Departments in Oracle HCM can be classified into different categories, such as Project Organization, Sales and Marketing Organization, or Cost Organization based on their function within the enterprise. Oracle Fusion HCM utilizes hierarchical tree structures to model organizational relationships, allowing businesses to manage department classifications efficiently. These predefined tree structures help
A work relationship defines the connection between a person and a legal employer in Oracle HCM. Every work relationship includes at least one assignment and can belong to categories such as Employee, Contingent Worker, Nonworker, or Pending Worker. The document explains key concepts like primary and nonprimary work relationships, managing multiple work relationships across legal employers, and
This guide explains how to define and manage work assignments in Oracle HCM. Assignments capture key details about an employee’s role, including job title, position, pay, working hours, and managers. It also covers the difference between work assignments and work relationships, the importance of primary assignments, and how assignment numbers are generated automatically. Additionally, it discusses
Descriptive Flexfields (DFFs) in Oracle HCM allow organizations to capture and store additional business-specific information that isn’t available in standard fields. These flexfields can be global, always visible across the enterprise, or context-sensitive, appearing based on specific conditions. They enhance data tracking, improve reporting, and offer flexibility in HR processes. DFFs can be applied to key business
The document outlines navigation steps to create and allocate an Enterprise Onboarding checklist. Users can access the checklist through the "My Client Groups" section, using the "Allocate Checklists" functionality. It also includes guidance on verifying task allocation by logging in from an employee perspective.
A checklist is an organized list of tasks designed for efficient task management and monitoring. Checklist templates standardize tasks associated with routine actions like onboarding or transferring employees. Each template defines tasks, performers, completion criteria, eligibility profiles, and allocation rules. Tasks can be sequential or parallel, mandatory or optional, and assigned to specific roles or individuals.
This document contains a comprehensive list of questions related to absence and leave management within an organization. It covers various aspects such as types of leave, eligibility criteria, approval processes, carry-forward rules, encashment policies, integration with payroll and external systems, and reporting requirements. The questionnaire aims to gather detailed information to streamline absence management policies and ensure compliance with organizational and legal requirements.
This set of questions helps organizations evaluate and refine their compensation strategies. Key topics include salary structures, incentives, benefits, pay equity, performance-based rewards, market benchmarking, and compliance considerations. The questions also explore compensation transparency, employee retention, technology use, and future trends. Ultimately, they guide businesses in aligning compensation with HR strategies, company culture, and employer branding.
This questionnaire explores various aspects of Fusion Learn Management, covering topics such as roles and responsibilities, content upload processes, course structures, employee enrollment, and external training requests. It delves into learning path configurations, reporting and analytics, integration with Oracle HCM, compliance training, and certification tracking. Additionally, it addresses learning effectiveness, employee feedback mechanisms, and best practices for learning administration.
Recruitment is a critical aspect of talent management that requires continuous improvement. Below is a comprehensive list of questions designed to help HR professionals, recruiters, and hiring managers evaluate and refine their recruiting, onboarding, and offboarding processes using Oracle Recruiting Cloud.
These questions serve as a structured guide to help organizations assess their goal management, performance review processes, and talent management strategies. By answering these questions, businesses can identify gaps, improve efficiency, and align their HR strategies with organizational goals.
Canceling a Work Relationship in Oracle Cloud HR removes the relationship and associated records, impacting assignments, payroll, benefits, and roles. This action ensures that the system restores the person's status before the relationship was created if they have other existing relationships.
A Business Unit (BU) is a logical grouping within an organization that helps in partitioning business operations based on specific requirements. It does not represent a physical entity but allows for data segregation to ensure proper access control within an organization.
The Assignment Status framework categorizes employee assignments based on HR Status and Payroll Status to determine payroll processing eligibility. The table outlines different assignment states and their corresponding payroll processing rules.
The AOR Exclusion Rules define restrictions on specific employees within an organization's Area of Responsibility (AOR) framework. These rules are used to control visibility and access to employee data based on defined security roles.
The Area of Responsibility (AOR) in an organization defines work assignments based on specific attributes such as HR, Payroll, Admin, IT, and is tagged to employees using employment fields like Department, Business Unit, Legal Entity, and Location.
A global temporary assignment refers to the temporary transfer of an employee from one legal employer to another, such as a Canadian employee assigned to a U.S. office for a specific period. These assignments are managed within the Manage Employment task in Person Management to ensure seamless tracking and transition.
An assignment defines a person's role, including job, position, pay, and work details. Each assignment has a unique number, a primary status, and can be active or inactive, ensuring proper workforce tracking, reporting, and payroll eligibility. Assignments are managed using the Manage Employment task in Person Management. Primary assignments help in reporting, while statuses control activity and payroll processing. Assignments can be manually or automatically numbered,
A pending worker is an individual who is set to be hired as an employee or begin a contingent worker placement. A person record is created for them before their official hire or start date, allowing organizations to manage and track individuals early in the hiring process. This ensures smoother...
A nonworker is an individual, such as a volunteer or security guard, who is not part of the core business but may still receive payments from the organization. To be classified as a nonworker, the person must have a nonworker work relationship with a legal employer, which defines their association but does not imply actual employment.