Select Indefinite, as the length of time the person wants to stay in the role.
17. Select 0900 – 1700 hours as the jobholder’s preferred working hours.
The Position window is datetracked, therefore if you create a position the effective date should
be set early enough to handle any historical information.
The Job window is not datetracked, therefore the start date must be set early enough to handle
any historical assignment information you want to enter. For example an employee cannot be
assigned to a job before the start date of the job.
2. Enter xxmass move as a description (where xx represents your unique group id number).
12. Choose the Execute button to commit the changes to the database.
Business Scenario
Your enterprise needs to calculate workers’ compensation for the state of Wisconsin at a percent
of subject earnings. Great Benefit will process Workers’ Compensation for the code 8820 at a
rate of 2.5 for both the employer and the employee. The only job that is affected is Stock
Associate. Both straight time and premium time will be used for the calculation.
Additionally, you will now have to complete the Workers’ Compensation portion of setup for
your GRE with an experience modification rate of 110.
Hint: Remember to query the state on the Workers’ Compensation Rates window.
2. Select Great Benefit from the list of values for the carrier field.
3. Select Wisconsin from the list of values for the State field.
4. Select Percent of Subject Earnings from the list of values for the Calculation.
1. Navigate to the Workers’ Compensation window using the US Super HRMS Manager
responsibility:
2. Enter a query and search for Wis% in the State Name field.
4. In the Job field, select Stock Associate from the list of values.
5. In the Code field next to Stock Associate, select 8820 from the list of values.
6. Click the Calculation Rules section and select the Include boxes for both Straight Time
and Premium Time.
2. Enter a query and search for xxAB Shoes Corp% in the Name field, (where xx = your
unique group id number)
3. Execute your query. This should return the relevant "AB Shoes" record.