This questionnaire is designed to gather detailed business requirements for the implementation of Oracle Time and Labor (OTL) in an organization. It covers a comprehensive range of functional and configuration-related aspects necessary for designing a tailored time and labor management solution.
This guide outlines practical Time and Labor (T&L) use case scenarios, configuration activities, and critical setup components essential for Oracle HCM Cloud implementation workshops. It serves as a hands-on activity reference for consultants, functional leads, and implementation teams to simulate real-life business processes in a T&L deployment.
This Payroll Business Requirement Questionnaire is designed to capture all essential information necessary for the successful configuration and implementation of Oracle Cloud Payroll. It serves as a detailed intake document to understand organizational payroll structures, processing cycles, payment methods, statutory requirements, and integration points with other systems like General Ledger.
This pre-business workshop questionnaire is designed to gather comprehensive insights into a company's existing benefits programs and administrative processes. It covers key areas such as benefits eligibility, enrollment procedures, technology usage, communication strategies, wellness programs, COBRA administration, carrier information, and any unique organizational considerations.
This blog contains a comprehensive list of discovery questions to ask clients during Oracle Recruiting Cloud (ORC) implementation. It covers key areas such as content library, geographies, prescreening, job requisitions, application flows, career sites, campaigns, and more. These questions help gather business requirements, clarify responsibilities, and ensure a smooth implementation process.
Talent Review streamlines employee assessments, leadership tracking, and succession planning. A structured requirement-gathering process helps organizations define review criteria, rating methods, automation, and reporting needs. Integrating with HR systems ensures data-driven insights, allowing businesses to identify high-potential talent, mitigate risks, and optimize workforce planning
Effective Talent Management requires structured goal setting, performance tracking, career development, and succession planning. Gathering requirements ensures aligned workflows, automation, and integration with business goals. A well-configured system optimizes talent retention, leadership development, and organizational growth while reducing manual processes and enhancing employee engagement.
Effective Goals & Performance Management starts with a structured requirement-gathering process. Key areas include goal setting, performance reviews, feedback, improvement plans, and system integration. Defining workflows, automation, and user roles ensures a seamless, data-driven approach that enhances employee development and business success.
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.
Can employees have multiple jobs concurrently, with multiple terms like pay, contract, etc.? Describe your organizational structure. Do you have an organizational hierarchy? Do you allow contractors to access the system? Do you currently attach any documents at the Employee Level? (DL#, VISA, Passport, Citizenship) Do you have a dedicated HR helpdesk to answer basic employee HR questions? What individuals require read-only access to HR data (by job, etc.)?
Please provide a brief description of your current recruitment process. List down the steps involved Are your current recruiting processes consistent across the organization? If not, briefly describe the variance reason Are the variances due to unique requirements based on locality, unions, geography, country, business division, special industry needs, and/or employee types?
How are your Admin Team responsibilities designed? Please Explain the Process of Content Upload followed in the organization. Who uploads the content to the Organisation?
Do you use Talent Pools today? Should Talent Pools be associated with Succession Plans? What groups do you want to use Talent Pools for?
Confirm that the review period/evaluation period would be the same as Goal Management. Would XYZ use participant feedback as part of the annual performance review process? Would the Matrix Manager feature be useful for XYZ?
What would be the review period/evaluation period? Do you currently use organizational goals? Would you like to use Organization Goal? Would you like to use Goals Library?
Would you like Employees to update their Talent Profile or Skills and Qualification page via Employee Self-Service? Does XYZ use competencies currently? Would you like behaviors to be Employee-to-person profiles? What content types does XYZ want to use? Eg, Education, Language, Experience. What rating models does XYZ want to use?