Configure Enterprise and Workforce Structures - Student Guide - 20A

Oracle HCM Cloud: Configure
Enterprise and Workforce Structures
Student Guide
D101376GC17 | D102344
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Contents
1 Course Overview
Lesson Objectives 1-2
Course Objectives 1-3
Course Agenda 1-4
Information Resources 1-5
2 Human Capital Management Overview

Learning Objectives 2-2
Oracle Human Capital Management 2-3
Setting Up HCM with FSM 2-5
Examining Global Human Resources 2-7
Working with Oracle HR and Payroll Country Extensions 2-8
Summary 2-9
3 Defining Geographies
Planning Geography Structure 3-3
Deploying Geographies in United States and Canada 3-4
Deploying Geographies in Other Countries 3-5
Reviewing Geography Hierarchy 3-6
Conceptualizing Geography Data during Implementation 3-7
Looking at the Manage Geographies Page 3-8
Setting up Geography Validation 3-9
Demonstration 3-10
Summary 3-11
4 Setting Up Enterprise Structures

Viewing the Enterprise and Work Structure Task Setup Sequence 4-3
Overview of the Enterprise Structures Configurator 4-4
Benefits of Using ESC to Configure Your Enterprise 4-5
Establishing Enterprise Structures 4-6
Looking at Enterprise Structure Components 4-7
Creating Business Units 4-8
Leveraging Reference Data Sets 4-9
iii
Configuring Business Unit Set Assignment 4-10
Assessing Configuration 4-11
Looking at Job and Position Structure 4-12
Examining Job and Position Usage 4-13
Outlining Job and Position Attributes 4-14
Consulting the Technical Summary Report 4-15
Loading Enterprise Configuration 4-16
Summary 4-17
5 Managing Enterprise HCM Information

Reviewing the Enterprise and Work Structure Task Setup Sequence 5-3
Managing Enterprise HCM Information 5-4
Examining Work Day Information 5-5
Reviewing Options for the Two-Tier Employment Model 5-6
Leveraging the Two-Tier Employment Model 5-7
Reviewing the Two-Tier Model: Single Assignment 5-8
Reviewing the Two-Tier Model: Multiple Assignments 5-9
Generating Person Numbers 5-10
Generating Worker Numbers 5-11
Generating Assignment Numbers 5-12
Entering Person-Name Languages 5-13
Examining Person Records: Duplicate Check 5-14
Leveraging User and Role-Provisioning Options 5-15
Configuring Position Management 5-16
Working with Employment Configuration Options 5-17
Configuring Seniority Date Rules 5-18
Looking at Minimum Search Characters 5-19
Working with the Manage Transaction Security Profiles Task 5-20
Summary 5-21
6 Managing Legal Entities

Working with Legal Entities 6-4
Working with Legal Entities - Continued 6-5
Managing Legal Addresses 6-6
Demonstration 6-7
Reviewing the Legal Entity Role 6-8
Comparing Legal Entity and its Relationship to Worker Assignments and the Legal
Employer 6-9
iv
Connecting Legal Entity and Payroll Reporting 6-10
Managing Legal Reporting Units 6-11
Reviewing Legal Reporting Units 6-12
Reviewing Legislative Data Groups 6-13
Analyzing Legislative Data Groups 6-14
Managing Legal Jurisdictions and Legal Authorities 6-15
Managing Legal Entity HCM Information 6-16
Demonstration 6-17
Summary 6-18
Practices 6-19
7 Creating Reference Data Sets and Business Units

Working with Reference Data Sets and Business Units 7-4
Defining Reference Data Sets (Set IDs) 7-5
Examining Set IDs 7-6
Analyzing Business Units 7-7
Defining Business Units 7-8
Examining Reference Data Sets and Common Set 7-9
Examining Business Unit Set Assignment 7-10
Leveraging Business Unit Set Assignments 7-11
Summary 7-12
Practices 7-13
8 Setting Up Locations and Organizations

Working with Locations and Organizations 8-4
Examining the Enterprise Configuration Model 8-5
Reviewing the Workforce Structures Task List 8-6
Working with Locations 8-7
Representing Locations on a Map 8-8
Accessing Location Sets 8-9
Defining HCM Organizations 8-10
Categorizing Organizations 8-11
Creating Divisions 8-12
Creating Departments 8-13
Assembling HCM Trees 8-14
Using the ESC to Build Organization Trees 8-15
v
Summary 8-16
Practices 8-17
9 Executing Actions and Defining Union Information

Working with Actions and Action Reasons 9-4
Reviewing Action Types 9-5
Defining Union And Bargaining Unit 9-6
Defining Collective Agreements 9-7
Creating and Editing Collective Agreements 9-8
Linking Collective Agreement 9-9
Summary 9-10
Practices 9-11
10 Setting Up Base Compensation

Setting Up and Maintaining Grades 10-4
Reviewing Grades and Sets 10-5
Looking at Grade Steps 10-6
Determining How Grades Work with Jobs and Positions 10-7
Exploring How Grades Work with Assignments 10-8
Demonstration 10-9
Looking at Grade Rates 10-10
Analyzing Grades and Grade Rates with Compensation and Payroll 10-11
Defining Grade Ladders 10-12
Managing Salary Basis 10-13
Exploring Salary Basis 10-14
Summary 10-15
Practices 10-16
11 Managing Jobs
Working with Jobs 11-4
Setting Up and Maintaining Jobs 11-5
Examining Lookups for Jobs 11-6
Reviewing Job Families 11-7
Analyzing Jobs 11-8
Working with Job Details 11-9
vi
Specifying Benchmark and Progression Information 11-10
Analyzing Grades 11-11
Determining Evaluation Criteria 11-12
Conceptualizing How Jobs Work with Profiles 11-13
Summary 11-14
Practice 11-15
12 Managing Positions
Working with Positions 12-4
Reviewing Position Management 12-5
Setting Up and Maintaining Positions 12-6
Reviewing the Position Management Configuration Process Flow 12-7
Synchronizing Positions 12-8
Enabling Position Synchronization 12-9
Synchronizing Positions: Synchronizing Mapped Flexfields 12-10
Enabling Position Hierarchy 12-11
Synchronizing Line Managers Based on HCM Hierarchy 12-12
Validating Position Incumbents 12-13
Examining Position Code Generation 12-14
Reviewing the Position Synchronization Process 12-15
Examining Lookups for Positions 12-16
Creating Positions 12-17
Reviewing Position Details 12-18
Examining How Positions Work with Profiles 12-19
Tracking Positions 12-20
Updating Positions 12-21
Integrating My Team Parent Positions 12-22
Exploring the Graphical Position Hierarchy Layout 12-23
Working with the Graphical Position Hierarchy Layout 12-24
Summary 12-25
Practices 12-26
13 Defining Availability, Lookups, and Profile Options

Reviewing the Workforce Information Task List 13-3
Defining Availability 13-4
Configuring Primary Work Schedules 13-5
Examining Calendar Events 13-6
Working with Calendar Event Categories 13-7
vii
Reviewing Work Schedule Types 13-8
Examining Lookups 13-9
Configuring Lookups 13-10
Reviewing Profile Options 13-11
Summary 13-12
Practices 13-13
14 Working with Person Record and Employment Record Values

Defining Person Record Values 14-3
Reviewing Person Types 14-4
Demonstration 14-5
Defining Person Names 14-6
Defining Person Name Formats 14-7
Demonstration 14-8
Working with Person Name Styles 14-9
Demonstration 14-10
Examining Person Lookups 14-11
Reviewing Employment Record Values 14-12
Exploring Assignment Statuses 14-13
Demonstration 14-14
Examining Employment Lookups 14-15
Summary 14-16
viii
1
Course Overview
Copyright © 2020, Oracle and/or its affiliates. All rights reserved.

Lesson Objectives
• Identify the purpose of this course

• Describe the course training approach
Oracle HCM Cloud: Configure Enterprise and Workforce Structures 1 - 2

Course Objectives
After completing this lesson, you should be able to:

• Set up common Human Capital Management (HCM) components, including
geographies, lookups, profile options, and enterprise HCM information
• Configure legal entities, divisions, business units, locations, departments, and jobs
• Describe and establish position synchronization, position hierarchy, and position
incumbent validation
• Test setup by hiring a worker by using configured enterprise and workforce structures

Course Agenda
• Course Overview • Setting Up Base Compensation

• Human Capital Management (HCM) • Managing Jobs
Overview • Managing Positions
• Defining Geographies • Configuring Workforce Information
• Configuring Enterprise Structures • Testing Your Configuration
• Managing Enterprise HCM Information
• Managing Legal Entities
• Configuring Reference Data Sets and
Business Units
• Setting up Locations and Organizations
• Executing Actions and Defining Unions

Information Resources
Oracle Help Center My Oracle Support Oracle University

Search for solutions
Cloud Readiness/What’s New Training
Download patches and updates
Human Resources Certification
Create a Service Request
Oracle Launchpad
HCM Cloud Common Features Collaborate in the My Oracle Support
Community Essential Training
REST API – Human Resources
Best Practice
Books and Videos 24/7 digital learning experience
Using Global Human Resources Oracle Cloud Customer Oracle Cloud Learning
Connect Subscription
Implementing Global Human
Resources Discussion Forums Training Videos
Idea Labs Certification Exams
Creating and Administering Analytics
and Reports for HCM Updates and Maintenance 24/7 digital learning experience
Events Calendar
Disclaimer: Oracle customers have access to various resources. If you are not a customer, you may not
have access to some of the additional resources referenced in this course.
Oracle Help Center https://docs.oracle.com/en/cloud/saas/human-resources/20a/faigh/index.html
My Oracle Support https://support.oracle.com/epmos/faces/DocumentDisplay?id=1504483.1
Oracle Cloud Customer Connect https://cloudcustomerconnect.oracle.com/pages/home
Oracle University
• Oracle Launchpad http://education.oracle.com/launchpad
• Oracle Cloud Learning Subscription http://education.oracle.com/cloud
Additional Resources:
Oracle Product Features:
• You can use the Oracle Product Features tool to compare release features prior to an upgrade
https://apex.oracle.com/pls/apex/f?p=24153:100:100491633520435
Oracle HCM Cloud Courses: https://education.oracle.com/oracle-cloud-saas
• Using Global Human Resources
• Extensibility
• Reporting and Analytics
• Workflows and Approvals

2
Human Capital Management Overview

Learning Objectives
• Describe the structure of Human Capital Management

• Set up HCM with FSM
• Explain the role and value of Global Human Resources
• Receive country- and language-specific support

Oracle Human Capital Management
Human Workforce Workforce Talent
Work Life
Resources Rewards Management Management
Global Payroll Taleo Enterprise

Core Human Absence
and Onboarding, My Competitions
Resources Management
Localizations Recruiting
Workforce Global Payroll Recruiting

Time and Labor My Reputation
Directory Interface Learning
Career
Workforce
Benefits Development My Volunteering
Modeling
Goal
Management
Workforce
Compensation Performance My Wellness
Predictions
Management
Profile
HR Help Desk Management
Succession
Management
Talent Review
Oracle Human Capital Management

Oracle Fusion HCM covers the following five primary business processes of managing human capital.
Human Resources
Oracle Human Resources enables organizations to maximize worker value. By utilizing such features as
Workforce Deployment, Workforce Directory, Workforce Modeling, Workforce Predictions, and Workforce
Reputation Management your organization can:
• Align resources and people with business objectives. You can also enter and maintain information
related to people, employment, and work structures.
• Show a complete view of your organization and provide a place to connect with people.
• Plan, model, and deliver optimized, large-scale organizational changes faster and with greater
certainty.
• Forecast performance to more accurately predict outcomes and lead to better decision-making.
• Analyze social influence within your workforce.
With HR Help Desk, workers can create and submit service requests.
Note: You must complete the setup tasks related to service request management in the Oracle Engagement
cloud, prior to configuring HR Help Desk.

Workforce Rewards
The area of Workforce Rewards leverages such features as Global Payroll and Localizations,
Global Payroll Interface, Benefits, and Compensation. These features enable your
organization to:
• Streamline payroll administration to comply with local taxation and payroll rules locally
and globally.
• Tailor your global benefits solution from simple to highly complex plans.
• Design and deliver customized compensation programs for global and local
organizations.
Workforce Management
The area of Workforce Management deals with features such as Absence Management and
Time and Labor to enable your organization to:
• Implement absence and leave policies globally or locally.
• Track, monitor, and increase accuracy of time reporting.
Talent Management
In addition to utilizing Oracle Taleo Enterprise Onboarding, Recruiting, and Learn features,
the area of Talent Management is also comprised of such features as Career Development,
Goal Management, Learning, Recruiting, Profile Management, Succession Management, and
Talent Review. These features enable your organization to:
• Recruit, screen, and hire applicants efficiently and collaboratively.
• Plan for your future with high-impact employee development plans.
• Rapidly develop content using flexible editing tools or by importing content, all while
following appropriate standards.
• Personalize learning content to address multiple audiences, and establish curriculum
for mentoring programs, rotational assignments, or other training programs based on
company needs.
• Capture formal and informal feedback from multiple sources to provide a rich, well-
rounded portrait of your employees.
• Ensure your best talent is in line for future leadership and critical roles.
• Optimize the talent review process to efficiently identify and manage your top talent.
Work Life
The Work Life area focuses on features such as My Competitions, My Reputation, My
Volunteering, and My Wellness. Together these features enable your organization to:
• Manage fun competitions that help drive business goals.
• Analyze social influence within your workforce.
• Engage in company volunteer projects.
• Promote a healthier work-life balance.

Setting Up HCM with FSM
Plan Opt In
Functional Setup Manager (FSM)
provides an integrated, end-to-end
applications setup and administration
Maintain Setup process.
Deploy
The Oracle Functional Setup Manager facilitates initial setup and ongoing maintenance. The Functional
Setup Manager guides you through the ongoing steps including:
• Planning: Identify the offerings you want to implement. Evaluate what functional areas and features
to opt into and prepare accordingly for their setup requirements.
• Opting In: Select the offerings, functional areas, and features that best fit your business
requirements by enabling them.
• Setting up: Use setup tasks to enter setup data necessary for your enabled offerings and functional
areas.
• Deploying: Move your verified setup data from the test environment to a production environment
and deploy to all users to start transaction processing.
• Maintaining: Update setup data or opt into configuration of the functional areas and features as
necessary.
The Application Implementation Consultant job role has full access to perform all Functional Setup
Manager-related activities. Other users must include the Functional Setup User role in addition to other roles
or privileges needed to perform specific setup activities.
For more detailed information about security requirements for Functional Setup Manager, refer to the
Security Reference for Oracle Applications Cloud Common Features guide in the All Books for Oracle Cloud
page of the Oracle Help Center (docs.oracle.com).

Learn More with Video Tutorials
Review the following videos in Oracle Help
https://docs.oracle.com/en/cloud/saas/human-resources/20a/videos.html
In the View dropdown menu, select Implement.
• Configuring Offerings
• Setting Up Offerings
• Setting up Offerings with Scope
• Entering Setup Data Using Assigned Tasks
• Managing Setup using Implementation Projects
• Exporting Offering Setup
• Importing Offering Setup
• Exporting Setup Data Using CSV
• Importing Setup Data from Configuration Packages
• Exporting Setup Data to Configuration Packages
• Comparing Offering Setup Data During Import
• Comparing Setup Data Using Configuration Packages
• Generating Setup Data Reports

Examining Global Human Resources
Global Human Resources enables you to implement business processes that improve
productivity and provide decision-making support. Business processes consist of:
Global
Human
Resources
Workforce
Reputation Workforce
Directory
Management
Workforce Workforce
Predictions Modeling
Global Human Resources enables you to implement business processes that improve productivity and
provide decision-making support. The best practices are built into the role-based self-service functionality as
well as the administrative user’s views.
• Both HR specialists and managers can monitor the hire process, with visual dashboards that prevent
bottlenecks in the process. Hire status, start date, and approvals are provided in a central location
that includes social collaboration tools to quickly address any questions.
• All worker transfers may be administered with an intuitive process that supports complex, global
redeployments (across legal employers and legislative groups) and simple transfers of department
and manager.
• Automated security role provisioning is provided within business processes (for example, Hire,
Promotion, and Transfer) to grant secured access based on a worker’s role in the organization.
• You can integrate with benefits for processing life events
• You can integrate with global payroll for payroll processing, including multiple jobs
• You can integrate with talent management applications for effective pay for performance and
organizational growth

Working with Oracle HR and Payroll Country Extensions
International Coverage Country Extensions
Over 200 Countries Australia India
Canada Netherlands
China Singapore
France United Kingdom
Germany United States
Note: This is not a comprehensive list of countries receiving support for Oracle Human Capital
Management Cloud: Global Human Resources. Refer to the recommended white paper (in the
Notes section) for a complete listing of all supported countries.
Payroll is currently supported for the US, Canada, the UK, the UAE, Saudi Arabia, Kuwait, and China.
See the following white paper for details on:
• How Localizations are supported at different tiers
• What each tier supports as well as the countries supported at each tier
• What countries are supported
• What languages are supported
Link to White Paper (ID 2152642.1):
https://support.oracle.com/epmos/faces/DocumentDisplay?_afrLoop=191179527580077&id=2152642.1&_a
df.ctrl-state=96r0izdav_140

Summary
• Described the structure of Human Capital Management

• Set up HCM with FSM
• Explained the role and value of Global Human Resources
• Received country- and language-specific support

3
Defining Geographies

Learning Objectives
• Describe basic geography reference data concepts

• Define geography import resources
• Set up address validation

Planning Geography Structure
• A geography is a boundary such as a country, state,

province, or city. Country
• A geography type is a divisional grouping of
geographies, either geopolitical (for example, City, State
Province, and District) or physical (for example, Island
and Mountain).
City
• A geography structure defines how geography types
relate to one another for a given geography. It defines
the hierarchy of the geography types (or levels). For
example, a city is within a state that is within a country:
A geography structure is a hierarchical grouping of the geography types for a country. It specifies the
geography types required for a country and how they are organized. For example, the required geography
types for the US are State, County, and City arranged in the order listed.
A country's geography structure determines the component geography types that can be defined and the
hierarchical relationship between them. A set of predefined geography types are available for inclusion in a
country's geography structure. Additionally, you can create a geography type to add it to the country
structure. Each geography type is added below the current lowest level. You cannot delete a geography
type that has related geography data. It is recommended that you plan the geography structure before
creating it. Also, if you want to delete a geography type that is not at the lowest level in the country structure,
then you have to delete the geography type level and all the levels below it.
For example, the geography structure for the United States comprises the State, County, City, and Zip Code
geography types. In the United States geography structure, the State geography type is the highest level
within the Country geography structure, followed by the County as the second level, City as the third level,
and Postal Code as the lowest level within the country structure. There are two ways of defining a
geography structure:
• Creating the geography structure using the Manage Geographies pages
• Importing the geography structure from a source file or using interface tables

Deploying Geographies in United States and Canada
Step 1:
The Oracle Fusion Cloud Operations team loads the latest Vertex file to the customer
instance.
Step 2:
United States and Canadian customers run the Load Geographies process to load the
geographies.
Step 3:
The monthly Vertex updates are applied to all GSI and HCM pods. This monthly update
copies the latest Vertex monthly update and provides it for tax calculation.
Oracle Fusion (HCM) uses the Vertex file for address validation and tax calculations. Vertex is a mandatory
step for US Payroll clients without which Oracle Fusion Payroll will not work. The file provides the following
details:
• Address Validation: These updates come from Vertex in the monthly ORAMAST.txt (Geography
file)
• Payroll Tax Calculation Rules/Tax Data: These updates come from Vertex in the monthly
QFPT.dat (Tax file)
Monthly Vertex updates are cumulative, meaning they include all the previous data, as well as any new
updates.
Note: It is mandatory to run the load geography process for US and Canada to load the latest geography
information from Vertex, if the client is using Vertex as its provider for geographies. It is compulsory for
United States and Canadian PAYROLL clients to use Vertex geographies. Clients implementing only Global
Human Resources may or may not use Vertex geography based on their business requirement.

Deploying Geographies in Other Countries
• China and Mexico deliver their own • For other countries, customers can
geographies. choose to utilize Nokia Geography Data
For deploying geographies in China, refer (third party), based on their needs.
Document 1466218.1 Customers can use their “local” postal
(https://support.oracle.com/epmos/faces/D
service if the postal service provides
ocumentDisplay?_afrLoop=456462987537
047&parent=DOCUMENT&sourceId=1504 relevant information.
483.1&id=1466218.1&_afrWindowMode=0
&_adf.ctrl-state=qw63lsi35_4) - How Do I
Load Chinese Geographies.
Note: Nokia Geography Data is Oracle-licensed Nokia data for those countries where the data is available.
This includes the United States, used in our case study, and a growing list of other countries. If the licensed
Nokia data is not available for a particular country, the Import Nokia Data action is disabled. In this case, you
must license geography data from another supplier and import it from a file. For more information about
importing third-party geography data, see the chapter titled “Importing Geographies” in the Oracle Sales Cloud
File-Based Data Import Guide, which is available on docs.oracle.com.
Source of the Geography Data
You can purchase geography data from various data vendors.. Oracle is working with partners to provide
geography data in a future release. When that feature is available, you have a choice to load data provided
by Oracle.
If you are using Fusion Payroll in the US or China, there are additional configuration steps that may be
required for Geography data. Refer to the implementation white papers on My Oracle Support (MOS) for
additional information. To view the US implementation white paper, visit the following MOS website:
https://mosemp.us.oracle.com/epmos/faces/DocumentDisplay?id=1676530.1&_adf.ctrl-
state=i6eh2dwyr_134&_afrLoop=293679929950340
To view the Chinese implementation document, visit the following MOS website:
https://mosemp.us.oracle.com/epmos/faces/DocContentDisplay?_afrLoop=362374538831762&id=1466218.
1&_afrWindowMode=0&_adf.ctrl-state=ewh86q5x9_106

Reviewing Geography Hierarchy
The geography hierarchy establishes a conceptual parent-child relationship between

geographies:
Because the top level of any geography hierarchy is Country, a geography hierarchy contains countries and
their child geographies such as State, County, and City. A geography hierarchy can be a Master Reference
Geography Hierarchy or a User-Defined Geography Hierarchy.
Example
In the US geography hierarchy, the state of California is defined as the parent of San Mateo County, which
is the parent of Redwood City, which is the parent of the Zip Code 94065. Based on these hierarchical
relationships, Oracle Fusion Applications can infer information.
• Master Reference Geography Hierarchy: The Master Reference Geography Hierarchy is the
source of truth for geography data. It consists of master reference geography types and
geographies. For example, Country is a universally recognized geography type, and United States is
considered a master geography. Master Reference Geography Hierarchy data is used as the source
for validating addresses, and for creating user-defined geography hierarchies.
• User-Defined Geography Hierarchy: The User-Defined Geography Hierarchy is a classification of
geographical data, containing entities with arbitrary boundaries, such as tax zones that encompass
various US states in each zone. A user-defined geography hierarchy comprises geographical data,
either created from the master reference data or entered manually.

Conceptualizing Geography Data during Implementation
Include all possible Include geography Review and modify Verify the source
geography types for reference information the predefined and reliability of the
your applications. for other applications address styles for geography data
since it is shared. countries
For data integrity reasons, you cannot add new geography structures or modify existing ones after you
import your geography hierarchy. Therefore, before the import process, you must consider the following:
• Ensure that you include all possible geography types your applications may need in your geography
structures. Different applications may have different needs. For example, you may want to base
some sales territories on counties even though you do not use counties in your addresses.
• Geography reference information is shared by other applications, so you must consider the needs of
these applications as well. For example, financial applications may require you to include geography
structures to satisfy local tax laws. Even if you are not implementing financial applications today, you
may do so in the future.
• You may want to review the predefined address styles for the countries you will be importing and
modify them as required. The address styles indicate the required elements of a street or tax
address. You can review the address styles from the Setup and Maintenance work area by
searching for and using the Manage Address Formats task.
• Verify the source and reliability of the geography data you are about to import.

Looking at the Manage Geographies Page
Re-create the geography hierarchy
of a country by importing
geographies or entering geography
information on the Manage
Geographies page
• Add additional geography
types at the bottom of your
country structure by using the
Manage Geography
Structure page
• Add additional geography
types in the middle of your
country structure, if you have
not yet uploaded the
geography hierarchy
The Manage Geographies page is where you see the information that you need to define for each country.
There are four columns, each giving you access to a specific setup page:
• Address Cleansing Defined: This column is where you can enable the Verify Address button for
real-time address verification if you have licensed the Oracle Fusion Data Quality Address
Cleansing module.
• Structure Defined: This column gives you access to the page where you can create the structure
for each country, if you are not importing it from a file.
• Hierarchy Defined: This column opens the page where you can enter geography data if you are not
importing it.
• Validation Defined: This column opens the page where you can specify the geography types you
will use and how they will be validated on the user interface and during an import.
A check mark is displayed in a column when you complete the step for a particular country. So after you
complete the import process, you will see check marks for Structure Defined and Hierarchy Defined. You
must define the structure before you can define the hierarchy or set up the validation.
To add additional geography types in the middle of your country structure, you must first delete all
geography types below the insertion point, insert the one you missed, and add the geography types you
deleted.
• When you delete a parent geography, all the child geography records of the parent are also deleted.

Setting up Geography Validation
• Geography validation determines the

geography mapping, validation for a
country's address styles, and overall
geography validation control for a Select the level
country. to validate
• It is possible to define multiple address

style formats for a country, then define
geography mapping and validation for
each of the address style formats.
If an error occurs, data

cannot be saved if
validation fails
You can map the address attributes, for each of the address style formats, to a geography type. For
example, you can map the State geography type to the County address attribute for the United Kingdom.
For each address component, you can enable the following:
• Enable List of values: Specifies whether the geography type will appear in a list of values during
address entry in user interfaces. You must enable a list of values only if you have sufficient
geography data. This ensures address data quality while creating new addresses, by displaying a list
of values from the geography data during address entry.
• Tax validation: Specifies whether the geography type will be included in tax validation. This ensures
that the addresses are valid, based on the geography hierarchy data, for tax calculation.
• Geography validation: Specifies whether the geography type will be included in geography
validation. This ensures that a new address will have correct geographic data, based on the
geography hierarchy data.
You can define Geography Validation Control at the Country level. The geography validation control
determines if an address that did not pass geography validation during address entry can be saved or not. If
the validation control is set to Error, then an address that has failed validation cannot be saved and the
errors are saved in the status. If the validation control is set to No Validation, all addresses are saved
including incomplete and invalid addresses.
The No Styles Format address style format is the default address style format for a country, and can be
used to define mapping and validation for any address in the country.

Demonstration
• 3-1: Creating an Address Format

Summary
• Described basic geography reference data concepts

• Defined geography import resources
• Set up address validation

4
Setting Up Enterprise Structures

Learning Objectives
• Define the purpose of using Enterprise Structure Configuration (ESC) to

configure HCM Cloud Enterprise Structures
• Describe the guided process of the ESC tasks
• Explain how job and position descriptive flexfields segments can be defined by
using the ESC

Viewing the Enterprise and Work Structure Task Setup Sequence
Reference Data Sets, Locations and Compensation Jobs and Positions
Common Applications Enterprise and Legal
Business Units, and Organizations
Configuration Entity
Actions
Manage Global Manage Enterprise Manage Reference
HCM Information Manage Locations Salary Basis Manage Job Families
Preferences Data Sets (SetID)
Manage Profile Manage Legal Manage Business Manage Divisions

Options Manage Grades Manage Job
Address Units
Manage Administrator Manage Departments

Manage Legislative Manage Business Manage Grade Rates Manage Positions
Profile Values
Data Group (LDG) Unit Set Assignment
Manage Reporting
Establishments Manage Grade
Manage Lookups
Manage Legal Entity Manage Actions Ladders
Manage Organization
Manage Geographies Trees
Manage Legal Entity Manage Action
HCM Information Reasons
Manage Unions
Manage Descriptive
Flexfields
Manage Legal
Jurisdictions Manage Bargaining
Units
Manage Legal Manage Collective

Reporting Units Agreements Optional
Keyed by SetID
Both Optional and Keyed by SetID
Setting up the Enterprise and Work Structure Task Setup Sequence

When you complete the tasks or table setup in your Oracle Human Capital Management (HCM) Cloud
system, you must load the tables in a prescribed sequence. The sequence must take into account the data
dependencies of the system.
Note: This diagram consists of the Oracle HCM recommended order of tables. You can create your
preferred order of tables and values as some tasks are independent of each other. The ESC can be utilized
to populate the enterprise. Legal Entities, Divisions, Business Units, Business Unit Set Assignment can be
configured during the initial implementation. We will access each task separately and discuss them in detail
in the next few lessons.

Overview of the Enterprise Structures Configurator
Enterprise Structures Configurator (ESC) is an interview-based tool that guides you through
the process of setting up a basic enterprise structure.
Use the ESC to define the Create organization Update any optional fields
organization structures, structures quickly through a in each task that are not
job, and position guided process, which displayed in the ESC by
structures of an requires only some accessing each individual
enterprise. mandatory fields. Then the organization structure task.
configuration is loaded to
each organization structure
task.
Tip: Organization structures can also be loaded by

using HCM Data Loader and HCM Data Spreadsheet
Loader.
Enterprise Structures Configuration

The Enterprise Structures Configurator (ESC), also known as the HCM Configuration Workbench, is an
interview-based tool that guides you through the configuration of your enterprise structures. Use the ESC as
part of your setup to define the organization structures and job and position structures of the enterprise.
Access the ESC by using the Establish Enterprise Structures task within FSM.
The ESC is one of several options that can be used to create your high-level Organization Structures
quickly. HCM Data Loader and HCM Spreadsheet Loader can also be used. Both of those tools are covered
in the HCM Cloud: Import course.
Establishing Enterprise Structures Using ESC
You use the guided flow within the Establish Enterprise Structures task to enter basic information about your
enterprise, such as the primary industry and the location of your headquarters. You then create divisions,
legal entities, business units, and reference data sets.
Establishing Job and Position Structures Using ESC
You use a guided process to determine if you need positions as well as jobs in your enterprise and set up
additional attributes and contextual attributes for jobs and positions. The ESC uses the primary industry you
selected in the Establish Enterprise Structures task to suggest a recommended approach for using jobs, or
jobs and positions. You can use the recommendation or answer a series of questions about how you
manage people.

Benefits of Using ESC to Configure Your Enterprise
Using the ESC, it is possible to:

• Create all organizational structures at one
time
• Create multiple configurations to test
multiple scenarios
• Quickly configure organization structures
through one guided process
• Review the enterprise configuration
before loading it
• Roll back an enterprise configuration after
loading it
The graphic illustrates the process to configure your enterprise using the Enterprise Structures Configurator.

Establishing Enterprise Structures
Establish Enterprise
• To define your enterprise structures, use the guided flow within Structures
the Establish Enterprise Structures task to enter basic

information about your enterprise, such as the primary industry. Divisions
• You then create divisions, legal entities, business units, and

Legal Entities
reference data sets.
• The Establish Enterprise Structures task enables you to create Business Units
multiple enterprise configurations so that you can compare

different scenarios. Reference Data Sets
Business Unit Set

Assignment
Location Reference Set
The graphic displays all the components you set up in the ESC and the order in which you perform the
tasks. Until you load a configuration, you can continue to create and edit multiple configurations until you
arrive at one that best suits your enterprise.

Looking at Enterprise Structure Components
The following chart is an example of an enterprise structure with two divisions operating in
four countries, with a combination of sales and marketing departments.
Enterprise: For each configuration in ESC, you define the high-level structures within the scope of an
enterprise. It consists of legal entities under common control and management.
Division: A division refers to a business or product-oriented subdivision. Divisions are used in HCM to
define the management organization hierarchy, using the generic organization hierarchy. This hierarchy can
be used to create organization-based security profiles.
Legal Entity: A legal entity represents the legal employer and/or payroll statutory unit (PSU). A legal
employer is a legal entity that employs people. A PSU is a legal entity responsible for the payment of its
workers and can be used to report tax and social insurance.
Legislative Data Group (LDG): (not shown in the graphic) LDGs are created automatically in ESC, with
one LDG created for each location country identified in the interview. You can see them in the technical
summary report. Use LDGs to partition payroll data in large organizations with multiple legal entities.
Departments: A department is an organization to which you assign workers. Do note that the ESC does not
create departments. You create departments using the Manage Departments task.

Creating Business Units
• Business Units are available for management reporting, processing of transactions, and
security of transactional data.
• Implement data security and assign data roles to users to give them access to data in
business units and permit them to perform specific functions on this data.
Select the method to create

Business Units - if you select
automatic, you must decide the
combination of values that is used to
create a business unit
Considerations for creating business units:

• Do you need business units at the functional level to represent sales, consulting, or product
development? Select the Business Function level.
• Do you need business units at the country level to represent the countries in which you operate?
Select the Country level.
Note: If you choose to create your business units manually, then the ESC does not automatically create the
corresponding reference data sets. So you must also create the reference data sets manually.

Leveraging Reference Data Sets
• The ESC uses the business unit information to create the required reference data sets.
• The reference data set provides the business unit with information that is used at the
transaction level.
Common Set and

Enterprise Set are
delivered Reference Data
Sets - they can be utilized
if linked to Business Units
The business unit you associate with the person to determine certain set-enabled information, such as
grades, departments, jobs, and locations that are available for the person.
For example, if you create the business units at the division level, then the ESC creates one reference data
set for each division. If you create business units automatically, then the ESC automatically creates
reference data sets as well.

Configuring Business Unit Set Assignment
It is possible to:
• Change the default reference data set that is assigned to a business unit for all
reference data groups
• Override the default reference data set for any reference data group.
• Override the set assignment
You can:
• Change the default reference data set, which is assigned to a business unit for all reference data
groups, such as grades, locations, departments, and jobs.
• Override the default reference data set for any reference data group. For example, Fusion Security
SET is the default reference data set for the India Fusion Security business unit.
• Override the set assignment so that grades are assigned to the default Fusion Security SET,
departments are assigned to another set, and jobs are assigned to yet another set.

Assessing Configuration
The last step in establishing enterprise structures via the ESC is the final appraisal of the
resulting configuration:

Looking at Job and Position Structure
• Implementing jobs or a combination of jobs and positions is a key implementation

decision.
• The ESC uses the primary industry that you select in the Establish Enterprise Structures
task to suggest a recommended approach for using jobs only, or jobs and positions.
• It is possible to either use the ESC recommendation or answer a series of questions on
personnel management:
Establish Job and Review Load
Position Structures Configuration Configuration
Determine Position
Usage
Define Enterprise-
Level Attributes
Define Contextual
Attributes
You make the decision whether to implement jobs only or a combination of jobs and positions based on the
primary industry of your enterprise and how you manage people.
Example of questions about how you manage people: If a person leaves your company, do you typically:
• Rehire into the same role?
• Use the head count and hire to a different job?
• Create a different post?

Examining Job and Position Usage
The screenshot displays the Determine Position Usage page within the Establish Job and Position
Structures task in the Enterprise Structures Guided Flow. You can see the four train stops that guide you
through the job and position setup.
Use of jobs only or jobs and positions varies by industry and customer requirements. ESC helps you with
the decision during the implementation. Here are some examples of primary industries and the
recommended workforce setup:
• Retail Trade: Positions
• Utilities: Positions
• Educational Services: Positions
• Public Transportation: Positions
• Construction: Jobs
• Management of Companies and Enterprises: Jobs
• Arts, Entertainment, and Recreation: Jobs
• Finance and Insurance: Jobs

Outlining Job and Position Attributes
• Define segments in the position and job flexfields to further identify jobs and positions in
the enterprise.
• Set up enterprise-level attributes to identify separate components of the position name.
• Use descriptive flexfields to capture additional information when creating jobs and
positions:
This figure illustrates how title and position number provide further details for the manager position.
A position belongs to one specific department or organization. The name of each position must be unique.
• To simplify the process of managing unique names for positions, set up enterprise-level attributes to
identify separate components of the position name. For example, you can set up an attribute for
position title and one for position number.
• When defining the attributes that make up the structure of a position name, consider whether any of
your attributes are part of the definition of a common job type. Using job types for a position can help
you manage common information that applies to many different positions. For example you can
define a job type of Manager.Level 1 and use this for comparison of positions across departments or
lines or business, or for setting common job requirements. You can then define multiple manager
type positions in your HR department, each of which has responsibility for a different management
function or group.

Consulting the Technical Summary Report
On the Enterprise Configuration page, click Review Results for your enterprise
configuration to view and download the technical summary report.
The technical summary report lists the enterprise and job structures, displays the management reporting
structure, and in addition displays the following:
• Legislative data groups (LDGs): The application defines one legislative data group for each
country identified in the configuration.
• Name of the legislative data group that will be assigned to the payroll statutory unit generated for
each legal entity

Loading Enterprise Configuration
• It is only possible to load one single enterprise configuration.

• When end users load a configuration, the application creates the divisions, legal entities,
business units, and so on.
• After end users load the configuration, they can use individual tasks to edit, add, and
delete enterprise structures.
• It is possible to roll back a loaded configuration.
Rolling Back a Configuration

The ESC provides the ability to roll back an enterprise configuration in the following circumstances:
• You can roll back an enterprise configuration manually after loading it, for example, because you
decide you do not want to use it. When you click the Roll Back Configuration button on the
Enterprise Configuration page, it rolls back any enterprise structures that were created as a part of
loading the configuration.
• If an error occurs during the process of loading the configuration, the application automatically rolls
back any enterprise structures that were created before the error was encountered.

Summary
• Defined the purpose of using Enterprise Structures Configurator (ESC) to configure

HCM Cloud Enterprise Structures
• Described the guided process of the ESC tasks
• Explained how job and position descriptive flexfields segments can be defined by using
the ESC

5
Managing Enterprise HCM Information

Learning Objectives
Accessing and changing the following settings:
• Work Day information
• Employment model
• Person, worker, and assignment number generation
• Person-name languages
• User and role provisioning
• Position management
• Configuring seniority dates
• Employment configuration options
• Minimum character search
• Transaction security profiles

Reviewing the Enterprise and Work Structure Task Setup Sequence
Actions

Address Units

Profile Values
Manage Reporting
Manage Lookups
Manage Organization
Manage Unions
Manage Descriptive
Flexfields
Manage Legal
Units

Keyed by SetID
This diagram shows the Enterprise and Work Structure tasks that should be completed as part of your
Oracle HCM Cloud implementation. The lesson focuses on the tasks in the Manage Enterprise HCM
Information module. You can complete these tasks as part of the Enterprise Structure Configuration or
access individual tasks to create and update configuration options.

Managing Enterprise HCM Information
Use the Manage

Enterprise HCM
Information task in the
Setup and Maintenance
work area or the Workforce
Structures work area to
configure the enterprise for Configure system-level settings for
Work Day information, Security,
HCM. Position Management, Employment
Configuration, and Payroll/Balance
Definition Information
An enterprise is required because it serves as an umbrella for the entire implementation. All organizations
are created within an enterprise. It is also used to determine high-level processing and system behavior.
The suggested high-level purpose of the Manage Enterprise HCM Information task is that it represents
the top structure in an organization that supports partitioning requirements for Oracle Fusion applications.

Examining Work Day Information
• Work day information defines the

standard working hours for each worker
assignment in the enterprise or legal
employer.
• Is taken from the schedule if a schedule
has been assigned to the enterprise,
legal employer, or department.
Otherwise, you can enter work day
information for the enterprise, legal
employer, and department.
• Is used for assignment budgeting This flow chart shows you the order that the
purposes application searches for an employee's schedule,
before applying it to the assignment.
Use the Manage Enterprise HCM Information and Manage Legal Entity HCM Information tasks in the
Setup and Maintenance work area, to specify work day information at the enterprise and legal employer
levels respectively.
Sources of Work Day Information

Work day information can also be defined for positions. In any assignment, standard working hours are
inherited from one of the following entities in this order of preference:
1. Position
2. Department
3. Legal employer
4. Enterprise
How Work Day Information Is Used
For assignment budgeting purposes, Full Time Equivalent (FTE) is calculated automatically by dividing the
assignment working hours by the standard working hours, which the assignment inherits from the position,
department, legal employer, or enterprise. If standard working hours are not available for any of these
entities, then FTE cannot be calculated. Although FTE can also be entered manually, automatic calculation
of FTE is efficient for FTE reporting and promotes consistency among the various uses of FTE information.

Reviewing Options for the Two-Tier Employment Model
Two-Tier
This model comprises two types of entities: work relationships and assignments:
Select the 2-tier option that the

enterprise will utilize. This option can
also be set at the Legal Entity level
By default, every enterprise uses the two-tier single-assignment employment model. It is possible to select a
different employment model for the enterprise or for individual legal employers.
When selecting any of the two-tier employment models at the enterprise level, know that:
• You can select a different employment model for individual legal employers
• Employment terms cannot be used in any work relationship in the enterprise

Leveraging the Two-Tier Employment Model
• When end users configure the employment model for the enterprise or legal employer
(when they create or update the enterprise or legal employer) for two-tier, it is possible to
select from the following options:
Single Assignment Multiple Assignment
Single Assignment Multiple Contract –

with Contract Single Assignment
Existing customers can use the following 2-tier options:

• Two-Tier > Multiple Assignment
• Two-Tier > Single Assignment
• Two-Tier > Single Contract – Single Assignment
• Two-Tier > Multiple Contract – Single Assignment
Existing customers can also continue to use the following 3-tier options:
• Three-Tier > Multiple Employment Terms – Multiple Assignment
• Three-Tier > Multiple Employment Terms – Single Assignment
• Three-Tier > Single Employment Terms – Multiple Assignment
• Three-Tier > Single Employment Terms – Single Assignment

Reviewing the Two-Tier Model: Single Assignment
• Single Assignment: • Single Assignment with Contract:
• Employee hired on August 1, 2010 by Vision US (Legal Employer) as a Project Manager:
Person Type – Professional

Hire Date – 1st August 2010
Grade – P4
Worker Type – Employee
Job – Project Manager
Legal Employer – Vision US
Salary – $70000
Work Relationship
Assignments
Single Assignment
If you select Single Assignment, each work relationship of any type has one assignment only. The
assignment is created automatically when the work relationship is created.
Single Assignment with Contract
If you select Single Assignment with Contract, users can include contract information in the single
assignment. This approach enables those legislations that require contract information in employment
records to meet their obligations. The assignment is created automatically when the work relationship is
created. Including contract information in the assignment is optional.
Multiple Contract with Single Assignment
This employment model allows you to manage contracts for workers having multiple assignments, without
maintaining employment terms data. Each assignment can be associated with its individual contract.

Reviewing the Two-Tier Model: Multiple Assignments
• Employee was hired on August 1, 2018 by Vision US (Legal Employer).

• The employee has two different jobs (multiple assignments):
Person Type – Professional

Grade – P4
Job – Project Manager
Salary – $55000
Hire Date – 1st August 2018
Worker Type – Employee
Legal Employer – Vision US Person Type – Professional
Grade – P3
Job – Trainer
Work Relationship Salary – $30000
Assignments
Multiple Assignments
If you select Multiple Assignments, each work relationship of any type can include one or more
assignments. One assignment is created automatically when the work relationship is created. Additional
assignments are optional and are created manually.

Generating Person Numbers
A person ID that is unique in Initial Person Number: Person Numbers for

the enterprise, allocated • It is possible to specify Contact Records:
automatically or manually, the initial person number • These are generated
and valid throughout the for the enterprise when automatically through
enterprise for all of a person numbers are the “Automatic prior to
person's work and person- generated automatically. submission” method.
to-person relationships.
Methods for Generating Person Numbers

• Manual: Enables human resource (HR) specialists and line managers to enter a person number
when they create person records. HR specialists can later correct the person numbers on the
Manage Person page. The automatic methods of generating person numbers use an enterprise
number sequence that starts from 1 by default; however, the initial number can be changed. The
person number increments by one for each new person record created.
• Automatic prior to submission: This is the default method. Creates and displays person numbers
when users navigate from the Identification page to the Person Information page, when adding
person records. However, this method may create gaps in the sequence of person numbers if the
transaction is canceled after the person number is generated.
• Automatic upon final save: Creates person numbers only after the Add Person transaction is
approved. Users will not be able to see the person number on the Person Information page when
adding person records; however, they will see the person number on the Manage Person page and
elsewhere after the transaction is approved. This method enables generation of person numbers
without gaps in the sequence.
You can change the person number generation method from automatic prior to submission to automatic
upon final save and vice versa, any time. You can also change the method to manual any time.
Initial Person Number: The application uses this number for the first person record created with the
automatic person number setting and increments the person number by one for subsequent person records.
The initial person number is 1 by default. The initial person number option enables you to retain the legacy
person numbers for the existing persons and automate the number generation for new persons, starting
from the last legacy person number plus one. You can change the initial person number at any time.
Person Numbers for Contact Records: Workers and contacts have the same number sequence when the
generation method is Automatic. You can correct automatically generated person numbers for contacts on
the Manage Person page if the person number generation method is Manual. If contacts are later hired as
workers, they retain their original person numbers.

Generating Worker Numbers
It is possible to: If you select automatic worker- All legal employers automatically
• Optionally allocate worker number generation, numbers can inherit the enterprise number-
numbers to employees and be allocated from either an generation method. You can
contingent workers. enterprise sequence or a legal override the number-generation
employer sequence. method at the legal employer
• Generate worker numbers level.
either manually or
automatically
If you select:
• Manual generation, then you are recommended to define a numbering scheme to suit local
requirements. For example, determine whether uniqueness within the enterprise or at the legal
employer level is important, and define the numbering scheme accordingly.
• Automatic worker-number generation, and if you use a legal-employer sequence, worker
numbers are not guaranteed to be unique in the enterprise. They cannot be transferred outside the
legal employer. If a worker leaves the enterprise and later starts a new work relationship of the same
type but with a different legal employer, a new worker number is allocated to the work relationship.
You can override the number-generation method at the legal employer level. You can select:
• Manual worker-number generation for a legal employer at any time
• Automatic worker-number generation for a legal employer, provided that no employee or contingent
worker work relationships exist for that legal employer
With the person number, you assign a unique identifier to a person. Therefore, if the person has worked or
may work for different legal employers, there is just one identifier. With the worker number, you assign a
unique identifier to the work relationship. Therefore, if the person is working or has worked for different legal
employers, there will be different identifiers.
When a person is rehired, the person gets a new identifier with the worker number, while the identifier with
the person number still remains the same.

Generating Assignment Numbers
• Assignments are identified by • If number allocation occurs manually, it

assignment numbers, which you can must be unique in the enterprise.
allocate either manually or
automatically.
The application creates numbers for automatic allocation by prefixing the person number with the character
E (for employee), C (for contingent worker), or N (for nonworker). A person's second and subsequent
assignments of the same type have a suffix number. For example:
• E45678
• E45678-2
• E45678-3
The person number in this example is 45678. The suffix-number sequence is global and ensures that
assignment numbers are unique in the enterprise. If the same person also has assignments of other types,
the number sequence for those assignments starts from 1. For example:
• N45678
• N45678-2

Entering Person-Name Languages
• Each enterprise identifies The profile option HR: Local or Global Name
a global-name language. Format controls whether users see local names or
Person names appear in global names by default.
this language by default. Global Name: The global-
name language for the
• Users can set
enterprise is American English.
preferences to select the
language in which they Person Name
wish to see the display- Language Local Name: You set the local-
name versions of person Example name language in a person record
names. to Japanese. Users whose HR:
Local or Global Name Format
profile option is set to Japanese
see the person's name in
Japanese.
When you create a person record, you can enter a local name in a different language from the global-name
language. Names appear in this language for users whose HR: Local or Global Name Format profile
option value matches the local-name language. For example, if the global-name language for the enterprise
is American English and you set the local-name language in a person record to Japanese, users whose
HR: Local or Global Name Format profile option is set to Japanese see the person's name in Japanese. All
other users (those who are viewing global-format names or whose HR: Local or Global Name Format profile
option is set to a value other than Japanese) see the person's name in American English.
Note: If you do not enter a local name in a person record, the local name is the same as the global name by
default.

Examining Person Records: Duplicate Check
Specify at the enterprise level whether to search for duplicates when importing person
records by using HCM Data Loader.
Select which option should

be used to perform Person
Duplicate Check
The enterprise option Person Creation Service Duplicate Check controls whether checks for duplicate
person records occur by default when you load person records in bulk.
• If you exclude the PersonDuplicateCheck attribute of the worker object, then the current setting of
Person Creation Service Duplicate Check applies.
• If you include the PersonDuplicateCheck attribute, then the current setting of Person Creation
Service Duplicate Check is ignored for the relevant person record.
This Person Creation Service Duplicate Check attribute can have one of the following values:
ORA_NONE or a blank value: No duplicate checking occurs
ORA_LN_FI_DOB_GEN_NID: Either the last name, first-name initial, date of birth, and gender or the
national ID
ORA_LN_FI_DOB_NID: Either the last name, first-name initial, date of birth or the national ID
ORA_LN_FN_DOB_GEN_NID: Either the last name, first name, date of birth, and gender or the
national ID
ORA_NID_ONLY: The national ID
Example
If you set PersonDuplicateCheck to ORA_LN_FI_DOB_NID, then a duplicate record is identified if these
situations occur:
• The last name, first-name initial, and date of birth all match those of an existing person record.
• The national ID matches that of an existing person record.

Leveraging User and Role-Provisioning Options
Using the Manage Enterprise HCM Information task, you can also configure the following
enterprise-wide user and role-provisioning options:
User Account User Account Role

Creation Provisioning
User and Role

Provisioning
Setup Options
User Account User Account Creation for

Maintenance Terminated Workers
User Account Creation: Controls whether user accounts are created automatically when you create a
person or party record. Applies when you create person and party records individually, but not when you
load users in bulk.
User Account Role Provisioning: Controls whether to provision and deprovision roles to users. Defaults to
Yes. If set to No, no roles are assigned or removed from OIM; provisioning requests are created and held in
the LDAP requests table, but marked with a “suppressed” status and not sent to OIM.
User Account Maintenance: Controls whether to send updated user account data to OIM when changes
are made to any of the following: name fields, person type, work email, manager of primary assignment,
work address and fax details of primary assignment, and user name. Defaults to Yes. If set to No, no
updates are sent to OIM.
User Account Creation for Terminated Workers: The User Account Creation for Terminated Workers
option controls whether user-account requests for terminated workers are processed or suppressed. This
option takes effect when you run the Send Pending LDAP Requests process.

Configuring Position Management
The following Position Management configuration options are available in the Manage
Enterprise HCM Information task:
Position Synchronization Position Hierarchy
Position Incumbent Position Code

Validation Generation Method
Note: Each of these configuration options are covered in detail in the

lesson titled “Managing Positions.”

Working with Employment Configuration Options
Configure employment-related options at the enterprise level:

• Guided Flows: Future-Dated Records Validation
• Validation for Existing Subordinates Termination
• Employment: Approver Region Collapsed
• Default Enterprise Seniority Date
Additional Information regarding these options may be found with the Application help. Search for the topic
Employment Configuration Options or access the information via this link:
https://docs.oracle.com/en/cloud/saas/human-resources/20a/faigh/employment.html#FAIGH2044781
Guided Flows: Future-Dated Records Validation: Use this option to control whether managers can
update assignments with future-dated records by using the self-service employment pages.
Validation for Existing Subordinates Termination: Use this option to control whether users can terminate
workers with direct reports by using the Terminate Work Relationship page.
Employment: Approver Region Collapsed: Use this option to control whether the Approvers region
appears expanded or collapsed on the Review pages in employment flows.
Default Enterprise Seniority Date: Use this option to control whether enterprise seniority date is
automatically populated when you create a new work relationship.

Configuring Seniority Date Rules
A large number of applicable

columns and their values enable
the precise determination of
seniority date rules
Use the Configure Seniority Date Rules setup page, keeping in mind that:
• The ‘Business Unit’ value is added as a triggering attribute
• Union Member flag is added as a rule filter
• The ability to select multiple filter values for each seniority rule is added
• The 'Person Type' and 'Bargaining Unit' filters are removed
• The 'Work Terms' value is removed from the 'Level' list of values
• The 'Source of Seniority Hours' field is removed
• If you want to convert hours to length of service, a conversion rule can now be defined for each
individual rule as compared to one generic rule earlier
• It is possible to override the basis on which seniority is calculated at the individual seniority rule
level. For example, you can now specify whether a seniority rule should always be calculated in
hours even if the worker's assignment seniority basis is days

Looking at Minimum Search Characters
You can define the minimum number of characters to search for workforce structure objects
using the Manage Enterprise HCM Information task in the Setup and Maintenance work
area:
This minimum search characters are used to search for the name and code for each search page
depending on the number of objects. For performance reasons, the minimum value is 1. If your organization
has a detailed department structure with a large number of departments, it is recommended that you use 3
characters to search for departments. whereas if you have a few departments then you can set the value to
1 character to make the search easier.

Working with the Manage Transaction Security Profiles Task
Users who can access the Transaction Console may, by default, also manage all
transactions on the console.
• It is not necessary to create transaction security profiles individually. It is possible to
simply create them when data roles are created.
Step 1 Step 2 Step 3 Step 4
Create data roles and Enable transaction

Create transaction security Assign the data roles to
assign transaction security security.
profiles. users.
profiles to them.
Use the Manage Transaction Security Profiles task to select the transaction types that users can manage.
You can find this task in the Workforce Structures or Setup and Maintenance work area. On the Create
Transaction Security Profile page, you:
1. Click the Create New icon.
2. Set Family to HCM.
3. Select a category, such as Talent or Workforce Management. This value identifies a category
of transactions that users can manage. Categories that you don't select are excluded.
4. Optionally, select a subcategory. For example, you can select the Performance subcategory of
the Talent category.
- The subcategory identifies transactions in the subcategory only. All other subcategories
in the category are excluded, unless you select them separately.
- If you select Exclude Subcategory, then users can manage transactions in the category,
apart from those in the excluded subcategory.
You can repeat these steps to add other categories of transactions to the security profile. When you're
finished, save your changes.

Summary
Accessed and changed the following settings:
• Work Day information
• Employment model
• Person, worker, and assignment number generation
• Person-name languages
• User and role provisioning
• Position management
• Configuring seniority dates
• Employment configuration options
• Minimum character search
• Transaction security profiles

6
Managing Legal Entities

Learning Objectives
• Managing legal addresses

• Defining legal entities
• Establishing legislative data groups (LDGs)
• Managing legal entity HCM information
• Administering legal jurisdictions
• Creating legal reporting units

Actions

Address Units

Profile Values
Manage Reporting
Manage Lookups
Manage Organization
Manage Unions
Manage Descriptive
Flexfields
Manage Legal
Units

Keyed by SetID
This diagram displays the Enterprise and Work Structure tasks that should be completed as part of your
Oracle HCM Cloud implementation.
The lesson focuses on Legal Entity, Legislative Data Groups, Legal Jurisdictions, and Legal Reporting Units
tasks. You can complete the Legal Entity and Legislative Data Groups tasks as part of the Enterprise
Structure Configuration or access individual tasks to create and update configuration information.

Working with Legal Entities
The following table shows the suggested sequence and the high-level purpose of Enterprise
and Work Structure Tasks:
Task Name Purpose

Define a physical address that is used for your Legal Entity in any reporting (official
Manage Legal Address
address).
Manage Legislative Data Partition payroll and compensation data in large organizations with multiple legal
Group entities.
This represents the legal employer and/or payroll statutory unit (PSU). A legal
employer is a legal entity that employs people. A PSU is a legal entity that is
Manage Legal Entity
responsible for the payment of its workers, and can be used to report tax and social
insurance, that is, Company / (USA) FEIN, (CAN) WCB.
Manage Legal Entity
Define additional details of a Legal Entity for HCM processing.
HCM Information

Working with Legal Entities - Continued
Task Name Purpose
Manage Legal Manages physical territory, such as a country, state, county, locality, for example:
Jurisdictions FIT, OSADI, Medicare, FUTA, IL SIT, IL SUI, IL SDI. We deliver this for the US.
Is created when you create a legal entity and identify the legal entity as a legal
Manage Legal employer (that it will have employees tied to it). The Legal Reporting Unit
Reporting Units Calculation Card is where you store your experience rate for unemployment and
disability insurance.

Managing Legal Addresses
• A legal address is the mailing address of • You can use legal addresses to send
a legal entity or legal authority. A legal correspondence, such as invoices, bills,
address is also the address that a legal reports, and so on, to a legal entity or
entity uses to register with a legal authority.
authority.
Note: You must create legal addresses before creating legal entities. You can create legal addresses for legal
authorities when creating legal authorities.
.

Demonstration
• 6-1: Creating a Legal Address

Reviewing the Legal Entity Role
The contracting party in any transaction is
always the legal entity.
Individual legal entities:
• Own the assets of an enterprise
• Record sales and pay taxes on those
sales
• Pay employees payroll wages
• Make purchases and incur expenses
• Perform other transactions
This figure illustrates InFusion Corporation's enterprise structure. InFusion Corporation is using the ESC to
set up its enterprise structure. The corporation has identified two divisions, one for Lighting, and one for
Security. The Lighting division operates in Japan and the US, and the Security division operates in the UK
and India. Based on the selections that InFusion Corporation makes when specifying which legal entities to
create, ESC creates the following four legal entities:
• InFusion Lighting Japan LE
• InFusion Lighting US LE
• InFusion Security UK LE
• InFusion Security India LE
You can define a legal entity for each registered company or other entity recognized in law for which you
want to:
• Record assets, liabilities, expenses, and income
• Pay transaction taxes
• Perform intercompany trading
Legal entities can be identified as legal employers and, therefore, are available for use in Oracle Human
Capital Management (HCM) Cloud applications. Oracle HCM Cloud Applications support the modeling of
your legal entities. If you make purchases from or sell to other legal entities, define the legal entities in your
customer and supplier registers. The registers are part of the Oracle Fusion Customer Data Management.
Oracle Fusion Customer Data Management helps in managing customer information. It maintains
information about customers, contacts, locations, legal entities, and relationships belonging to your
commercial community.

Comparing Legal Entity and its Relationship to Worker Assignments
and the Legal Employer
A legal employer is a legal It is mandatory to enter
entity that employs workers. legal employers for worker
You define a legal entity as assignments in Oracle
a legal employer in the Human Capital
Oracle Fusion Legal Entity Management
Configurator.
The legal employer is captured at the work relationship level, and all assignments within that relationship
are automatically with that legal employer. Legal employer information for worker assignments is also used
for reporting purposes.

Connecting Legal Entity and Payroll Reporting
Legal entities are required to pay payroll tax

and social insurance, such as social
security on your payroll. It is possible to:
• Register payroll statutory units (PSUs)
to pay and report on payroll tax and
social insurance on behalf of legal
entities. For example, in the case of a
multi-national, multi-company
enterprise, registry of a payroll statutory
unit takes place for each country where
it employs and pays people.
• Associate a legislative data group (LDG)
with a payroll statutory unit to provide
correct payroll information for workers
This figure illustrates an example of an organization with one legal entity. The legal entity is both a legal
employer and a payroll statutory unit and has two tax reporting units.
As a legal employer, you may be required to pay payroll tax at the national and local levels. You can meet
this obligation by:
• Establishing your legal entity as a place of work within the jurisdiction of a local authority
• Setting up legal reporting units to represent the part of your enterprise with a specific legal reporting
obligation
• Marking the legal reporting units as tax reporting units if the legal entity must pay taxes as a result of
establishing a place of business within the jurisdiction

Managing Legal Reporting Units
• A legal reporting unit is the lowest level

component of a legal structure that
requires registrations. It is used to:
– Group workers for the purpose of
tax and social insurance reporting
– Represent a part of your enterprise
with a specific statutory or tax
reporting obligation
• You can plan and define your legal
reporting units at both local and national
levels if you operate within the
administrative boundaries of a
jurisdiction that is more granular than
country.
This graphic illustrates an enterprise that has one payroll statutory unit and multiple legal employers and tax
reporting units.
Legal reporting units can also be referred to as establishments. You can define either domestic or foreign
establishments. Define legal reporting units by physical location, such as a sales office, or by logical unit,
such as groups of employees subject to different reporting requirements. For example, define logical legal
reporting units for both salaried and hourly paid employees.
Legal entities must comply with the regulations of the jurisdictions in which they register. For example,
Europe now allows companies to register in one member country and do business in all other member
countries, and the US allows companies to register in one state and do business in all other states. To
support local reporting requirements, legal reporting units are created and registered.
Note: You need more than one legally registered location to meet this legal entity's reporting requirements
in each local area. Additionally, legal entities in Europe operate across national boundaries, and require you
to set up legal reporting units for the purposes of local registration in each country. There can be multiple
registrations associated with a legal reporting unit. However, there can be only one identifying registration,
defined by the legal authority used for the legal entity or legal reporting unit, associated with the legal
reporting unit.

Reviewing Legal Reporting Units
When a legal entity is first created, the Oracle HCM Cloud Legal Entity Configurator
automatically creates one legal reporting unit for the legal entity with a registration.
It is possible to use the legal reporting unit to perform either of the following:
• Group workers for the purpose of tax and social insurance reporting.
• Represent a part of the enterprise with a specific statutory or tax reporting obligation.
You can define legal reporting units by:

• Physical location, such as a sales office
• Logical unit, such as:
- Groups of employees subject to different reporting requirements
- Human Capital Management system where you use your legal reporting units to model your
tax reporting units. A tax reporting unit can be used to group workers for the purpose of tax
reporting.
Plan and define your legal reporting units at the local and national levels if you operate within the
administrative boundaries of a jurisdiction that is more granular than country.
For example:
• The legal entity establishes operation requirements for each local area in a country that requires
reporting of employment and sales taxes locally and nationally.
• You need more than one legally registered location to meet the reporting requirements of the legal
entity in each local area.
• Legal entities in Europe operate across national boundaries and require you to set up legal reporting
units for the purposes of local registration in each country.

Reviewing Legislative Data Groups
A legislative data group:

• Is a country-specific data partition within an enterprise
• Supports the configuration of objects with a strong legislative context, such as payroll,
absence types, elements, and rates of pay
• Does not span enterprises
Note: For payroll purposes, it is recommended that you have one legislative data group for each country,
since you define elements, formulas, and payroll definitions for a legislative data group. If you have multiple
legislative data groups for a country, you will need to define the information again for each legislative data
group. Oracle Fusion Payroll is organized by legislative data groups. Each legislative data group marks a
legislation where payroll is processed, and is associated with a legislative code, currency, and its own
costing allocation key flexfield structure.
Note: If you are also implementing Global Payroll, you must define the Cost Allocation Key Flexfield prior to
defining the legislative data group. Use the Manage Cost Allocation Key Flexfield task to configure this
flexfield. You assign the costing allocation key flexfield when you create a legislative data group, though you
can use the same flexfield across different legislative data groups. It is recommended that you assign a
costing key flexfield when you create a legislative data group, even if you are not using Financials, since
you cannot edit the flexfield value once the legislative data group is created.
A Legislative Data Group:
• Is a boundary that can share the same setup and still comply with the local laws
• Can span many jurisdictions as long as they are within one country, and contain many legal entities
that act as payroll statutory units
• Is associated with one or more payroll statutory units

Analyzing Legislative Data Groups
Legislative data groups are a means for

partitioning payroll and related data.
• At least one legislative data group is
required for each country where the
enterprise operates.
• Each legislative data group is
associated with one or more payroll
statutory units:
Legislative Data Groups

At least one legislative data group is required for each country where the enterprise operates. This
statement can be interpreted in multiple ways:
A legislative data group is typically required only if you are implementing Payroll, and a separate LDG is
required for each localization that Oracle provides. If you are not implementing Payroll, you may choose to
limit the number of legislative data groups. For example, if you are implementing Talent and Compensation
only, you do not need to create a legislative data group for each country.
Some example scenarios:
• Company A, an EBS company that implemented Compensation only: Since the EBS model has
hard partitions, they created 32 legislative data groups to match their partitions. This resulted in high
maintenance for the company; for example, they had to reenter their job information 32 times, which
could have been avoided.
• Company B, a PeopleSoft company that implemented Compensation and Talent: They decided
to implement legislative data group by regions to suit their requirements.
• Company C, a PeopleSoft company that implemented Compensation only: They just created
one legislative data group.
All the example scenarios are correct. The difference is the amount of work required to maintain the created
legislative data groups.
You can add a legislative data group at any point in time. So, if you decide to implement Payroll in the
future, you can still add the required legislative data groups.

Managing Legal Jurisdictions and Legal Authorities
A legal jurisdiction is a physical territory, A legal authority is a government or legal

such as a group of countries, single country, body that has the powers to make laws,
state, country, parish, or city, which comes levy and collect fees and taxes, and remit
under the preview of a legal authority. financial appropriations for a given
jurisdiction.
Note: Legal authorities are not mandatory in Oracle Human Capital Management
(HCM) Cloud, but are recommended and are generally referenced in statutory reports.
To define a legal jurisdiction, you must:

• Have a legislative data group
• Use the Load Geographies task to load the preferred physical territory
• Have employees in the preferred physical territory
You are required to register your legal entities with legal authorities in the jurisdictions where you conduct
business.
• Register your legal entities as required by local business requirements or other relevant laws. For
example, register your legal entities for tax reporting to report sales taxes or value added taxes.
• Define jurisdictions and related legal authorities to support multiple legal entity registrations, which
are used by Oracle Fusion Tax and Oracle Fusion Payroll. When you first create a legal entity, the
Oracle HCM Legal Entity Configurator automatically creates one legal reporting unit for that legal
entity with a registration. For example, the Internal Revenue Service is the authority for enforcing
income tax laws in United States. In some countries, such as India and Brazil, you are required to
print legal authority information on your tax reports.
Legal authorities are defined in the Oracle HCM Legal Entity Configurator. Tax authorities are a subset of
legal authorities and are defined using the same setup flow.

Managing Legal Entity HCM Information
The following screenshot displays the legal entity page for InFusion Corp USA:
Work Day Information
entered at the Legal
Employer level is an
override of the HCM
Enterprise settings
Salary Level,
Employment
Terms, and People
Group settings are
overrides of the
HCM Enterprise
settings

Demonstration
• 6-2: Managing Legal Entity HCM Information

Summary
• Managed legal addresses

• Defined legal entities
• Established legislative data groups (LDGs)
• Managed legal entity HCM information
• Administered legal jurisdictions
• Created legal reporting units

Practices
• 6-1: Creating a Legal Address

• 6-2: Creating a Legal Entity
• 6-3: Setting Up an Employment Model and Linking Legislative Data Group to Legal Entity

7
Creating Reference Data Sets and Business

Units

Learning Objectives
• Describe and create business units

• Define reference data sets (Set ID)
• Describe common sets
• Examine business unit set assignments

Actions

Address Units

Profile Values
Manage Reporting
Manage Lookups
Manage Organization
Manage Unions
Manage Descriptive
Flexfields
Manage Legal
Units

Keyed by SetID
This diagram shows the Enterprise and Work Structure tasks that must be completed as part of your Oracle
HCM Cloud implementation.
The lesson focuses on the Manage Reference Data Set, Manage Business Units, and Manage Business
Unit Set Assignment tasks. You can complete these tasks as part of the ESC or access the individual task
to create and update configuration options.

Working with Reference Data Sets and Business Units
and Work Structure Tasks:
Task Name
Purpose
Manage Reference
the identifier for sets of rows in control tables (set IDs)
Data Sets
the logical entity that defines a company's structure. Within Global

Manage Business Human Resources, it uses the business unit classification to group
Units sets of data. When a business unit is associated with a default set,
the default set is inherited by every entity that is connected to the
business unit.
Manage Business the task mapping set IDs to a business unit for each record data
Unit Set object - for HCM that equals Locations, Departments, Jobs and
Assignment Grades.

Defining Reference Data Sets (Set IDs)
• A Set ID partitions reference data into smaller sets called reference data sets.
• A reference data set can be assigned to different business units or organizations:
The Set Enabled objects in HCM are:

• Departments
• Locations
• Jobs
• Grades

Examining Set IDs
Set IDs co-relate business units and reference objects:

Analyzing Business Units
• Use business units for management

reporting, processing of transactions,
and security of transactional data
• Create business units manually or
automatically if using ESC
• Business units required in worker
assignments
In the scenario represented in the diagram, InFusion decides to create business units using Line of
Business or Line of Business groupings.
Considerations for creating business units using the ESC:

• Do you need business units at the functional level to represent sales, consulting, or product
development? Select the Business Function level.
• Do you need business units at the country level to represent the countries in which you operate?
Select the Country level.
Note: If you choose to create your business units manually through the Manage Business Unit task within
Setup and Maintenance work area, the ESC does not automatically create the corresponding reference data
sets. Then you must create the reference data sets manually using the Manage Reference Data Sets task
within the Setup and Maintenance work area.

Defining Business Units
There are several questions for consideration when creating business units and the related
levels to select:
Are business units required at the functional level to represent, for example, Sales,
Consulting, or Product Development?
Are business units necessary at the country level to represent the countries in which
the business operates?
Is it mandatory to share or restrict Locations, Departments, Grades, and Jobs among

different areas of the organization?
In Oracle HCM Cloud you do the following:

• Assign your business units to one primary ledger. For example, if a business unit is processing
payables invoices, then it must post to a particular ledger. This assignment is required for your
business units with business functions that produce financial transactions.
• Use a business unit as a securing mechanism for transactions. For example, if you run your export
business separately from your domestic sales business, then secure the export business data to
prevent access by the domestic sales employees. To accomplish this security, set up the export
business and domestic sales business as two separate business units.
The Oracle Fusion Applications business unit model provides the following advantages:
• Enables flexible implementation
• Provides consistent entity that controls and reports on transactions
• Shares sets of reference data across applications

Examining Reference Data Sets and Common Set
• A reference data set provides the

business unit with information that is
used at the transaction level.
• The application uses the business unit
associated with a person to determine
certain set-enabled information, such as
grades, departments, jobs, and
locations that are available for the
person.
• Some reference data in your
organization may be considered global,
and should therefore be made available
within the entire enterprise. You can
assign this type of data to the Common
Set, which is a predefined set.
The following figure illustrates the reference data sharing method. The user can access the data assigned to
a specific set in a particular business unit, as well as access the data assigned to the common set. The
Common Set is a predefined set that enables sharing of reference data across business units.
It is possible to create a reference data set in the ESC or by using the Manage Reference Data Sets task in
the Setup and Maintenance work area. The ESC uses the business unit information to create the required
reference data sets. For example, if you create the business units at the division level, then the ESC creates
one reference data set for each division. If you create business units automatically, then the ESC
automatically creates reference data sets as well.

Examining Business Unit Set Assignment
• When you assign reference

data sets to business units, you
assign a default reference data
set to use for all reference data
types for that business unit.
• You can override the set
assignment for one or more
data types.
The following figure illustrates the structure of InFusion Corporation. When deciding how to create business
units, InFusion decides to create them using the country and business function level. Therefore, they
created the following business units:
• Sales_Japan
• Marketing_Japan
• Sales_US
• Sales_UK
• Marketing_India
• Sales_India
Because locations, departments, and grades are specific to each business unit, InFusion does not want to
share these types of reference data across business units. They create a reference data set for each
business unit so that data of those types can be set up separately.
When using grades, departments, and locations at the transaction level, users can select data from the set
that corresponds to the business unit they enter on the transaction, and any data assigned to the Common
Set. For example, for transactions for the Marketing_Japan business unit, grades, locations, and
departments from the Mktg_Japan_Set is available to select, as well as from the Common Set.

Leveraging Business Unit Set Assignments
You can:
• Change the default reference data set, which is assigned to a business unit for all
reference data groups
• Override the default reference data set for any reference data group
Select the Reference Data Set Code

that should be used by the Reference
Data Object as part of the high-level
key for the Business Unit
• You can change the default reference data set, which is assigned to a business unit for all reference
data groups, such as grades, locations, departments, and jobs.
• You can override the default reference data set for any reference data group.
• You can override the set assignment so that grades are assigned to the default reference data set,
departments are assigned to another set, and jobs are assigned to yet another set.

Summary
• Described and creating business units

• Defined reference data sets (Set ID)
• Described Common Sets
• Examined business unit set assignments

Practices
• 7-1: Creating a Set ID

• 7-2: Creating a Business Unit
• 7-3: Mapping a Business Unit Set Assignment to a Reference Data Set

8
Setting Up Locations and Organizations

Learning Objectives
• Create Locations
• Review HCM organizations
• Set up Divisions
• Build Departments

Actions

Address Units
Manage
Manage Administrator
Manage Legislative Manage Business Departments Manage Grade Rates Manage Positions
Profile Values
Manage Reporting
Manage Lookups
Manage
Manage Geographies Organization Trees
Manage Unions
Manage Descriptive
Flexfields
Manage Legal
Units

Keyed by SetID
The lesson focuses on Location and Organization-related tasks.

Working with Locations and Organizations
and Work Structure tasks.
Note: Optional tasks are denoted with an asterisk symbol (*).
Task Purpose
Where business is conducted, including the physical location of a workforce structure
Manage Locations
and workers’ physical work locations.
A division refers to a business or product-oriented subdivision. Divisions are used in
Manage Divisions* HCM to define the management organization hierarchy by using the generic
organization hierarchy.
Manage Departments Organizational unit assigned to an emp / Cost Center/data security.
Managing Reporting An organization that is used for statutory reporting other than tax and social insurance
Establishments* reporting.
Manage Organizational
Used with Data Security. Determines what organization (LE, Dept., BU, Div.) a user
Trees*
can access to maintain and select at employee level.

Examining the Enterprise Configuration Model
Organization
Model
XLE (eXtended Legal HCM Organizations Customer Data

Entity) owned by (mainly for internal Management to manage
Financials organizations) external organizations
If you define the enterprise configuration using the Enterprise Structures demonstration, then you can
review the organization components and make any changes or add additional structures. You can create
the following types of HCM organizations:
• Enterprise
• Legislative Data Groups
• Business Units and Set IDs
• Legal Employers
• Divisions
• Departments
• Professional Bodies
• Reporting Establishments
• Disability Organizations

Reviewing the Workforce Structures Task List
• Workforce Structures are initially set up by using Functional Setup Manager (FSM):
– Within the Workforce Deployment Offering

Working with Locations
A location identifies: Enter information about a location only once.

• The physical addresses of such • Subsequently, when assembling other
workforce structures as departments or workforce structures, select the location
positions where business are from a list.
conducted. • Create locations to enter addresses of
• Workers’ physical work locations. external organizations.
You can launch the Location Details quick action to manage locations.
Locations exist as separate structures, and are used for reporting and in rules that determine employee
eligibility for various types of compensation and benefits. The Geography Hierarchy field within Location is
used with Geography Trees. These trees can be utilized as part of calendar events and schedules.

Representing Locations on a Map
Locations created are represented on a map for easier identification and access:
In order to see Locations represented in the map views through HCM Cloud, geocoding needs to be
enabled. To enable geocoding for a country, complete these steps:
1. From the Setup and Maintenance work area, search for Manage Geographies and click Go to
Task.
2. Search the country for which you want to enable geocoding. You can either search by the country
name or country code.
3. Click Search. The search results for the matching country names are displayed.
4. Select the country for which you want to enable the geocoding option.
5. Select Geocoding Defined for the country.
Once geocoding is enabled, you can schedule this feature to run at regular time intervals so that newly
created or updated locations are picked up and geocoded. To schedule the geocoding feature to run at
regular intervals, complete these steps:
1. Navigate to the Scheduled Processes work area, and click Schedule New Process. Oracle Global
Human Resources Cloud Global Human Resources
2. Click the Name drop-down list and search for Populate Location Latitude and Longitude
Information, and then click OK.
3. Enter the parameters such as Start Date and End Date, and click Submit.

Accessing Location Sets
Users can access the locations to which they have access and the common set:
The following figure shows how locations sets restrict access to users. When you create a location, you
must associate it with a set. Only users who have access to the set's business unit can access the location
set and other associated workforce structure sets, such as those that contain departments and jobs.
You can also associate the location to the common set so that users across your enterprise can access the
location irrespective of their business unit. When users search for locations, they can see the locations that
they have access to, along with the locations in the common set.

Defining HCM Organizations
This graphic is an example of an enterprise

structure with multiple:
• Divisions
• Ledgers
• Legal employers
• Payroll statutory units
• Tax reporting units
• Legislative data groups
• Departments
• Cost centers
• Business units
You can set up your enterprise structures using the individual organization tasks if you are not using ESC.
For example, if you are an international enterprise with multiple operating divisions, then you must define an
enterprise, divisions, legal entities, tax reporting units, payroll statutory units, reporting units, business units,
departments, and so on.
• You set up organizations as part of your implementation to reflect your company's organizational
structure.
• An organization structure is required for your management, legal, functional, and financial reporting
needs.
• An enterprise generally needs many internal and external organizations for its operation. These
include organizations such as legal entities, divisions, and departments.

Categorizing Organizations
• Organizations are classified based on their purpose as a division, department, or legal

entity.
• Define an organization with multiple classifications to reflect the enterprise structure. For
example, an organization may be classified as a cost center and a sales department.

Creating Divisions
A division
• Refers to a business-oriented subdivision
within an enterprise, in which each
division organizes itself differently to
deliver products and services, or address
different markets.
• Can operate in one or more countries,
and can be many companies or parts of
different companies that are represented
by business units.
• Is used in HCM to define the
management organization hierarchy by
using the generic organization hierarchy.
This hierarchy can be used to create
organization-based security profiles.
A division is a profit center or grouping of profit and cost centers, where the division manager is responsible
for achieving business goals including profits. A division can be responsible for a share of the company's
existing product lines or for a separate business. Managers of divisions may also have return on investment
goals requiring tracking of the assets and liabilities of the division. The division manager generally reports to
a top corporate executive.

Creating Departments
• A department is an organization to which it is

possible to assign workers.
• A department is an organization with one or
more operational objectives or
responsibilities that exist independently of its
manager.
• Report and keep track of headcount by
creating a department hierarchy by using
Oracle HCM Department Trees.
• Using Financials Cloud, it is possible to track
the financial performance of a department
through one or more cost centers that the
department is linked to.

Assembling HCM Trees
• They graphically represent the organization structure data in a hierarchy.

• View the hierarchical relationships among the data entities and determine how they
function in a business scenario.
• Trees are predefined for the following:
– Departments
– Organizations
– Positions
– Geographies
A tree helps you in:

• Determining parent-child relationship between the entities
• Setting better access control
• Applying business rules at various stages
To set up a tree:
• Create a tree using one of the predefined tree structures (for example, department tree structure).
• Create a tree version for the new tree structure.
• Add new nodes (for example, departments) to build your hierarchy.
Note: When creating your initial node objects, you must include an effective date that is early enough that it
will encompass your longest serving employee. New nodes that are added later will need a new effective
date for when the new node should be valid. For example, if you create a new department with an effective
date of Dec 31, 2004, then it will only be valid from December 31st. Employees cannot be transferred (or
hired) into that department until it is Dec 31st (transfers can be future effective dated). Unlike EBS, Fusion
allows multiple effective-date updates on the same day.

Using the ESC to Build Organization Trees
• If you use the ESC to create enterprise

structures, a default organization tree is
automatically created. It is possible to
modify the tree and create additional
organization trees.
• If you do not use the ESC, then it is
possible to create organization trees based
on the predefined organization tree
structure.
• It is possible to secure HCM data by using
an organization tree to identify the
organizations in an organization security
profile.

Summary
• Created Locations
• Reviewed HCM organizations
• Set up Divisions
• Built Departments

Practices
• 8-1: Creating a Location

• 8-2: Creating a Division and Department
• 8-3: Constructing an Organization Tree

9
Executing Actions and Defining Union Information

Learning Objectives
• Execute actions and reasons

• Review action types
• Define union information
• Establish collective agreements

Actions

Address Units

Profile Values
Manage Reporting
Manage Lookups
Manage Organization
Manage Unions
Manage Descriptive
Flexfields
Manage Legal
Units

Keyed by SetID
The lesson focuses on Actions and Union-related tasks.

Working with Actions and Action Reasons
• Actions track changes to Human • You can optionally associate reasons

Capital Management (HCM) records, with actions, which is primarily useful for
such as changes to employment and analysis and reporting purposes.
assignment records. When you create
or update these records, the action Voluntary Retirement
identifies the cause of the creation or (Action Reason)
change.
Involuntary Layoff
(Action Reason)
Termination
(Action)
Actions determine the business flow. For example, you can select from a list of employment-related actions,
such as Assignment Change, Transfer, or Termination. The action you select determines the path you take
through the employment flow.
Actions categorize the type of change. For example, each predefined termination action is associated with a
termination type (either voluntary or involuntary) to help categorize the termination.
You can optionally associate actions with reasons. You can view the action and reason details in the
Employee Termination Report. Line managers can view predictions about who is likely to leave
voluntarily, which are based on existing and historical terminations data.

Reviewing Action Types
• Action type identifies the type of business process associated with the action and
determines what happens when an action is selected.
At the creation of a new action,

it is mandatory to associate the
action with any one of the
predefined action types.
The Hire an Employee action type is associated with the Hire action by default. For example, you could
create an additional action Hire Part-time and associate it with the Hire an Employee action type. Your
action will appear in the actions list on the Hire an Employee page. Users can then select the Hire Part-time
action when hiring part-time employees, instead of the predefined Hire action.

Defining Union And Bargaining Unit
Union
Bargaining Unit
A bargaining unit is a specific group of employees

A union is an association of employees formed in an
representing an authorized union for the purpose of
organization to protect the rights of employees.
negotiating terms for employees.
Worker Union
You manage worker unions using the Manage Worker Unions task in the Workforce Structures or Setup
and Maintenance work area. The details of a worker union are country-specific and the country value is
mandatory for a worker union. You can optionally attach any supporting documents for the worker union.
Bargaining Unit
They have the right to negotiate on all aspects of terms and conditions with employers or employer
federations. You can optionally associate worker unions with their affiliated bargaining units. Bargaining
Units are set up through Manage Common Lookups.

Defining Collective Agreements
A collective agreement is a special type of commercial agreement that is negotiated

between the employee (trade unions) and employer (management).
Trade Union Proposal

Management
(Or Bargaining Unit Proposal
representing employees)
Negotiations
Collective
Agreement
The employee organization can be the trade union or bargaining unit representing the employee while the
employer organization is represented by the company management.
A collective agreement:
• Regulates the terms and conditions of employees in their workplace, their duties, and the duties of
the employer.
• Are managed by using the Manage Collective Agreements task in the Workforce Structures or
Setup and Maintenance work areas.
All collective agreements are country-specific. Based on the country selected, the following fields may be
needed:
• Bargaining unit
• Legal employer
• Union code values

Creating and Editing Collective Agreements
You can create or edit collective agreements using the Manage Collective Agreements
task.
If the collective agreement is linked to an assignment or employment terms, you cannot edit or delete the
Identification Code, Country, Bargaining Unit, and Legal Employer fields. Also, if you specify a valid to
date, the collective agreement lapses after the date, and you can’t link it to an employee. However,
employees to whom it’s already linked aren’t affected.

Linking Collective Agreement
You can link:
A collective agreement to an A collective agreement to any A union, bargaining unit, or

assignment assignment within the same collective agreement with a
country worker assignment
If the bargaining unit, country, If you created a collective If its country and legal employer
and legal employer of the agreement without associating it are consistent with the
collective agreement are with a legal employer or assignment
consistent with the assignment. bargaining unit.
The union, bargaining unit, and collective agreement that you can select for linking with an assignment are
filtered as described:
Union: The list of values is filtered to show unions that are active as of the start date and whose country
matches the country of the legal employer on the worker assignment.
Bargaining Unit: The list of values is filtered to show bargaining units that are active as of the start date
and are associated with the selected union.• If you don't select a union, the list of values is filtered to show
bargaining units that are active as of the start date, and whose country matches the legal employer country
or have no country tag itself.
Collective Agreement: If you select a bargaining unit without selecting a union, the list of values is filtered
this way:
• List of values shows collective agreements that are active and don't have an associated union or
bargaining unit value.
• List of values shows collective agreements that are active and match the selected bargaining unit,
but don't have an associated union.
If you select a union without selecting a bargaining unit, the list of values is filtered this way:
• List of values shows collective agreements that are active and don't have an associated union or
bargaining unit value.
• List of values shows collective agreements that are active and match the selected union, but don't
have an associated bargaining unit.
If you don't select a union or bargaining unit, the Collective Agreement list of values is filtered to show all
active collective agreements as of the start date.

Summary
• Executed actions and reasons

• Reviewed action types
• Defined union information
• Established collective agreements

Practices
• 9-1: Creating an Action and Action Reason

• 9-2: Creating a Collective Agreement

10
Setting Up Base Compensation

Learning Objectives
• Setting up grades
• Working with grade rates
• Using grade ladders
• Exploring salary basis

Actions

Address Units

Profile Values
Manage Reporting
Manage Lookups
Manage Organization
Manage Unions
Manage Descriptive
Flexfields
Manage Legal
Units

Keyed by SetID
This diagram highlights the base compensation-related tasks of the Enterprise and Work Structure tasks
that should be completed as part of your Oracle HCM Cloud implementation.
The suggested sequence and high-level purpose of these tasks are:
• Manage Grades*: Defines the relative rank, level, or status of a worker. It is one of the key building
blocks used for managing compensation
• Manage Grade Rates*: Defines the salary structure and amounts, currency, and legislative data
group (LDG) associated with each Salary Grade
• Manage Grade Ladders*: Combine grades into grade ladders to group your grades or grades with
steps in the sequence in which your workers typically progress
• Salary Basis: Defines the base pay based on a single component or multiple components
Note: Optional tasks are denoted with an asterisk (*).

Setting Up and Maintaining Grades
Grades Grades are initially set up by using Functional Setup

• Define the level of compensation Manager: Workforce Deployment Offering:
Workforce Structures
employees receive.
• Can be:
– Created for multiple pay
components, such as salary,
bonus, and overtime rates.
– Assigned to either a specific
set or to the common set for
each grade.
– Configured with or without
grade steps.
You can define one or more grades that are applicable for jobs and positions. The list of grades applicable
for jobs and positions, combined with the settings for two profile options, enables you to restrict grades that
can be selected when you set up assignments for a worker.
Grades are maintained from the Workforce Structures work area.
Define Grade Tasks
Setup tasks in FSM under Workforce Structures:
• Manage Assignment Grade Lookups
• Manage Grade Descriptive Flexfields
• Manage Grades
• Manage Grade Rates
• Manage Grade Ladders
The ongoing maintenance tasks are:
• Manage Grades
• Manage Grade Rates

Reviewing Grades and Sets
• Each grade needs an assignment to a

set.
• In assigning a grade to the common set,
the grade is then available for use in all
business units.
• To limit a grade to a single business
unit, assign it to a set that is specific to
that business unit.
The following figure illustrates how you can use sets to share grades across multiple business units and
change the grade rates for each legislative data group.
Sets enable you to share grades that are common across business units in your enterprise. If you assign the
grade to the common set, then the grade is available for use in all business units. To limit a grade to a single
business unit, you can assign it to a set that is specific to that business unit.
Note: You can set up grade rates at the same time you create grades but grade rates cannot be edited
within the Manage Grades task, because grades and rates have separate effective dates.

Looking at Grade Steps
• Grade steps are distinct increments of

progression within a grade.
• It is possible to set up grades with or
without grade steps:
Grades and Steps

You define grades using the Manage Grades task and then add them to the ladder on the Grades and
Steps tab. Enter the rates for your grades or steps and specify the sequence for each grade.

Determining How Grades Work with Jobs and Positions
• It is possible to define one or more grades that are applicable for each job and position.
• If positions come into play, the grades assigned to jobs are default grades for the
positions that are associated with each job.
Example of grade
assigned to a job role
The list of valid grades, combined with the settings for two profile options, enables you to restrict the grades
that can be selected when you set up assignments for a worker. You can use the default grades for the
position, remove the grades that do not apply, or add new ones.

Exploring How Grades Work with Assignments
• When you set up assignments, you can select the applicable grade for the job or
position. Two profile options determine the grades that are available for selection.
PER_ENFORCE_VALID_GRADES PER_DEFAULT_GRADE_FROM_JOB_POSITION
• Both profile options can be configured through the Manage Administrator Profile Values
tasks within the Setup and Maintenance work area.
If you set the PER_ENFORCE_VALID_GRADES site-level profile option to Yes, then users can select a
grade only from the list that you defined for the job or position.
• If users select both a job and a position for the assignment, then they can select grades that are valid
for the position only.
• If valid grades are defined for neither the job nor the position, then users can select from all grades.
If you set this profile option to No, which is the default value, then users can select from all grades.
If you set the PER_DEFAULT_GRADE_FROM_JOB_POSITION site-level profile option to Yes, and there is
only one valid grade for a job or position, then that grade is used by default in the assignment.
• If an entry grade is defined for a position, then that grade is used by default when the user creates a
new assignment.
If you set this profile option to No, which is the default value, then users can select from all grades.

Demonstration
• 10-1: Reviewing Profile Option Settings

Looking at Grade Rates
Grade rates:
• Contain the pay values that are
related to each grade
• Use values which can either be a
fixed amount or a range of values
• Specify minimum and maximum
amounts associated with each
grade in the rate.
The figure illustrates a grade that has two rate types associated with it:
• Salary rate type that has a range of value
• Bonus rate type with a fixed amount
Legislative Data Groups

You assign a legislative data group to each grade rate. Depending on how your enterprise is configured, you
may have several legislative data groups.

Analyzing Grades and Grade Rates with Compensation and Payroll
• Workers’ salaries are stored at the assignment level.

• Grade rates are linked to the salary basis within the salary record. In such a case, the
workers’ salaries are validated by using grade rates.
• Compa-ratios and salary range positions for workers are calculated by using the
minimum and maximum amounts that are defined in the grade rates that are applicable
for their grades.
• Payroll elements reference grades in the eligibility criteria.
Configuration of the legal employer affects the way a worker’s salary is stored. For example, assume an
assignment record for a worker indicates that he is in grade A1 and has a salary of 40,000.00 USD. The
grade rate range that is attached to grade A1 is 30,000.00 USD to 50,000.00 USD, therefore, his salary is
within the grade rate range, and no warnings are issued. If his manager or a human resource (HR) specialist
changes his salary to 55,000.00 USD, a warning is issued that the new salary is outside his salary range.
Payroll elements use grades in the eligibility criteria. For example, assume you want to process a bonus for
all workers who are at grade level A2. To accomplish this, you would create an earnings element for the
bonus and specify A2 for the grade in the eligibility criteria. The result of this setup, when combined with
additional eligibility criteria that may be applied by the bonus plan, is that when payroll is processed,
workers who are at grade level A2 and who meet the additional eligibility criteria would receive the bonus.

Defining Grade Ladders
You can combine grades into grade ladders to group your grades or grades with steps in
the sequence in which your workers typically progress. For example, one for technical
grades, another for management grades, and a third for administrative grades.
Technical Management Administrative

Grade E4 Grade M4 Grade E4
Grade ladders describe the grades or the grades with steps to which a worker is eligible to progress. For
grades with steps, grade ladders also provide the compensation values that are associated with each step.
It is not possible to create a grade ladder with a combination of both grades and grades with steps.
You create grade ladders either from the Manage Progression Grade Ladders page (in the Compensation
work area) or from the Manage Grade Ladders page (in the Workforce Structures work area).
Example of Grades with Hourly Amounts and Steps

The grade structure for the Hourly01 to Hourly 11 for Progressive US Grade Set is an example Ladder with
Steps.

Managing Salary Basis
The salary basis determines the period in which the base pay is expressed, specifies
whether salaries can be itemized with components, and identifies any associated grade rate
for salary validation. This table identifies key settings for salary basis configurations that
include salary components.
Field Value
Salary Basis Type Salary adjustment amount is determined by components
Components to Display When Either of these:

Adjusting Salary • Select specific components to display during
allocation
• Enable component selection during allocation
Note: You can modify the available salary components by editing the
CMP_SALARY_COMPONENTS lookup type using the Manage Lookups task in the
Compensation work area.
Salary: Salary is a generic term that corresponds to a worker’s base pay (including hourly wage), and is
further defined by a worker’s salary basis.
Salary Basis: Each worker is assigned a salary basis, which defines characteristics of a worker’s base pay.
You must have one for every salary record.
A worker's salary basis generally remains constant. However, it can change, for example, when a worker
changes from an individual contributor to a manager or if the salary basis changes from hourly to annual.
The integrated workbook is available in the Compensation work area to view and edit salaries for multiple
persons.
The following restrictions apply:

It is mandatory to create a separate salary basis with a unique descriptive name for each unique
combination of salary basis attributes.
After associating a salary basis with a worker, it is impossible to delete or modify it.

Exploring Salary Basis
Payroll Processing
Worker’s Salary Basis Element Entry
LDG Payroll Element

Element Input Value
Frequency Quoted
Salary
Year, Month, Hour Period Annualized Salary
Salary Components Salary Salary

(Optional) Itemization Components
Period
Annualization Factor
Multiplier Worker’s Salary
Compa-Ratio Information
Grade Minimum
Element Grade Rate
Currency Range Midpoint
Maximum Salary Validation
Quartile Warning
Quintile
Range
Position
The figure shows that the salary basis assigned to each worker holds the:
• Legislative data group (LDG): At least one legislative data group is required for each country where
the enterprise operates. Each legislative data group is associated with one or more payroll statutory
units. Each payroll statutory unit can belong to only one legislative data group
• Payroll element and input value, which determine element currency and help feed the salary to
payroll
• Frequency, which determines the compensation frequency of the amount sent to payroll and stored
as salary
• Salary components (optional) to itemize allocations
• Annualization factor used to calculate annualized salary. Enter a multiplier to convert base pay to an
annual amount. For example, if frequency is Weekly or Calendar Month, enter 52 or 12
• Grade rate (optional), which provides the salary range for metrics and salary validation

Summary
• Set up grades
• Worked with grade rates
• Used grade ladders
• Explored salary basis

Practices
• 10-1: Creating a Grade

• 10-2: Creating a Grade Rate
• 10-3: Setting up Annual Salary Basis

11
Managing Jobs

Learning Objectives
• Designating jobs and job families

• Establishing job details and lookups
• Explaining benchmark and progression information
• Delineating evaluation criteria
• Describing how jobs work with profiles

Actions

Address Units

Profile Values
Manage Reporting
Manage Lookups
Manage Organization
Manage Unions
Manage Descriptive
Flexfields
Manage Legal
Units

Keyed by SetID
This diagram shows the Enterprise and Work Structure tasks that should be completed as part of your HCM
Cloud implementation. The lesson focuses on Job related tasks.

Working with Jobs
The following table shows the suggested sequence and high-level purpose of the Enterprise
and Work Structure tasks:
Note: Optional tasks are denoted with an asterisk (*).
Task Name Purpose
Manage Job Families* Grouping of jobs together for Profile Management and Reporting
Manage Job Job attributes and localization requirements

Setting Up and Maintaining Jobs
Jobs are initially set up by navigating to Functional Setup Manager > Workforce Deployment
Offering > Workforce Structures:
Define Jobs Tasks

Setup tasks in FSM under Workforce Deployment Offering:
• Manage Job Lookups
• Manage Job Families
• Manage Job
Ongoing job maintenance is performed from the Workforce Structures work area.
The ongoing maintenance tasks for jobs are:
• Manage Jobs
• Manage Job Families

Examining Lookups for Jobs
• Lookups are lists of values in applications. The lookup types for jobs are:
Lookup Type Description

JOB_ FUNCTION_CODE Describes the primary function of a job. Used for
grouping and reporting jobs of like functions.
MANAGER_LEVEL Describes the seniority of a manager.
EVAL_SYSTEM Identifies the evaluation system used for the job or
position.
EVAL_ SYSTEM_MEAS Identifies the measurement unit for the evaluation
criteria.
These lookups can be customized and updated per any enterprise requirements.

Reviewing Job Families
• A job family is a group of jobs

that have different but related Support
functions, qualifications, and Associate 1
Associate 2
titles.
• They are beneficial for reporting. Professional
• It is necessary to first set up job Specialist 1
Specialist 2
families, and then specify a job
family when defining a job. Management
Finance Manager
(Job Family) Director
Examples of Job Families

Job families help in reporting. Examples include the following:
• Administration
• Finance and Accounting
• Support
• Logistics

Analyzing Jobs
A job is a generic role that is independent of any single department or location. For example,
the jobs Manager and Consultant can occur in many departments. Jobs give an enterprise
the flexibility to determine where to use headcount, because jobs exist only through the
persons performing them:
Jobs
Jobs are used without positions, by service industries where flexibility and organizational change are key
features.
Jobs are used when a worker leaves wherein the headcount is used for other jobs, probably even different
department and salary purposes.
• Comparison can be launched from the search results
• Integration with profiles
• Ability to define which grades are valid for a job
• Valid grades entered at the job are defaulted to the position
• Profile option to enforce valid grades in the assignment: The user can select a grade for the
assignment that is applicable for the selected job or position.
• Profile option to default the grade from job or position to assignment

Working with Job Details
The fields on the Create Job: Basic Details page are used for regulatory purposes and
eligibility in Global Human Resources and supporting products:
You can also launch the Job Details quick action to manage jobs.
Define the following basic information for jobs:

• Effective start date
• Job set
• Name
• Code
A job code must be unique within a set.
Note: You can create a job with the code DEV01 in the US set and another job with the same code in the
UK set. However, if you create a job with the code DEV01 in the Common set, then you cannot create a job
with the same code in any other set.

Specifying Benchmark and Progression Information
Benchmark Information Progression Information

• It is possible to identify a job as being a • A progression job is the next job in a
benchmark job. career ladder.
• A benchmark job represents other jobs • Allows for the creation of a hierarchy of
in reports and salary surveys. jobs, and are used to provide the list of
• Benchmark details are for informational values for the Job field in the Promote
purposes only. Worker and Transfer Worker tasks.
• The list of values in a progression job
includes the next three jobs in the
progression job hierarchy.
Example of Progression Job

For example, assume that you create a job called Junior Developer and select Developer as the progression
job. In the Developer job, you select Senior Developer as the progression job. When you promote a junior
developer, the list of values for the new job will include Developer and Senior Developer.

Analyzing Grades
• Specify grades that • Simplify employment • Additionally, the default

are valid for a job. In transactions by defining grade ladder ensures
using positions, the an optional, default grade data integrity by
grades specified for ladder for a job or checking validity
the job become the position. between the grades
default grades for the defined for a job or
position. position and the chosen
grade ladder.
Jobs and Grades

The two profile options that determine the grades that are available for selection when you set up
assignments are:
• PER_ENFORCE_VALID_GRADES:
- If you set this site-level profile option to Yes, then users can select a grade only from the list
that you defined for the job or position.
If users select both a job and a position for the assignment, then they can select grades that
are valid for the position only.
If valid grades are defined for neither the job nor the position, then users can select from all
grades.
- If you set this profile option to No, which is the default value, then users can select from all
grades.
• PER_DEFAULT_GRADE_FROM_JOB_POSITION:
- If you set this site-level profile option to Yes, and there is only one valid grade for a job or
position, then that grade is used by default in the assignment. In addition, if an entry grade is
defined for a position, then that grade is used by default when the user creates a new
assignment.
- If you set this profile option to No, which is the default value, then users can select from all
grades.

Determining Evaluation Criteria
It is possible to designate evaluation criteria for a job, including the

evaluation system, a date, and the unit of measure for the system.
Evaluation System Description

Hay system A predefined evaluation system.
Custom Included in the list of values for the Evaluation System

field, but it is essential to add one’s own criteria and values
for this system.

Conceptualizing How Jobs Work with Profiles
Associate jobs with the model profiles that are created in Oracle HCM Cloud Profile
Management:
Jobs Used with Profiles

A model profile is a collection of work requirements, required skills, and qualifications of a workforce
structure, such as a job or position. The above figure compares information that is contained in a job profile
with that contained in a job.
The association of jobs with profiles enables you to define the work requirements and the required
competencies, degrees, and other skills for the job or position. This association also enables you to
compare profiles and use the best-fit analysis for tasks such as finding the worker best suited for a job or for
helping workers identify their next career moves.

Summary
• Designated jobs and job families

• Established job details and lookups
• Explained benchmark and progression information
• Delineated evaluation criteria
• Described how jobs work with profiles

Practice
• 11-1: Setting up a Job

12
Managing Positions

Learning Objectives
• Describing position synchronization, hierarchy, and incumbent updates

• Defining positions
• Developing position details
• Working with position updates

Actions

Address Units

Profile Values
Manage Reporting
Manage Lookups
Manage Organization
Manage Unions
Manage Descriptive
Flexfields
Manage Legal
Units

Keyed by SetID
This diagram shows the Enterprise and Work Structure tasks that should be completed as part of your HCM
Cloud implementation. The lesson focuses on Position related tasks.

Working with Positions
The following table shows the suggested sequence and high-level purpose of the Enterprise
and Work Structure tasks.
Note: Optional tasks are denoted with an asterisk symbol (*).
Task Name Purpose
Manage Positions* A specific occurrence of a job in a business unit

Reviewing Position Management
Positions are typically used by industries that use detailed approval rules, which have tight
controls over maintaining headcounts, or have high turnover rates:
Organizations use positions to replace a headcount with the same role/position and have a structured
workforce planning in place or plan to implement.
The goal of an organization is to implement processes to manage headcount and automatic updates to
worker assignments.
Oracle HCM Cloud Global HR provides solutions to support flexible Position Management as well as strictly
enforced Position Control.
The Position Management functionality provides the ability to:
• Create and track position data and its history
• Maintain Organizational and/or Position structures
• Auto update incumbent data based on Position change

Setting Up and Maintaining Positions
Positions are initially set up by using Functional Setup Manager > Workforce Deployment
Offering > Workforce Structures.
Define Positions Tasks

Setup tasks in FSM:
• Manage Position Lookups
• Manage Positions
Ongoing job maintenance is performed from the Workforce Structures work area.

Reviewing the Position Management Configuration Process Flow
Manage Enterprise HCM Manage Legal Entity

Manage Positions
Information HCM Information
• Configuration fields • Configuration fields • Configuration tasks:

available: available: - Manage
- Position - Position Positions
Synchronization Synchronization • Create
Configuration Configuration • Update
- Position Incumbent • Correct
Validation
- Position Hierarchy
Configuration
- Position Code
Generation Method

Synchronizing Positions
• If position synchronization is Synchronized Attributes

enabled, assignments inherit
specified values from the Department Job
associated position Location Grade
• The configured attributes are Grade Ladder Manager
displayed as read-only in the Full time or Part Time Regular or Temporary
assignment. Note that attributes FTE and Working Hours Start Time and End Time
that are blank in the position can
be updated in an assignment. Probation Period Bargaining Unit
• It is possible to enable position Assignment Category Union, Bargaining Unit,
synchronization at the enterprise and Collective
and legal entity levels. Agreement
Synchronize Mapped Allow Override at
Flexfields Assignment
When editing the position synchronization configuration after person and assignments are created, run the
Initialize Position Synchronization job to apply the changes in assignments.
All active assignments that are synchronized from position automatically inherit changes from the position.
Assignment attributes synchronized from position automatically inherit changes from the position. For those
attributes not synchronized from position, you can either retain the existing values or update values from the
position..

Enabling Position Synchronization
Position attributes that need to be synchronized from position to assignments are enabled at
the enterprise or legal employer levels:
Turning this checkbox

on allows HR specialists
to override any of the
fields that were
Select Use populated through
Enterprise, Yes or No position synch
to determine the
Position
Synchronization
option for each Legal
Entity Enables the
synchronization of
assignment flexfields
with mapped position
flexfields
Position synchronization is inheritance of values in an assignment from the values specified in the
associated position. You can enable position synchronization at the enterprise and legal entity levels using
the Manage Enterprise HCM Information and Manage Legal Entity HCM Information tasks (in the Setup
and Maintenance work area) respectively.
Enterprise Level Setup

You can enable position synchronization either at the enterprise or the legal employer levels. Select the
Enable Position Synchronization attribute in the Edit Enterprise page to enable position synchronization
for the enterprise. By default, this attribute is deselected. You can also specify whether the inherited values
can be overridden at the assignment level. If you enable position synchronization at the legal entity and the
enterprise levels, then the settings specified at the legal employer level takes precedence over the settings
specified at the enterprise level.
Legal Employer Level Setup

Set the Enable Position Synchronization attribute to Yes in the Position Synchronization page to specify
the attributes to be configured with the position for the legal employer. Select No for the Enable Position
Synchronization attribute, to exclude a specific legal employer. You can also use the same settings as
defined for the enterprise. In this case, you must select the Use Enterprise option, which is the default
value.
If position synchronization is configured only at the enterprise level, then the assignment inherits the
attribute values from the position selected. You can also override these values at the assignment level.

Synchronizing Positions: Synchronizing Mapped Flexfields
• When enabled, flexfield synchronization allows fields added to the position to appear on
the worker’s assignment if the position flexfields are mapped to the assignment flexfield.
• This feature is available for global and context-specific descriptive flexfields.
After flexfields sync is

enabled, flexfield mapping is
defined in Manage Flexfield
Mapping tasks within FSM
You must first map position flexfields to assignment flexfields using the Manage Assignment Flexfield
Mapping task in the Functional Setup Manager, and then select this option in the Manage Enterprise HCM
Information task. When position synchronization is enabled, the position flexfields are inherited in the
assignments.

Enabling Position Hierarchy
• HCM Position Hierarchy needs to be enabled at the enterprise level in order for the
parent position attribute to be available on the Manage Position pages.
• Enabling Position Hierarchy will:
– Trigger validations when a user attempts to inactivate a position.
– Display positions on the My Team pages.
The Parent Position attribute

displays in the Position task to
Enable Position Hierarchy provide the ability to show
on the Manage Enterprise relationship between positions
HCM Information page without using a Position Tree
When you enable HCM position hierarchy:

• You can specify the parent position for a position on the Create and Edit Position pages in the
Workforce Structures work area. When you search for positions based on a parent position, it will
show all child positions for the specific parent position.
• You can view the positions that are part of the HCM position hierarchy on the My Team page and
view the incumbents for a position.
• You can inactivate a position only if an incumbent with an inactive assignment exists.
• You can only correct the HCM position hierarchy. You can enable or disable the position hierarchy
configuration by flattening the existing hierarchy. You must run the Synchronize Person
Assignments from Position process to flatten the position hierarchy.
When the position hierarchy is flattened, then schedule to run the Synchronize Person Assignments from
Position process. This will apply the manager changes in assignments if the position hierarchy is changed
after person and assignments are created. The assignment changes can exist on the current date, date in
the future, or in the past.

Synchronizing Line Managers Based on HCM Hierarchy
• Maintaining supervisors for position

incumbents is a tedious task. To make this
easier, an incumbent’s supervisor should be
derived from the position hierarchy.
• When a worker terminates or transfers, and is
a manager, the workers that report to that
position require manager updates. Their
Assignments are automatically updated by
Position Hierarchy synchronization with the
next manager up the hierarchy.
• The supervisor hierarchy is never broken;
managers are all automatically maintained.

Validating Position Incumbents
The Position Incumbents validation prevents you from selecting a position in an assignment
that does not have vacant Full Time Equivalents (FTEs) or headcount.
If overlap of headcount is If overlap isn't allowed, you can't

allowed at the position, a continue unless you select a
warning is displayed if the open different position that has vacant
FTE or headcount is exceeded. FTE or headcount.
Tip: This feature in enabled or disabled by selecting the Apply Incumbent Validation
attribute in the Position Incumbent Validation section on the Manage Enterprise HCM
Information page.
If users are already using Oracle Fusion HCM and upgrading it, then you must enable the validation to use
it. To enable the validation:
1. Select the predefined Position Incumbent Validation
(ORA_PER_EMP_POS_INCUMBENT_VALIDATION) context in the Organization Information
extensible flexfield to view the Apply Incumbent Validation attribute in the Manage Enterprise page.
2. Select the Apply Incumbent Validation attribute in the Position Incumbent Validation section of the
Edit Enterprise page.
Two predefined reports, Positions Occupancy and Positions Incumbents are used to identify any over-
occupied positions before enabling the validation.
The number of incumbents validation is improved to restrict the number of incumbents in a position, based
on the position's FTE and headcount. The validation also considers extended offers made to candidates as
of the proposed hire date and pending workers as of the proposed start date. This validation is used on all
person types except nonworkers.

Examining Position Code Generation
• Position code uniquely identifies a

position. Use the Manage Enterprise
HCM Information task in the Setup and
Maintenance work area to generate
position codes for your enterprise.
• It is possible to create position codes in
the following three ways:
1. Manually
2. Automatic Prior to Submission
3. Automatic Upon Final Save
You can use this feature to reduce the effort in manually providing the position code for each position being
created.
Manual: Use this method to manually enter a position code when creating a position. You can update the
position code in the Manage position page. This method is the default method for generating the position
code.
Automatic prior to submission: Use this method to automatically create and display the position code
when you create a position. This method may create gaps in the position code sequence if the transaction is
canceled after the position code is generated.
Automatic upon final save: Use this method to create position codes only after the Create Position
transaction is approved. You can't see the position code when you are creating the position but can see it on
the Manage Position page after the transaction is approved. This method generates position codes without
gaps in the sequence.
The Automatic prior to submission and Automatic upon final save methods use an enterprise number
sequence. All position codes that are generated using the automatic methods are numeric only. By default,
the sequence starts from 1; however, you can change the starting number. The position code increments by
one for each new position created. You can change the position code generation method from Automatic
prior to submission method to the Automatic upon final save method and the other way around. You can
also change from the automatic method to the manual method and the other way around but you must be
careful which method you choose if you have existing data. You can't edit an automatically generated
position code.

Reviewing the Position Synchronization Process
• The Synchronize Person Assignments from Position process must be run to update
impacted assignments when position synchronization is configured for the first time or
changed.
• This process must also be run if position changes are loaded by using HCM Data
Loader:
You must set the Past Period to Be Considered in Days parameter to an appropriate value. For example,
if you set this parameter to 60 days, then any assignment records with start dates during the previous 60
days are synchronized from positions. The default value for this parameter is 30 days. You can either run
the process for the enterprise or a specific legal employer.
Reviewing Position Synchronization Best Practices
• Enable position synchronization at the beginning of the current calendar year or later. This ensures
that year-end processing for payroll or benefits isn’t impacted.
• Enable position synchronization before loading worker assignments. If it is enabled after the
assignments are loaded, position synchronization can be enabled only for current or future dates.
• After the assignments are created by using HCM Data Loader, the Synchronize from Position
(PositionOverrideFlag) attribute on the assignment object needs to be set to Y. This is a required
step as part of enabling position synchronization even if you don’t want to allow override at the
assignment level.
• After loading the assignments, run the Synchronize Person Assignments from Position process
to synchronize the assignments.

Examining Lookups for Positions
Lookups are lists of values in applications. The lookup types available for positions are:
SECURITY_CLEARANCE Classifies if security clearance is needed.
EVAL_SYSTEM Identifies the evaluation system used for the job or position
EVAL_SYSTEM_MEAS Measurement unit for the evaluation criteria
BARGAINING_UNIT_CODE Identifies a legally organized group of people who have the right
to negotiate with employers or employer federations
PROBATION_PERIOD Specifies the unit of measurement for the probation period of a
position
The lookup types that are available for positions have user, extensible, and system customization levels.
These lookups can be customized and updated as per your enterprise requirements.

Creating Positions
A position is an instance of a job in a specific business unit and department, and optional in
a location. It offers a well-defined space that is independent of the person performing the
job. It exists even when there are no holders:

Reviewing Position Details
Position details provide values that default to the assignment for a worker. It can be read-
only or updated based on the position synchronization configuration.
If using Parent
Position, leave
Manager field blank
Use these fields along with
the Validating Incumbents
setting for an enterprise to
ensure that there is no
overlap or over allocation
Key concepts regarding positions:

• At a position, you can see the current vacant Full Time Equivalent (FTE), names of incumbents, and
history of the incumbents.
• You add a position to a specific department and location.
• You can associate evaluation criteria and a profile with positions.
• Many of the existing fields at the job also exist at the position, and the application populates the Valid
Grades region with the grades that you set up for the job on which you are basing the position.
Position Type
• Single Incumbent, meaning that only one employee is allowed to hold the position at any time
• Shared, meaning there can be several incumbents, up to the value of the FTE field (that is, two
teachers both working .5 FTE in a 1.0 FTE position)
• Pooled (Public Sector only), meaning the position is loosely defined so rules about FTE and hours
are not enforced by the system
• None, which you can select if you do not need to record position types

Examining How Positions Work with Profiles
Associate positions with model profiles that are created in Oracle HCM Cloud Profile
Management:
Positions Used with Profiles

A model profile is a collection of work requirements, required skills, and qualifications of a workforce
structure, such as a job or position. The above figure compares information that is contained in a job profile
with that contained in a job.
The association of positions with profiles enables you to define the work requirements and the required
competencies, degrees, and other skills for the job or position. This association also enables you to
compare profiles and use the best-fit analysis for tasks such as finding the worker best suited for a job or for
helping workers identify their next career moves.

Tracking Positions
After a position has been created, analytics appear at the top of the page to show current
FTE, Headcount, and Incumbent. The history of the position incumbents can also be viewed
by clicking the current incumbents name:

Updating Positions
• When a position is changed in a worker’s assignment, you have a choice whether to

inherit values for those attributes that are not synchronized with the position or not. If you
choose not to inherit, the previous values remain unchanged.
Position Changes
All active assignments that are synchronized from position automatically inherit changes from a position.
The Review page in the Edit Position page displays the list of impacted assignments with a status for each
assignment. The status indicates if there are any issues due to the position change. You must correct all
errors before submitting the position changes.
Assignment Changes
When you change the position in existing assignments you have a choice whether to inherit the values for
those attributes which are different at the position than at the assignment. If you choose not to inherit, the
previous values remain unchanged.
Position Synchronization Configuration Changes
You can apply the assignment changes as of the current date or a date in the future. Assignment attributes
synchronized from position inherit their values from the position and are not editable. The restriction on
editing values in the assignment applies only to the information that is entered in the position. For example,
if the Bargaining Unit is not entered in the position, you can edit this value in the assignment even though it
is one of the attributes inherited from the position. If override is allowed at the assignment level, then you
can specify at the assignment level whether you want to synchronize from position or not.

Integrating My Team Parent Positions
• My Team displays the

Manager’s Position Hierarchy.
• Open positions, FTE counts,
and incumbents are displayed.
• Hybrid teams that include
positions and assignments are
accommodated.

Exploring the Graphical Position Hierarchy Layout
Click the Position Hierarchy icon in the search results to the view the hierarchy for that
position:
It is possible to administer the HCM position hierarchy in a graphical layout. Visualizing the position
hierarchy layout simplifies the procedure by moving the nodes and performing actions on each position
node. It is required that the Use HCM Position Hierarchy option be enabled on the Manage Enterprise
HCM Information page to examine and configure the hierarchy. All changes to the hierarchy function as one
transaction submitted.

Working with the Graphical Position Hierarchy Layout
The HCM Position Hierarchy page

shows the relationship between
positions and their parent positions.
Execute the following actions on a
position node in the hierarchy:
• Create a child position
• Duplicate position
• Add existing position as a child
• Edit position
• View incumbent details
In each position node, you can view:

• Position name and code.
• Business unit, job, department, and location.
• Number of incumbents for the position.
• Open Full Time Equivalent (FTE)
• Current incumbents in the position.
Drag-and-drop functionality also works with the position nodes in the hierarchy when updating the reporting
relationship between two positions. Click the Expand icon to review the additional position attributes. Click
the incumbent number to consult the incumbent details. All changes you make to the hierarchy are
submitted as one transaction.

Summary
• Described position synchronization, hierarchy, and incumbent updates

• Defined positions
• Developed position details
• Worked with position updates

Practices
• 12-1: Setting up Position Synchronization

• 12-2: Creating a Position
• 12-3: Hiring an Employee to Test the Setup

13
Defining Availability, Lookups, and Profile

Options

Learning Objectives
• Defining availability
• Configuring work schedules
• Examining calendar events
• Working with lookups and profile options

Reviewing the Workforce Information Task List
Workforce Information tasks are initially set up by using Functional Setup
Manager (FSM) within the Workforce Deployment offering

Defining Availability
• An employee's official schedule

for a selected time period is
automatically determined using
this information:
– Current schedule or work
hours
– Calendar events and work
schedule resource
exceptions
– Absence entries
How Worker Availability Is Determined

• To determine availability, the application searches for primary work schedules assigned to the
worker at different workforce structure levels.
• Work schedules assigned to lower workforce structure levels take precedence over those defined at
higher levels.
• If no primary schedule was assigned to any of the workforce structures, then the worker availability is
based on absences, calendar events, if created for the worker's location or department, standard
working hours defined for the worker's primary assignment, and assignment working hours defined
for the worker's primary assignment.
• If no calendar events were created, then the application determines availability only on the basis of
the standard working hours, assignment working hours, and absences.
Worker Availability from Assignment Hours
The worker's availability by the day is determined from the start and end times of the work day specified in
the assignment hours.

Configuring Primary Work Schedules
It is possible to create multiple work
schedules for workers. However, it is
mandatory to select a primary schedule to
determine the worker's availability.
• To determine availability, work
schedules that were assigned to lower
workforce structure levels take
precedence over those defined at higher
levels.
The application searches for primary work schedules in the following order:
1. Primary assignment of the worker
2. Position
3. Job
4. Department
5. Location
6. Legal Employer
7. Enterprise
This example hierarchy shows primary work schedules associated with three levels. Departments 1 and 3
don't have primary schedules. So, the primary schedule at the enterprise-level applies to all those
employees, with one exception. One employee in department 3 has a schedule for their primary
assignment. That primary assignment schedule applies instead of the enterprise-level schedule. Department
2 has a primary schedule, and it applies to all employees in that department.

Examining Calendar Events
A calendar event indicates a period that signifies an event, such as a public holiday or a
training course.
• When using a geographical or an organizational hierarchy for calendar event coverage,
select which nodes in the hierarchy to include or exclude from the coverage:
In the above figure, the calendar event coverage includes all employees, except the ones in the Support
department. When an event applies to most of a hierarchy, it's efficient to use the Include tool to include the
whole hierarchy in the coverage and then use the Exclude tool to leave out the exceptions.
Include a calendar event as an exception in a work schedule so that the application considers that event
when determining the worker's availability.
When creating a calendar event, determine which set of workers the event must apply to. Complete this in
the following ways:
• Use an organizational hierarchy to select organizations to which the event must apply.
• Use a geographical hierarchy to select geographical locations to which the event must apply.

Working with Calendar Event Categories
• A calendar event category enables you

to group related calendar events. For
example, you may want to group all
public holidays with the predefined
Public Holiday calendar event category.
• When you include the calendar event
category as an exception in a work
schedule, all calendar events in that
category are automatically included.
• In addition to the predefined Public
Holiday event category, you can create
your own calendar event categories by
adding values to the Calendar Event
Category lookup type.
The diagram shows a sample geographical hierarchy where employees of a particular location share
calendar events of another country. You have set up public holidays and other calendar event categories for
workers at your India location and France location using a geographic hierarchy. For six months, workers at
your Bangalore location will work closely with their counterparts in Paris on a critical project. During this
time, you want the Bangalore workers to follow the events you set for France. On the Manage Locations
page, you can edit the location information for Bangalore and set the geographic hierarchy to France.
Calendar events vary based on jurisdictions below the country level of the geographic tree. For example, in
Germany and India, public holidays vary based on the state. You must add the required jurisdictions to the
lookup code, ORA_PER_GEOGRAPHIC_TREE_NODES, when you define the geographic tree. Once the
jurisdictions are added to the geographic tree, the location that is covered by a jurisdiction can be indicated
in the Geographic Hierarchy field on the Manage Locations page.

Reviewing Work Schedule Types
Workforce schedules are created through linking the following tasks together:
Manage Work
Shift • Time, Duration, or Elapsed Shift
Manage Work
Pattern • Links one or more shift together in repeatable pattern
Manage Work
Schedule • A pattern tied to effective start and end dates, and
optionally an eligibility profile
Manage Work
Schedule • A Work Schedule tied to an Organization,
Assignment a Workforce Structure, or an Assignment
Administration
Types of Shifts:
1. Time Work Schedule: A time-based work schedule has a fixed work day pattern. For example, you
define an eight-hour schedule, five days a week. You can create a time-based work schedule that
starts at 8:00 a.m. and ends at 5:00 p.m. A worker assigned to a time based work schedule is
considered to be available for a fixed number of hours each day.
2. Duration Work Schedule: A duration work schedule considers only the duration of working hours
but doesn't specify any definite time period. For example, you can create a work schedule with
duration of 8 hours without specifying the start time and end time of the duration. In this work
schedule, a worker is considered to be available for eight hours each day.
3. Elapsed Work Schedule: In an elapsed work schedule, workers don't have a fixed start or end time.
For example, some workers may start work at 9.00 a.m., and some at 11.00 a.m. A worker assigned
to an elapsed work schedule is considered to be available for a numbers of hours in a day.

Examining Lookups
• Lookups are lists of values in applications. You define a list of values as a lookup type
consisting of a set of lookup codes, each code's translated meaning, and optionally a
tag.
• End users see the list of translated meanings as the available values for an object.
• Lookup categories include:

Standard Lookups Lists the available codes and translated meanings.
Common Lookups Legacy lookups or lookups that have attributes.
Set-Enabled Lookups Associates a reference data set with the lookup codes.
Navigation
• Setup and Maintenance > All Tasks > Search > Enter Define Lookups in the Name field > Search >
Expand > Manage Standard Lookups
Expand > Manage Common Lookups
Expand > Manage Set Enabled Lookups

Configuring Lookups
• The configuration level of a lookup type determines whether the lookups in that lookup
type can be edited. This applies data security to lookups. The configuration levels are:
Configuration Level Description

User Create or modify all parameters of a lookup type.
Extensible Modify only certain aspects of the lookup type such as the
dates.
Add new lookup codes.
Cannot delete the lookup type.
System Cannot add or delete any aspect of the lookup type.
Only modify its meaning.
Some lookup types are locked so no new codes and other changes can be added during implementation or
later, as needed. Depending on the configuration level of a lookup type, you may be able to change the
codes or their meanings. Some lookups are designated as extensible, so new lookup codes can be created
during implementation, but the predefined lookup codes can't be modified. Some predefined lookup codes
can be changed during implementation or later, as needed.
Predefined data means LAST_UPDATED_BY = SEED_DATA_FROM_APPLICATION. If a product depends

on a lookup, the configuration level must be system or extensible to prevent deletion. Once the configuration
level is set for a lookup type, it can't be modified. The configuration level for newly created lookup types is
by default set at the User level.

Reviewing Profile Options
Profile options are user preferences and system configuration options that users can
configure to control application behavior at different levels of an enterprise..
• In an application, the display and availability of profile options depends on the hierarchy
level at which it is enabled. The predefined hierarchy levels are:
Hierarchy Description
Level
Site The highest level of hierarchy that provides accessibility to all users of the
application across the deployment site. In a multitenant environment, Site is
scoped per tenant.
Product The next level in the hierarchy that applies to the selected product family
(Financials, for example) and its specific users. For the same user, the profile
option at this level supersedes any site level profile option setting. This is not
applicable to HCM.
User The lowest in the hierarchy that applies to the specific user or user role. Also, it
supersedes any product or site level setting that was defined for that user.
Navigation
• Setup and Maintenance > All Tasks > Search > Enter Define Profiles in the Name field > Search >
Expand Define Profiles > Manage Profile Options
Expand Define Profiles > Manage Administrative Profile Values
Expand Define Profiles > Manage Profile Categories
For example, settings such as user preferences and application configuration parameters can be modified
per the user's requirements. You can use profile options to modify:
• The look and behavior of the application's user interface
• User preferences such as settings used for social networking
• The business logic of the application
• Log settings and processing options that determine how and where information is stored
A profile option consists of: Name, Application and module, Values, Categories, and Hierarchy level
Note: Profile options defined at a lower level override the profile options at the higher level.
Profile values determine application behavior at a specific selected level. Contexts, such as user session or
accessed product, determine which profile option value is associated with the profile option name.

Summary
• Defined availability
• Configured work schedules
• Examined calendar events
• Worked with lookups and profile options

Practices
• 13-1: Creating a Calendar Event

• 13-2: Reviewing an Existing Work Schedule

14
Working with Person Record and Employment

Record Values

Learning Objectives
• Define person record values

• Review person types
• Create person name formats and styles
• Define employment record values

Defining Person Record Values
Defining person record values

primarily includes:
• Managing person types
• Managing person name
formats
• Managing person name
styles
• Managing person lookups
To access the person record tasks, go to Workforce Deployment > Workforce Information on the Setup and
Maintenance work area.
Managing Person Types: You can use person types to maintain information for a group of people in your
enterprise. Person types include:
• System Person Types: Predefined person types that the application uses to identify a group of
people. You cannot change, delete, or create additional system person types.
• User Person Types: Contained in the system person type and can be configured as per your
enterprise requirements. There is no limit to the number of user person types that you can add to a
system person type. For example, if your enterprise refers to its employees as associates instead of
employees, you change the Employee user person type to Associate.
Managing Person Name Formats: Oracle Fusion HCM provides predefined person name format types that
you can configure.
Each person name format type contains a sequence of name components that represents different parts of
a person's name, for example, first name, last name, and punctuation marks. You can change the sequence
and remove or include additional name components according to your requirements. Oracle Fusion HCM
includes local and global formats for each format type.
Managing Person Name Styles: Person name styles define the person name components for a country,
for example, first name, last name, title, previous last name, known as, and so on. For countries that do not
have a predefined person name style, the universal name style applies by default. If there are specific
requirements for a country, you can create a new name style.
Managing Person Lookups: This task enables you to manage all person related lookups.

Reviewing Person Types
You use person types to identify different groups of people in Select the System
your enterprise. Person Type row and
then add additional
For example, for purposes of reporting, you may want to User Person Types for
that System Type
identify the following:
• Contractual workers in your enterprise with the Contingent
Worker person type.
• Regular employees with the Employee person type.
On the basis of the person type, you can:
• Maintain information for a group of people
• Secure access to information
System Person Types

These are predefined person types that the application uses to identify a group of people. You can't change,
delete, or create additional system person types.
User Person Types
Each system person type contains a user person type that you can configure to your requirements. You can
change, remove ,or create additional user person types to suit your enterprise requirements.
For example:
• If your enterprise refers to its employees as associates instead of employees, you change the
Employee user person type to Associate.
• If you want to classify employees further as equity partners, non-equity partners, and associates, you
add these user person types under the Employee system person type. There is no limit to the
number of user person types that you can add to a system person type.

Demonstration
• 14-1: Creating User Person Types

Defining Person Names
The structure of a person's name can vary among countries. Therefore, a predefined name
style exists for many countries for capturing relevant components of a person's name:
The name style determines:

• Which name components appear when you create a person record. For example, one country may
display first name, last name, and title while another displays first name, middle name, and last
name.
• The order in which the name components appear.
• Which name components are required and which are optional. For example, in one country you may
be required to enter a title while in another, the title may be optional.
When a country-specific name style doesn't exist, a universal name style (last name, first name, title, and
middle names) is used.
When you create a person record you select a legal employer, which sets the legislative context for the
record. For example, if the legal employer is a Canadian legal entity, the legislative context is Canada and
the Canadian name style is used. A person's contacts have the same name style as the person for whom
they are contacts.
Person-Name Languages
• Each enterprise identifies a global-name language. Person names appear in this language by
default. When you create a person record, you can enter a local name in a different language from
the global-name language. Names appear in this language for users whose HR: Local or Global
Name Format profile option value matches the local-name language.
• The global-name language for the enterprise is American English.
• You set the local-name language in a person record to Japanese. Henceforth, users whose HR:
Local or Global Name Format profile option is set to Japanese see the person's name in Japanese.
• All other users (those who are viewing global-format names or whose HR: Local or Global Name
Format profile option is set to a value other than Japanese) see the person's name in American
English.

Defining Person Name Formats
Name format is an arrangement of these Name formats include name components

name components: first name, last name, along with punctuation marks:
and title. You can choose from these
predefined name formats: 2 5 8 10
Format Type Usage
Full Name For names that appear in reports 1 3 4 6 7 9
Display Name For names that appear singly, for example, on the Person
Management page header 1 6
List Name For names that appear in lists that can be sorted 2 7
Order Name For names that appear in name-ordered lists where the list 3 8
name alone is not sufficient to sort the list 4 9
5 10
Name formats can vary among countries; therefore, global and local versions of name formats can exist.
Format can differ based on display context. For example, in an ordered list of names, last name may appear
before first name, but in other contexts first name appears before last name.
The profile option HR: Local or Global Name Format controls whether users see local names or global
names by default. Global names use one name format; therefore, users in multinational enterprises can see
person names presented consistently, regardless of their countries of origin.
Users who view or manage person records in a single country may prefer to see local names. For example,
users who view or manage person records only in Japan may prefer to see Japanese rather than global
formats of person names.
To ensure that the required name changes reflect correctly, you must schedule the Apply Name Formats
to Person Names process to run regularly.
To schedule this process, follow these steps:
1. From the Navigator menu, ensure that you are on the Tools, Scheduled Processes page.
2. Select Schedule New Process.
3. Search for the Apply Name Formats to Person Names process.
4. Click Submit.

Demonstration
• 14-2: Creating Person Name Formats

Working with Person Name Styles
• When creating a person record, select a legal employer, which sets the legislative
context for the record. For example, if the legal employer is a Canadian legal entity, the
legislative context is Canada and the Canadian name style is used.
• It is possible to select the following while creating or editing a person name style:
Name Style Example

Components of a person’s name to display First name, Last Name, Middle name
Order of display of the components Last name first, and then first name
Components that are required or optional Title may be optional in some countries
You can edit predefined name styles by creating additional components, selecting mandatory components,
changing the order of components, and selecting LOVs for the components. However, you cannot delete
predefined name styles and predefined components, and make mandatory components optional. You can
delete only those components that were added to a predefined name style.
You can create, edit, and delete custom name styles and their components any time. If a custom name style
is deleted after person names have been created using that style, the universal name style applies by
default.

Demonstration
• 14-3: Creating Person Name Styles

Examining Person Lookups
Are person-related common lookups that have user or extensible customization levels. An
example of some of the Person Lookups that can be configured is as follows:
Lookup Type Description Customization
Level
PER_NATIONAL_IDENTIFIE Type of a person's national identifier, Extensible
R_TYPE such as social security number, civil
registration number, or national insurance
number
PERSON_TYPE_STATUS Status of a user person type, such as User
active or inactive
EMAIL_TYPE Type of a person's email address, such Extensible
as home email or work email
ADDRESS_TYPE Type of a person's address, such as Extensible
home address or mailing address

Reviewing Employment Record Values
Defining employment record values primarily includes:

• Managing assignment statuses
• Managing lookups
Navigation
Ensure that you have the Workforce Deployment - Define Common HCM Configuration - Define
Workforce Records - Define Employment Record Values task list expanded.
Manage Assignment Statuses
The predefined assignment status values indicate whether an assignment is active, inactive, or suspended
and whether the assignment is eligible for payroll processing. If you have defined assignment status values
in your source application, you must map them to equivalent values in Oracle Fusion. To support this task,
in Oracle Fusion, you can:
• Rename the user status values associated with the predefined assignment status values
• Create new assignment status values
Manage Lookups
This task enables you to manage all employment related lookups.

Exploring Assignment Statuses
• Each assignment contains an assignment status.

• The HR status and payroll status values are linked to the assignment status, and are set
automatically when the assignment status changes.
Assignment Status HR Status Payroll Status
Active - payroll eligible Active Process

Active - no payroll Active Do not process
Suspended - payroll eligible Suspended Process
Suspended - no payroll Suspended Do not process
Inactive - payroll eligible Inactive Process
Inactive - no payroll Inactive Do not process
Assignment Status Example

When you create an assignment, its status is set automatically to Active - payroll eligible. The same action
sets the HR status to Active and the payroll status to Process. You can define your own user names for the
predefined assignment statuses.
Assignment Statuses
If you are defining multiple user statuses corresponding to a HR status, you must designate any one user
status as the default status. The default assignment status is attached to an assignment unless you specify
a default user status. For example, when you create an assignment, its status is set automatically to the
default assignment status corresponding to the HR status Active unless you have specified a default user
status corresponding to Active.

Demonstration
• 14-4: Creating an Assignment Status

Examining Employment Lookups
Person-related common lookups have user or extensible customization levels.
Lookup Type Description Customization

Level
CONTRACT_TYPE Type values such as fixed-term, fulltime, User
and seasonal
EMP_CAT Codes that identify bargaining units User
such as health professional, steel
workers, and public service workers
BUDGET_MEASUREMENT_ Work measure values such as Extensible
TYPE headcount and FTE
BARGAINING_UNIT_CODE Codes that identify bargaining units such User
as health professional, steel workers, and
public service workers

Summary
• Defined person record values

• Reviewed person types
• Created person name formats and styles
• Defined employment record values

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Configure Enterprise and Workforce Structures - Student Guide - 20A

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Oracle HCM Cloud: Configure

Enterprise and Workforce Structures

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2 Human Capital Management Overview

4 Setting Up Enterprise Structures

5 Managing Enterprise HCM Information

6 Managing Legal Entities

7 Creating Reference Data Sets and Business Units

8 Setting Up Locations and Organizations

9 Executing Actions and Defining Union Information

10 Setting Up Base Compensation

13 Defining Availability, Lookups, and Profile Options

14 Working with Person Record and Employment Record Values

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• Identify the purpose of this course

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Oracle HCM Cloud: Configure Enterprise and Workforce Structures 1 - 2

After completing this lesson, you should be able to:

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Oracle HCM Cloud: Configure Enterprise and Workforce Structures 1 - 3

• Course Overview • Setting Up Base Compensation

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Oracle HCM Cloud: Configure Enterprise and Workforce Structures 1 - 4

Oracle Help Center My Oracle Support Oracle University

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Oracle HCM Cloud: Configure Enterprise and Workforce Structures 1 - 5

Human Capital Management Overview

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• Describe the structure of Human Capital Management

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Oracle HCM Cloud: Configure Enterprise and Workforce Structures 2 - 2

Global Payroll Taleo Enterprise

Workforce Global Payroll Recruiting

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Oracle Human Capital Management

Oracle HCM Cloud: Configure Enterprise and Workforce Structures 2 - 3

Oracle HCM Cloud: Configure Enterprise and Workforce Structures 2 - 4

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Oracle HCM Cloud: Configure Enterprise and Workforce Structures 2 - 5

Oracle HCM Cloud: Configure Enterprise and Workforce Structures 2 - 6

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Oracle HCM Cloud: Configure Enterprise and Workforce Structures 2 - 7

International Coverage Country Extensions

Over 200 Countries Australia India

France United Kingdom

Germany United States

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Oracle HCM Cloud: Configure Enterprise and Workforce Structures 2 - 8

• Described the structure of Human Capital Management

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Oracle HCM Cloud: Configure Enterprise and Workforce Structures 2 - 9

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• Describe basic geography reference data concepts

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Oracle HCM Cloud: Configure Enterprise and Workforce Structures 3 - 2

• A geography is a boundary such as a country, state,

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