Workforce Deployment Student Guide PDF

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D76753
April 2012
Edition 1.0
D75489GC10
Student Guide – Volume I
Oracle Fusion Workforce
Global Human Resources

Deployment Implementation:
Oracle University and Lensen Beheer BV use only

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CONTENTS
Lesson 1: Workforce Deployment Course Overview ....................1
Lesson Objectives ................................................................................... 1
Course Objectives ................................................................................... 2
Course Schedule ...................................................................................... 3
Course Approach ..................................................................................... 4
Hands-On Activities .................................................................................. 5
Oracle Fusion Implementation Resources .................................................... 6

Instructor Demonstration Introduction: Exploring Oracle Fusion Applications Help
............................................................................................................. 7
Instructor Demonstration: Exploring Oracle Fusion Applications Help .............. 8
Oracle Fusion Applications Overview .................................................... 11
Oracle Fusion Applications Terminology Foundation .................................... 12
Home Page ........................................................................................... 13
User Interface Shell................................................................................ 14
Dashboard ............................................................................................ 15
Worklist ................................................................................................ 17
Navigation ............................................................................................ 18
Work Areas ........................................................................................... 19
Recent Items ......................................................................................... 20
Oracle Fusion Applications Terminology .................................................... 21
Data Sharing ....................................................................................... 22
Business Units ..................................................................................... 23
Effective Dates .................................................................................... 24
Oracle Fusion Deployment Options ........................................................... 25
Workforce Deployment Overview .......................................................... 26
Workforce Deployment ........................................................................... 27
Oracle Fusion Human Capital Management (HCM) Overview ........................ 29
Lesson 2: Getting Started with an Implementation ...................31
Objectives ............................................................................................. 32
Overview of Getting Started .................................................................. 33
Getting Started Highlights ..................................................................... 36
Lesson 3: Introducing Functional Setup Manager .....................37
Objectives ............................................................................................. 37
Lesson Agenda ...................................................................................... 38
Overview of the Functional Setup Manager ........................................... 39
Offerings, Options and Features ............................................................... 40
i
Implementation Job Roles ....................................................................... 41

Implementation Task Flow ...................................................................... 43
Functional Setup Manager Terminology ..................................................... 45
Browsing and Configuring Offerings ...................................................... 46
Gathering Implementation Requirements for Offerings ................................ 47
Using the Getting Started Page ................................................................ 49
Viewing FSM Provided Reports and Documents .......................................... 51
Demonstration: Browsing Offerings .......................................................... 52
Configuring Offerings .............................................................................. 54

Overview of Implementation Projects ................................................... 55
Implementation Manager Responsibilities .................................................. 56
Understanding the Implementation Project Page ........................................ 57
Adding Resources to an Implementation Project and Assigning Tasks ........... 59
Viewing Task List and Task Reports .......................................................... 61
Performing Setup Tasks ........................................................................ 63
Performing Setup Tasks Flow ................................................................... 64
Viewing and Performing Assigned Implementation Projects and Tasks .......... 65
Completing Tasks in the Appropriate Sequence .......................................... 66
Creating a Workforce Deployment Implementation Project Activity...... 67
Activity Solution: Creating an Implementation Project ................................ 68
Lesson Highlights .................................................................................. 70
Lesson 4: Defining Common Applications Configuration for HCM71
Importing and Setting Up Geography Reference Data ........................... 71
Objectives ............................................................................................. 71
Address Validation ................................................................................. 72
Geography Model Concepts ..................................................................... 73
Implementation Considerations................................................................ 74
Geography Structure Tips ....................................................................... 75
Do I Enter Data or Import It? .................................................................. 76
The Manage Geographies Page ................................................................ 77
Sample Data and Procedures on Oracle Support ........................................ 79
File-Based Import Process Overview ......................................................... 80
Analyzing Attribute Mapping .................................................................... 82
Import Steps ......................................................................................... 83
Importing the Geography Structure for a Country ...................................... 85
Activity: Importing Geography Structure for a Country ............................... 87
Activity Solution: Importing Geography Structure for a Country ................... 88
Importing the Geography Hierarchy ......................................................... 91
ii
Understanding the Geography Hierarchy Data Import File ........................... 92

Activity: Importing Geography Hierarchy Data for a Country ....................... 93
Activity Solution: Importing Geography Hierarchy Data for a Country ........... 94
Setting Up Validation .............................................................................. 98
Activity: Setting Up Validation for the Country You Imported ...................... 100
Activity Solution: Setting Up Validation for the Country You Imported ......... 101
Activity: Verifying Your Geography Import ............................................... 103
Activity Solution: Verifying Your Geography Import ................................... 104
Importing Geography Reference Data Lesson Highlights ............................ 106

Importing and Setting Up Geography Reference Data: Quiz ........................ 107
Quiz 1 ............................................................................................... 107
Quiz 2 ............................................................................................... 108
Quiz 3 ............................................................................................... 109
Quiz 4 ............................................................................................... 110
Quiz 5 ............................................................................................... 111
Quiz 6 ............................................................................................... 112
Quiz 7 ............................................................................................... 113
Define Custom Enterprise Scheduler Jobs ........................................... 114
Objectives ............................................................................................ 115
Manage Job Definitions .......................................................................... 116
Manage List of Values Sources ................................................................ 117
Reference Resources ............................................................................. 118
Highlights ............................................................................................ 119
Define Enterprise Structures ............................................................... 120
Objectives ............................................................................................ 120
Establishing Enterprise Structures Using Enterprise Structures Configurator . 121
Overview ........................................................................................... 121
What is the HCM Configuration Workbench? ........................................... 122
What are the Benefits of Using the HCM Configuration Workbench? ........... 123
Enterprise Structure Components ......................................................... 124
Enterprise and Divisions ...................................................................... 125
Creating Legal Entities Using ESC ......................................................... 127
Enterprise Configuration Using ESC ....................................................... 128
Creating Business Units in ESC: Key Concepts ........................................ 129
Creating Reference Data Sets in ESC ..................................................... 131
Establish Enterprise Structures using ESC Quiz ....................................... 132
Quiz 1 ................................................................................................................. 133
Quiz 2 ................................................................................................................. 134
iii
Quiz 3 ................................................................................................................. 135

Quiz 4 ................................................................................................................. 136
Activity Introduction: Define the Enterprise Configuration Part 1 ............... 137
Activity: Establishing Enterprise Structures .............................................................. 138
Establishing Enterprise Structures .......................................................................... 140
Establishing Job and Position Structures Using Enterprise Structures Configurator
.......................................................................................................... 147
Overview ........................................................................................... 147
ESC Overview .................................................................................... 148

Determine Job and Position Usage ........................................................ 149
Define Additional Job and Position Attributes at Enterprise ....................... 150
Define Contextual Attributes for Jobs and Positions ................................. 152
The ESC Process ................................................................................. 153
Review and Load Configuration ............................................................. 154
Establishing Job and Position Structures Quiz ......................................... 155
Quiz 1 ................................................................................................................. 156
Quiz 2 ................................................................................................................. 157
Quiz 3 ................................................................................................................. 158
Activity Introduction: Define the Enterprise Configuration Part 2 ............... 159
Activity: Defining the Job and Position Structures ..................................................... 159
Defining the Job and Position Structures ................................................................. 160
Activity: Reviewing the Enterprise Configuration ...................................................... 162
Defining Legal Jurisdictions and Legal Authorities for HCM .......................... 163
Legal Jurisdictions Overview ................................................................. 164
Legal Authorities Overview ................................................................... 165
Legislative Data Groups Overview ......................................................... 166
Defining Legal Entities for HCM ............................................................... 168
Legal Entities Overview ....................................................................... 168
Legal Entity Considerations .................................................................. 170
Legal Entity and its Relationship to Divisions .......................................... 171
Legal Entity and its Relationship to Worker Assignments and Legal Employer172
Legal Entity and Payroll Reporting ......................................................... 173
Legal Entity and Legal Reporting Units................................................... 174
Legal Reporting Units Overview ............................................................ 175
Activity Introduction: Defining a New Legal Entity ................................... 176
Defining a Legal Address ....................................................................................... 179
Defining a Legal Entity .......................................................................................... 180
Define Enterprise Structures Highlights .................................................... 182
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Define Workforce Structures ............................................................... 183

Objectives ............................................................................................ 183
Workforce Structures Task List ............................................................... 184
Defining Enterprise HCM Information ....................................................... 185
Work Day Information ......................................................................... 185
Worker Number Generation.................................................................. 186
Person-Name Languages ..................................................................... 187
Employment Model ............................................................................. 188
Types of Employment Models ................................................................................. 188

Three-Tier Employment Models .............................................................................. 189
Three-Tier Employment Models Explained................................................................ 191
Three-Tier Employment Model Example................................................................... 192
Two-Tier Employment Models ................................................................................ 193
Two-Tier Employment Models Explained .................................................................. 194
Two-Tier Employment Model Example ..................................................................... 195
Using the Two-Tier Employment Model.................................................................... 196
Using the Three-Tier Employment Model ................................................................. 197
Employment Terms Override ................................................................................. 198
Defining Enterprise HCM Information Quiz ............................................. 199
Quiz 1 ................................................................................................................. 199
Quiz 2 ................................................................................................................. 200
Quiz 3 ................................................................................................................. 201
Quiz 4 ................................................................................................................. 202
Quiz 5 ................................................................................................................. 203
Quiz 6 ................................................................................................................. 204
Actions and Action Reasons .................................................................... 205
Demo: Creating Actions and Action Reasons ............................................. 206
Defining Locations ................................................................................. 208
Locations ........................................................................................... 208
Demo: Managing Locations .................................................................. 210
Activity: Creating a Location ................................................................ 212
Creating a Location............................................................................................... 213
Defining HCM Organizations ................................................................... 215
Overview ........................................................................................... 215
HCM Organizations.............................................................................. 216
Multiple Classifications ......................................................................... 217
Review Enterprise Configuration ........................................................... 218
Trees and HCM Trees .......................................................................... 219
v
Organization Trees and ESC ................................................................. 220

Defining HCM Organizations Quiz .......................................................... 221
Quiz 1 ................................................................................................................. 222
Quiz 2 ................................................................................................................. 223
Quiz 3 ................................................................................................................. 224
Activity Introduction: Creating Organizations ......................................... 225
Creating a Division ............................................................................................... 226
Creating a Department.......................................................................................... 227
Creating a Business Unit ....................................................................................... 228

Define Workforce Structures Highlights .................................................... 230
Define Grades, Jobs, Positions, and Worker Directory ......................... 231
Objectives ............................................................................................ 231
Grades, Jobs, and Positions Setup and Maintenance .................................. 232
Defining Grades .................................................................................... 234
Grades .............................................................................................. 235
Grade Steps ....................................................................................... 236
Grades and Sets ................................................................................. 237
How Grades Work with Jobs and Positions.............................................. 238
How Grades Work with Assignments and Employment Terms ................... 239
Activity: Creating a Grade .................................................................... 240
Defining Grade Rates ............................................................................. 243
Grade Rate Values .............................................................................. 244
Lookups for Grade Rates ...................................................................... 245
Adding Rates to Grades ....................................................................... 246
Grade Rates Example 1 ....................................................................... 247
Grade Rates Example 2 ....................................................................... 248
How Grades, Rates, Sets, and Legislative Data Groups Work Together ...... 249
How Grades and Grade Rates Work with Compensation and Payroll .......... 251
Activity: Creating a Grade Rate ............................................................ 252
Defining Grade Ladders ......................................................................... 254
Grade Ladders .................................................................................... 255
Ladders with Grades ........................................................................... 256
Ladders with Steps ............................................................................. 257
Activity: Creating a Grade Ladder ......................................................... 258
Examples of Grades, Rates, and Ladders .................................................. 262
Grades with Steps............................................................................... 263
Grades Without Steps.......................................................................... 264
Grades with Rate Ranges ..................................................................... 266
vi
Grades with Hourly Amounts ................................................................ 267

Defining Jobs and Job Families................................................................ 268
Lookups for Jobs ................................................................................. 269
Basic Details ...................................................................................... 270
Benchmark and Progression Information ................................................ 271
Grades .............................................................................................. 272
Evaluation Criteria .............................................................................. 273
Job Families ....................................................................................... 274
How Jobs and Positions Work with Profiles ............................................. 275

Activity: Creating a Job ....................................................................... 276
Defining Positions ................................................................................. 279
Lookups for Positions .......................................................................... 280
Positions Example: Retail Industry ........................................................ 281
Position Details ................................................................................... 283
Position Trees..................................................................................... 284
Activity: Creating a Position ................................................................. 285
Defining Worker Directory ...................................................................... 287
Define Worker Directory Task List ......................................................... 287
Maintaining Person Keywords ............................................................... 288
Person-Record Keyword Searches ......................................................... 289
Date-Effective Keyword Searches.......................................................... 290
Search Relevance Profile Options .......................................................... 291
Quiz .................................................................................................... 292
Quiz 1 ............................................................................................... 293
Quiz 2 ............................................................................................... 294
Quiz 3 ............................................................................................... 295
Activity Introduction: Workforce Structures .............................................. 296
Instructor Demo: Activity Setup ........................................................... 297
Activity Solution: Hiring an Employee to Test the Setup ........................... 298
Define Grades, Jobs, Positions, and Worker Directory Highlights ................. 300
Define Workforce Profiles ................................................................... 301
Objectives ............................................................................................ 301
Profile Management Setup and Maintenance ............................................. 302
Describe Oracle Fusion Profile Management .............................................. 304
Profile Management Terminology .......................................................... 305
Oracle Fusion Profile Management Integrations ...................................... 306
Configure Talent Profile Settings ............................................................. 308
Profile Management Lookups ................................................................ 309
vii
Profile Management Notifications .......................................................... 311

Profile Management Descriptive Flexfields .............................................. 312
Set Up Talent Profile Content .................................................................. 313
Content Library .................................................................................. 314
Content Types .................................................................................... 315
Free-Form Content Types .................................................................... 317
Content Type Properties ...................................................................... 318
Content Type Relationships .................................................................. 319
Content Subscribers ............................................................................ 320

Demonstration Introduction: Content Types ........................................... 321
Content Items .................................................................................... 322
Demonstration Introduction: Content Items ........................................... 323
Educational Establishments .................................................................. 324
Demonstration Introduction: Educational Establishments ......................... 325
Rating Models..................................................................................... 326
Rating Model Components.................................................................... 327
Rating Models and Model Profiles .......................................................... 328
Demonstration Introduction: Rating Models............................................ 329
Set Up Talent Profiles ............................................................................ 330
Profile Types ...................................................................................... 331
Profile Type Components ..................................................................... 332
Summary Text ................................................................................... 334
Demonstration Introduction: Profile Types ............................................. 335
Instance Qualifier Sets ........................................................................ 336
Settings for Qualifier Sets .................................................................... 337
Demonstration Introduction: Instance Qualifier Sets ............................... 338
Demonstration Introduction: Where Instance Qualifier Sets Are Used ........ 339
Activity Introduction: Creating a New Content Type and Items ................... 340
Creating a New Content Type ............................................................... 343
Creating Content Items ....................................................................... 344
Adding a New Content Type to the Person Profile Type ............................ 346
Example of Adding the Content Section to a Profile ................................. 349
Talent Profile Content Quiz ..................................................................... 351
Quiz 1 ............................................................................................... 352
Quiz 2 ............................................................................................... 353
Quiz 3 ............................................................................................... 354
Quiz 4 ............................................................................................... 355
Quiz 5 ............................................................................................... 356
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Define Workforce Profiles Highlights ........................................................ 357

Define Security for HCM ...................................................................... 358
Objectives ............................................................................................ 358
HCM Security Setup and Maintenance ...................................................... 359
Roles ................................................................................................... 360
Role-Based Access Control ................................................................... 360
Roles Assigned to Users ....................................................................... 362
Role Types ......................................................................................... 363
Abstract Roles .................................................................................... 364

Data Roles ......................................................................................... 365
Job Roles ........................................................................................... 366
Duty Roles ......................................................................................... 368
Data Security ....................................................................................... 370
HCM Security Profiles .......................................................................... 370
Security Profiles in HCM Data Roles ....................................................... 371
Data Role Templates ........................................................................... 373
Predefined Security ............................................................................... 374
The Security Reference Implementation ................................................ 374
Users and Role Provisioning.................................................................... 375
User Accounts .................................................................................... 375
Provisioning Roles to Users .................................................................. 376
Managing Security ................................................................................ 378
Managing Security Using HCM .............................................................. 378
Managing Security Using OIM ............................................................... 379
Managing Security Using APM ............................................................... 380
Quiz: Define Security for HCM ................................................................ 381
Lesson Topic: Quiz 1 ........................................................................... 381
Define Security for HCM Highlights .......................................................... 384
Define Data Security for HCM .............................................................. 385
Objectives ............................................................................................ 385
Describe HCM Data Security ................................................................... 386
HCM Secured Objects .......................................................................... 386
Granting Access to HCM Secured Objects ............................................... 387
HCM Security Profiles .......................................................................... 388
HCM Security Profile Types .................................................................. 389
Predefined HCM Security Profiles .......................................................... 390
ix
HCM Security Profiles Best Practices ...................................................... 391

Manage Organization and Position Security Profiles ................................... 392
Creating Organization Security Profiles .................................................. 392
Organization Security Profiles Key Concepts ........................................... 394
Creating Position Security Profiles ......................................................... 395
Position Security Profiles Key Concepts .................................................. 396
Activity: Creating an Organization Security Profile................................... 397
Activity Solution: Creating an Organization Security Profile ...................... 399
Manage Person and Public Person Security Profiles .................................... 401

Creating Person Security Profiles .......................................................... 401
Person Security Profiles Key Concepts ................................................... 403
Creating Public-Person Security Profiles ................................................. 404
Activity: Creating a Person Security Profile ............................................. 405
Activity Solution: Creating a Person Security Profile ................................ 406
Manage Document Type, LDG, and Country Security Profiles ...................... 407
Creating Document Type Security Profiles .............................................. 407
Document Type Security Profiles Key Concepts ....................................... 408
Managing Legislative Data Group Security Profiles .................................. 409
Managing Country Security Profiles ....................................................... 410
Manage HCM Data Roles ........................................................................ 411
Data Roles Overview ........................................................................... 411
Creating HCM Data Roles ..................................................................... 412
Selecting Security Criteria in an HCM Data Role ...................................... 413
Creating Security Profiles in HCM Data Roles .......................................... 415
Assigning HCM Security Profiles Directly to Job or Abstract Roles .............. 417
Editing HCM Data Roles ....................................................................... 419
Synchronizing HCM Data Roles with Oracle Identity Management ............. 420
Approaches to Creating HCM Data Roles ................................................ 421
Activity: Creating an HCM Data Role ..................................................... 422
Activity Solution: Creating an HCM Data Role ......................................... 424
Describe Role Provisioning ..................................................................... 426
Users and Roles .................................................................................. 426
Provisioning Roles to Users .................................................................. 427
Role Mappings Key Concepts ................................................................ 428
Manage Role Mappings .......................................................................... 430
Provisioning Roles Automatically ........................................................... 430
Activity: Role Mapping to Autoprovision Roles ........................................ 431
Activity Solution: Role Mapping to Autoprovision Roles ............................ 433
x
Provisioning Roles Immediately ............................................................ 435

Provisioning Roles to Other Users ......................................................... 436
Activity: Role Mapping to Provision Roles to Other Users .......................... 437
Activity Solution: Role Mapping to Provision Roles to Other Users ............. 439
Requesting Roles ................................................................................ 441
Activity: Role Mapping for Self-Requestable Roles ................................... 442
Activity Solution: Role Mapping for Self-Requestable Roles ...................... 444
Role-Provisioning Strategies ................................................................. 446
Quiz: Define Data Security for HCM ......................................................... 447

Define Data Security for HCM Highlights .................................................. 455
Define Approval Management for HCM ................................................ 456
Objectives ............................................................................................ 456
Approval Management Overview ............................................................. 457
HCM Approvals Setup and Maintenance ................................................... 459
Managing Task Configurations for Human Capital Management ................... 460
Event Driven Tab ................................................................................ 461
Data Driven Tab ................................................................................. 464
List Builders ....................................................................................... 466
Maintaining the Manager Hierarchy ......................................................... 467
Participant Actions in the Predefined Approval Policies ............................... 468
Notifications in the Predefined Approval Policies ........................................ 469
Managing Approval Groups ..................................................................... 470
Activity: Reviewing Predefined Approval Policies for a Task ........................ 472
Activity Solution: Reviewing Predefined Approval Policies for a Task ............ 474
Define Approval Management for HCM Highlights ...................................... 477
Lesson 5: Defining Common HCM Configuration ......................479
Define Workforce Records ................................................................... 479
Objectives ............................................................................................ 479
Define Workforce Records Task List ......................................................... 480
Defining Availability ............................................................................... 481
xi
How Worker Availability Is Determined .................................................. 481

Primary Work Schedules ...................................................................... 483
Calendar Events ................................................................................. 485
Calendar Event Categories ................................................................... 486
Demo: Managing Calendar Events ......................................................... 487
Demo: Managing Work Schedules ......................................................... 488
Defining Availability Quiz ..................................................................... 490
Instructor Note: All Quizzes and Answers ................................................................ 490
Quiz 1 ................................................................................................................. 491

Quiz 2 ................................................................................................................. 492
Quiz 3 ................................................................................................................. 493
Quiz 4 ................................................................................................................. 494
Creating and Assigning a Work Schedule Activity .................................... 495
Creating a Calendar Event Category ....................................................................... 496
Creating a Calendar Event ..................................................................................... 496
Creating Shifts ..................................................................................................... 498
Creating a Workday Pattern ................................................................................... 499
Creating a Work Schedule ..................................................................................... 501
Assigning a Work Schedule to a Department ............................................................ 502
Adding an Exception to an Employee Work Schedule ................................................ 503
Defining Person Record Values ................................................................ 506
Define Person Record Values Task List ................................................... 506
Person Types...................................................................................... 507
Person Name Formats ......................................................................... 509
Person Lookups .................................................................................. 511
Defining Employment Record Values........................................................ 512
Define Employment Record Values Task List ........................................... 512
Assignment Statuses ........................................................................... 513
Key Decisions for Enforcing Grades at Assignment Level .......................... 514
Employment Lookups .......................................................................... 515
Defining Documents .............................................................................. 516
Defining Documents Task List............................................................... 516
Document Types and Categories ........................................................... 517
Demo: Creating a Document Type ........................................................ 518
Defining Workforce Records Quiz ............................................................ 519
Quiz 1 ............................................................................................... 519
Quiz 2 ............................................................................................... 520
Quiz 3 ............................................................................................... 521
xii
Quiz 4 ............................................................................................... 522

Defining Workforce Records Highlights ..................................................... 523
Define Workforce Business Processes and Events ............................... 524
Objectives ............................................................................................ 524
Define Workforce Business Processes and Events Task List ......................... 525
Defining Checklists ................................................................................ 526
How Can I Create and Track Standard Tasks .......................................... 526
Checklist Template Components ........................................................... 527
Creating a Checklist Template Activity ................................................... 528

Activity Solution: Creating a Checklist Template ....................................................... 530
Checklist Template Allocation ............................................................... 533
Defining Checklists Quiz ...................................................................... 534
Quiz 1 ................................................................................................................. 534
Quiz 2 ................................................................................................................. 535
Quiz 3 ................................................................................................................. 536
Quiz 4 ................................................................................................................. 537
Defining HCM Events ............................................................................. 538
Key Decisions for Events ...................................................................... 538
Key Components of the Event Model ..................................................... 539
Defining Workforce Business Processes and Events Highlights .................... 540
Lesson 6: Define Absences ......................................................541
Objectives ........................................................................................... 541
Overview ............................................................................................. 542
Demo: Recording an Absence ................................................................. 542
Instructor Note: Define Absences Task List............................................... 544
Tasks In the Define Absences Task List .................................................... 545
Absence Types...................................................................................... 546
Absence Types, Categories, and Reasons ................................................. 547
Defining Absences Overview Quiz ............................................................ 548
Instructor Note: All Quizzes and Answers ............................................... 548
Quiz 1 ............................................................................................... 549
Quiz 2 ............................................................................................... 550
Defining General Absences .................................................................. 551
Absence Lookups .................................................................................. 552
Absence Value Sets and Descriptive Flexfields .......................................... 553
Defining General Absences Quiz .............................................................. 554
Instructor Note: All Quizzes and Answers ............................................... 554
Quiz 1 ............................................................................................... 555
xiii
Key Decisions for Absence Lookups and Flexfields ..................................... 556

Defining Absence Plans ....................................................................... 557
Manage Absence Types .......................................................................... 558
Absence Types and Absence Elements ................................................... 558
Absence Balance Maintenance .............................................................. 560
Absence Recording at Person Or Assignment Level .................................. 561
Absence Duration Calculation ............................................................... 562
Absence Processing in Payroll Runs ....................................................... 564
Absence Entries in Statement of Earnings .............................................. 565

Demo: Managing Absence Elements ...................................................... 566
Demo: Managing Absence Types........................................................... 567
Key Decisions for Absence Types .......................................................... 569
Managing Absence Types Quiz .............................................................. 570
Quiz 1 ................................................................................................................. 571
Quiz 2 ................................................................................................................. 572
Quiz 3 ................................................................................................................. 573
Quiz 4 ................................................................................................................. 574
Quiz 5 ................................................................................................................. 575
Creating an Absence Element and Absence Type Activity ......................... 576
Creating an Absence Category and Accrual Category ................................................ 578
Creating an Absence Element ................................................................................ 579
Creating an Absence Type ..................................................................................... 581
Test Your Setup by Recording an Absence ............................................................... 582
Manage Accrual Plans ............................................................................ 584
Key Terminology in Accrual Plans .......................................................... 584
Components That Comprise an Accrual Plan ........................................... 585
Accrual Start Date Rules for New Hires .................................................. 586
Accrual Term Type .............................................................................. 587
Accrual Ineligibility Period .................................................................... 588
Accrual Formulas ................................................................................ 589
Gross Accrual Maintenance .................................................................. 590
Accrual Bands .................................................................................... 591
Net Accrual Calculation ........................................................................ 592
Demo: Managing Accrual Plans ............................................................. 593
Components That an Accrual Plan Generates .......................................... 595
Key Decisions for Accrual Plans............................................................. 596
Managing Accrual Plans Quiz ................................................................ 597
xiv

Quiz 1 ................................................................................................................. 599
Quiz 2 ................................................................................................................. 600
Quiz 3 ................................................................................................................. 601
Quiz 4 ................................................................................................................. 602
Quiz 5 ................................................................................................................. 603
Creating an Accrual Plan Activity........................................................... 604
Creating an Accrual plan ....................................................................................... 605
Test Your Setup by Enrolling an Employee in an Accrual Plan ..................................... 607

Defining Absences Highlights .............................................................. 608
Lesson 7: Appendix .................................................................611
Define Help Configuration ................................................................... 612
Objectives ............................................................................................ 613
Set Help Options ................................................................................... 614
Set Help Options Demonstration ........................................................... 615
Assign Help Text Administration Duty ...................................................... 616
Manage Help Security Groups ................................................................. 617
Manage Help Security Groups Demonstration ......................................... 618
Reference Resources ............................................................................. 619
Highlights ............................................................................................ 620
Define Flexfields.................................................................................. 621
Flexfield Concepts ................................................................................. 622
Value Sets ........................................................................................... 626
Descriptive Flexfields ............................................................................. 628
Extensible Flexfields .............................................................................. 629
Extensible Flexfield Example ................................................................ 630
Key Flexfields ....................................................................................... 632
Tips for Managing Key Flexfields ........................................................... 634
Flexfield Implementation Flow ................................................................ 635
Flexfield Reference Resources ................................................................. 637
Define Profile Options ......................................................................... 638
Profile Options ...................................................................................... 639
Profile Option Categories........................................................................ 640
Profile Option Levels and Values ............................................................. 641
Define Lookups ................................................................................... 643
Key Concepts ....................................................................................... 644
Manage Lookups ................................................................................... 646
Define Document Sequences ............................................................... 647
xv
Document Sequence.............................................................................. 648

Document Sequence Types .................................................................... 649
Document Sequence Categories .............................................................. 650
Document Sequence Assignment ............................................................ 651
Review Question 1 ................................................................................ 652
Review Question 2 ................................................................................ 653
Review Question 3 ................................................................................ 654
Review Question 4 ................................................................................ 655
Oracle Fusion Reporting and Analytics ................................................ 656

Oracle Fusion Watchlist ....................................................................... 657
xvi
Lesson 1: Workforce Deployment Course Overview

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

1. Identify the purpose of this course
2. Describe the course training approach
3. Describe Oracle Fusion Applications

4. Describe Workforce Deployment
5. Describe the Deployment Options for Oracle Fusion Applications
Copyright 2012 – All rights reserved. 1

Course Objectives
After completing this course, you should be able to:
 Identify the key concepts of Workforce Deployment that determine a

successful implementation

 Use Oracle Fusion Functional Setup Manager (FSM) to implement
Workforce Deployment
 Test your setup by entering data and performing common Workforce
Deployment processes
 Set up common HCM components, including geographies, enterprise
structures, workforce structures, and enterprise scheduler jobs
 Set up Oracle Fusion Profile Management
 Review security reference implementation data for HCM and define data
security for HCM
 Define approval management
 Set up workforce records
 Define workforce processes and events
 Set up absence types and absence plans
2 Copyright 2012 – All rights reserved.

Course Schedule
Copyright 2012 – All rights reserved.

3

Course Approach
A lesson in this course will begin with your instructor presenting important
concepts related to implementing Workforce Deployment. The lesson may also
include one or more of the following activities:

1. Complete an activity by performing a task in FSM
2. Discuss key decisions and best practices
3. Complete quiz or knowledge assessment task
In this course the instructor:
1. Presents introductory concepts

2. Provides assistance when performing implementation tasks
3. Provides review sessions as needed

Hands-On Activities
To complete hands-on activities in the class, you will perform Workforce Deployment
setups by working through the steps in the Workforce Deployment configuration task list
in FSM.

Functional Setup Manager Implementation Project List

Oracle Fusion Implementation Resources
Classroom Resources:
 Oracle Fusion Workforce Deployment Implementation Student Guide (this guide)

 Oracle Fusion Applications Help
 Instructor

 Other Students
Related Resources:
 Getting Started with Oracle Fusion Applications: Oracle Fusion Human Capital
Management On-Premise Implementations [ID 1395863.1]
 Oracle Fusion Workforce Deployment Implementation Guide
 Oracle Fusion Applications Information Technology Management, Implement
Applications Guide
Recommended Resources:
 Oracle Fusion Applications Documentation Information Center [ID 1382875.2]

 Oracle Fusion Technology Library on OTN
(http://www.oracle.com/technetwork/documentation/index.html#fusion_applicatio
ns)
Related Oracle University Courses:
This course provides a high-level overview of functionality that is reviewed in greater

detail in other Oracle University courses:
 Oracle Fusion Applications functional training (course titles TBD)

 Oracle BI Publisher 11g R1: Fundamentals
 Fusion Applications: Extend Applications with ADF
 Fusion Applications: Security Fundamentals
 Fusion Applications: Install and Configure Identity Management
 Fusion Applications: Payroll Implementation (US) or Fusion Applications: HCM:
Core HR & Payroll
Note: Flexfields and extensibility will be included in a separate course (course title TBD)

Instructor Demonstration Introduction: Exploring

Oracle Fusion Applications Help
Demonstration Background

You can access all user assistance documentation for Oracle Fusion Applications from
the application. User assistance includes:
 Contextual assistance on applications pages, which you access by hovering over

an icon or field, or clicking in a field.
 The Oracle Fusion Applications Help Portal, which contains several browsing and
search tools to assist you in finding relevant topics as well as functional and
implementation guides.
Think of these two approaches to user assistance as embedded learning tools.
Demonstration Scope
Using Oracle Fusion Applications Help, you can find more information about the setup
tasks covered in this course.
 Go to the Manage Absence Types page and review the contextual help.
 On the Manage Absence Types page, click Create to review additional types of
contextual help.
 Identify and use the primary ways to access Oracle Fusion Applications Help.
 Use the Search by Functional Setup navigator to find Workforce Deployment.
 Search for absences and view the retrieved topics.
 Use the Guides link to identify what guides are available.

Instructor Demonstration: Exploring Oracle Fusion

Applications Help
Solution: Instructor Demonstration: Exploring Oracle Fusion Applications Help
Step Act ion
1. Start on the Home work area, Welcome tab.

Click the Navigator link.
2. Click the more... >> link.
3. Click the Setup and Maintenance link.
4. Locate the Manage Absence Types task.
Click the Assigned Implementation Tasks tab.

5. Begin by locating your implementation project.
Click the Project list.

6. Click the HCM V1GA Projects list item.
7. Click the Search button.
8. Click in the Task field.
9. Enter the desired information into the Task field. Enter "Manage Absence Types".
11. Click the Go to Task button.
12. On the Manage Absence Types task page, click Create
Click the Create button.
13. This type of help provides:
* Brief, contextual help for a page or region
* Links to nonembedded help related to that page or region.
Pointing to a link will provide a brief summary of the topic. Clicking one of the links opens
the topic in Oracle Fusion Applications Help.
Click the Help button.

14. The application displays the topics that are linked to the current page.

Click the Absence Duration Calculation: Critical Choices link.

15. The Oracle Fusion Applications Help Portal opens, with the topic that you selected.
Close the browser tab to return to the Oracle Fusion Application tab.
16. Click the Close button.
17. This type of help provides a definition of the prompt or label for the user interface
component.

Point to the Allows updates to absence duration link.
18. Point to the Allows recording absences at person level or assignment level link.
19. Return to the Help Portal to explore more search options for help topics.
Click the Absence Duration Calculation: Critical Choices tab.

20. The Oracle Fusion Applications Help Portal appears.
You can review the current topic, and if this topic doesn't answer your question, you can
click the Search tab to search for more topics.
21. Click the Search tab.
22. The Oracle Fusion Applications Help Portal displays all of the topics related to the Define
Absences group of tasks.
23. In Oracle Fusion Applications Help, you can read more about the setup tasks covered in
this course.
There are several Search by... navigator panels. In this course we are most interested in
the Search by Functional Setup navigator.
Click the Show this panel link.
24. Click the Offerings link.
25. Click the Workforce Deployment link.
26. Click in the Search field.
27. You can narrow your search using keywords.
Enter the desired information into the field. Enter "absences".

29. All topics that have the word "absences" in them are displayed.
30. You can also find guides in the Oracle Fusion Applications Help Portal.

Click the All link.

31. Click the Guides link.
33. All guides for the Workforce Deployment offering are displayed.
34. You can return to the application page by selecting the tab for the page.
Click the Overview - Setup and Maintenance - Oracle Applications tab.

35. Contextual page-level and Oracle Fusion Applications Help user assistance supports your
learning, and is never more than a few clicks away!

Oracle Fusion Applications Overview
Designed from the ground up, using the latest technology advances and incorporating
best practices gathered from thousands of customers, Oracle Fusion Applications are
completely open, service-enabled enterprise applications. Oracle Fusion Applications
also feature best-in-class user-interface designs and workflows that optimize usability
and deliver business value.

Oracle Fusion Applications

Oracle Fusion Applications Terminology Foundation
This section discusses the following terms and concepts within Oracle Fusion
Applications:
 Home Page

 User interface shell
 Dashboards
 Worklist
 Navigation
 Work areas
 Recent items
 Oracle Fusion Applications terminology

Home Page
All functionality revolves around the Oracle Fusion Applications Home Page:

Oracle Fusion Applications Home Page

User Interface Shell

Each page can be divided up into components. The instructor will refer to these areas
when navigating within a page.
This is an example of the main components in the Oracle Fusion interface:

Dashboard
Oracle Fusion dashboards provide the following:
 Information summaries: view of the big picture as well as prioritization

 Information monitoring: quick action and further exploration
The main dashboard within Oracle Fusion is the Welcome dashboard, or Fusion Home,

which is a collection of dashboards. In addition to Fusion Home, two other types are
available:
 Transaction dashboards: contain content that is core to one or more business

processes
 Business intelligence (BI) Dashboards: contain content that is complimentary to
one or more business processes
This is an example of the Human Resources dashboard, which is a transaction
dashboard:

16

Worklist
The Worklist is a list of all currently open tasks for a given user across all Oracle Fusion
Worklist servers. The tasks are
system-generated human tasks managed by BPEL / Human Tasks workflows.

Example of a Worklist

Navigation
During an implementation, you will use the Functional Setup Manager (FSM) to access
implementation tasks. You can access the FSM using the following methods:
 From the Administration menu, select Setup and Maintenance

 From the Navigator menu, select the more... link, then Tools, and then Setup
and Maintenance
Within the Setup and Maintenance work area, use one of the following methods to

search for the implementation task you want to perform:
 Enter the task name in the Name field in the Search: Tasks pane
 Search for the task on the Assigned Implementation tasks tab
 Search for the task on the All Tasks tab

Work Areas
A work area is a grouping of similar tasks. For example, the Workforce Structures work
area includes tasks for creating and managing departments, jobs, and other workforce
structures.

Navigator menu>Workforce Structures

Recent Items
The Recent Items menu enables users to return to flows that have been recently
accessed, usually within, but not limited to, a single session.

Recent Items menu

Oracle Fusion Applications Terminology

This topic discusses the following Oracle Fusion Applications terminology:
 Data sharing
 Business units
 Effective dates

Data Sharing
You can set up data sharing across your organization using sets. Sets are:
 Used for partitioning reference data into smaller portions, or sets

 Can be assigned to different business units (organizations within your enterprise)
 Also known as Reference Data Set

The Oracle Fusion HCM objects that are set enabled are:
 Departments
 Locations
 Jobs
 Grades

Business Units
Business Units:
1. Offer your organization a flexible structuring device through which you can
implement Oracle Fusion HCM, based on how your business is organized
2. Are always associated with a SetID, which determines values in control tables to
which a business unit has access

Effective Dates
Effective dates:
 Enable the system to maintain history on data

 Specify when data goes into effect
 Ensure that data is valid at a given point of time

Oracle Fusion Deployment Options

Depending on the needs of your enterprise, you can select one of several deployment
options.
This figure illustrates the various deployment options:

Workforce Deployment Overview
This section provides a high-level introduction to Workforce Deployment:
1. Integrations of Workforce Deployment with other applications that you

need to consider during implementation.

2. Activities in the Workforce Deployment business processes that can be
performed when the setup is complete.
3. Any "Big Picture" key concepts that must be considered before you begin.

Workforce Deployment

The workforce deployment business process area enables you to align resources and
people with business objectives, and enter and maintain information related to people,
employment, and work structures. The process also includes full service payroll
offerings for core payroll and localizations, which is covered in a separate course.
Define Common Applications Configuration

These lessons enable you to learn how to set up definitions used across offerings,
typically applying to multiple products and product families.
Define Common HCM Configuration

In these lessons, you will learn how to set up objects that apply to multiple products
within the HCM product family. These include workforce records, such as person record
values, employment record values, documents, and availability. The lesson also covers
information on checklists and events.
Define Absences

This lesson covers tasks that enable you to manage the definitions required for
recording and processing absences, accrual plans, and entitlement plans.

Oracle Fusion Human Capital Management (HCM)

Overview
Oracle Fusion Human Capital Management covers the three primary business
processes of managing human capital.

This course focuses on the Global Human Resources area of the Workforce
Deployment business process.

30

Lesson 2: Getting Started with an Implementation
This lesson introduces the initial activities in an Oracle Fusion Applications

implementation:
1. Preparing Oracle Fusion Applications for:

- User management
- Configuration

- Role management
2. Synchronizing users and roles in the Lightweight Directory Access Protocol
(LDAP) with Oracle Fusion Human Capital Management (HCM)
3. Creating implementation users
_______________________________________________________
NOTE: These steps are performed after installation and provisioning, and before setting
up enterprise structures and implementing projects. Between preparing users and
synchronizing users and roles from LDAP, your enterprise needs to configure offerings
and set up task lists. Between synchronizing users and roles from LDAP and setting up
enterprise structures, your enterprise needs to create initial implementation users.

Objectives
After completing this lesson, you should be able to anticipate actions required before
beginning an implementation by understanding what is involved in:

 Setting up implementation users
- Preparing the Oracle Fusion Applications super user for user management and
configuration
- Preparing the IT Security Manager job role for user and role management
 Defining implementation users
This lesson does not cover:
 Generating a functional setup task list before implementing users

 Defining users after setting up basic enterprise structure

Overview of Getting Started
In Oracle Fusion Applications, you manage users and security through Oracle Fusion
Human Capital Management (HCM) user management flows, which are included in
each of the offering task lists. However, the HCM task flows require that enterprise
structures have been set up, and yet to add users who can set up enterprise structures

you need to have set up HCM. Therefore, you need to create one or more initial
implementation users who have the access needed for.
 Implementation project management

 Initial enterprise structures management
 User management
For a standard, full implementation of Oracle Fusion Applications, the initial activities
are as follows:


1. The Oracle Identity Management System Administrator user prepares the Oracle
Fusion Applications super user for user management and configuration tasks.
2. The Oracle Identity Management System Administrator user provisions the IT
Security Manager job role with roles for user and role management.
3. The Oracle Fusion Applications super user synchronizes LDAP users with HCM
user management so that users can be provisioned with roles through HCM.
4. The Oracle Fusion Applications super user signs in to Oracle Fusion Applications
and performs the Create Implementation Users task to create one or more IT
security manager and administrator users provisioned with security
administrative entitlement.
5. The newly created IT Security Manager user signs in to Oracle Fusion
Applications and performs the Create Implementation Users task to create
implementation project managers.

6. The newly created IT Security Manager user signs in to Oracle Fusion

Applications and performs the Create Implementation Users task to create users
for enterprise structure setup, and creates a data role for HCM setup and
provisions that role to the enterprise structure setup users.
The procedures named in this lesson for getting started are presented in Getting Started
with Oracle Fusion Applications: Common Implementation. You can find this document
(ID: 1387777.1) on My Oracle Support, https://support.oracle.com.

Getting Started Highlights
In this lesson, you should have learned about:
1. Preliminary tasks for creating implementation users

2. Tasks required so your enterprise can get started with an implementation

Lesson 3: Introducing Functional Setup Manager

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

 Describe Oracle Fusion Functional Setup Manager
 Browse and configure offerings
 Use implementation projects
 Perform setup tasks

Lesson Agenda
Oracle Fusion Functional Setup Manager provides for rapid and efficient
planning, configuration, implementation, deployment, and ongoing maintenance
of Oracle Fusion Applications through self-service administration. For clarity, this

lesson is divided into four major sections:
1. Overview of the Functional Setup Manager

2. Browsing and Configuring Offerings
3. Overview of Implementation Projects
4. Performing Setup Tasks

Overview of the Functional Setup Manager
Oracle Fusion Functional Setup Manager concepts introduced in this section:
 Implementation Overview
 Implementation Objects

 Setup Data Import and Export
 Application Management

Offerings, Options and Features

In the example shown here:
 The offering is Workforce Deployment.

 An option within that offering is Absence Management.
 A feature within the offering is Maintain Common Reference Objects.
You create your implementation project by selecting offerings, options and features. An
offering contains all of the tasks required to implement the top level business process.
Within an offering, there may be one or more options that represent optional business
processes possible within that offering. Features are used to define the business rules
for the implementation and how the transactions of the corresponding business process
work. Features can be available for offerings, options or even other features.
By selecting the combination of offerings, options and features, the list of appropriate
setup tasks list is dynamically generated by Functional Setup Manager. Scope, as used
in Oracle Fusion Functional Setup Manager, refers to an object that allows a task list to
be executed repeatedly. An example of a scope value is Business Unit.

Implementation Job Roles

The following job roles are required to access information within Oracle Fusion
Functional Setup Manager:
 Application Implementation Manager

 Application Implementation Consultant
_______________________________________________________
Users with these roles can:
 Access the Getting Started Page: This page outlines the implementation
process flow and presents the Offerings available.
 Configure Offerings: Define the parameters of the implementation by selecting
the options and features to be implemented for each offering.
Some read-only functionality can be accessed even if these roles are not assigned.

42

Implementation Task Flow

Oracle Fusion Functional Setup Manager is the application used to perform the setup
tasks required to complete the implementation of Oracle Fusion
Applications. The application implementation process includes both manual activities
and activities executed within the Setup and Maintenance work area within Oracle
Fusion Applications.
 Plan: The process of gathering business requirements and comparing them to

the offerings available to determine what to implement. This is a manual step.
 Install: The process of installing Oracle Fusion Applications. This is not
performed with Oracle Fusion Functional Setup Manager.
 Configure: The process of selecting the offerings, options and features to
implement. The selections made during the configure process determine the
task lists dynamically for implementation.

 Implement: The assigning of tasks and due dates as well as executing tasks and
reporting status.
 Export: Optional and outside the scope of this course, save the configuration
setup data from one environment in order to import it into another environment.

Functional Setup Manager Terminology
Terminology
Oracle Fusion Functional Setup Manager utilizes some specific terminology to refer to
its own functionality:

 Offering: Highest level grouping of Oracle Fusion Applications functionality and
is typically the starting point for configuration decisions.
 Option: Optional functionality that is part of an offering but is not required for an
offering to be operational.
 Feature: Unit of functionality that is part of an offering or option and identifies a
rule for a specific business process.
 Implementation Project: Defines the scope of what to implement. It includes
one or more offerings.
 Task List: List of sequenced setup tasks required to enable business
functionality
 Scope: Sets the context of the task list and the setup data to export and import.
 Configuration Package: The implementation project structure plus the setup
data. This can be exported then imported into another instance.

Browsing and Configuring Offerings
In this section, you will learn how to browse and configure offerings. The
following topics are included:
 Gathering implementation requirements for offerings

 Viewing FSM provided reports and documents
 Selecting options for an offering
 Selecting feature choices

Gathering Implementation Requirements for Offerings
Before you begin your implementation, there are several tasks you need to
perform.

Some of these tasks are manual tasks and utilize the software from a reference
perspective. For example, gathering functional requirements for the implementation
and comparing those requirements to the offerings available.
Task Flow
 Business Implementation Requirements are manually gathered.

 The Oracle Fusion Functional Setup Manager Getting Started page is utilized to
review various reports providing information about the multiple Oracle Fusion
Offerings available. This allows the Implementation Manager to determine which
Offerings are appropriate for this implementation.
 The Configure Offerings functionality is used to select the Offerings and
Options required to implement the appropriate functionality satisfying the
business requirements.

Using the Getting Started Page
The Getting Started page presents information about the Offerings available for
implementation, allowing the implementer to compare the business requirements to the
available functionality of Oracle Fusion Applications.

Standard Reports
The various reports provide more detailed information about what type of transactions
and functionality are available within each of the offerings. Reports related to each
offering are available as HTML, PDF and Excel documents. Available reports include:
 Offering Content Guide

 Associated Features
 Setup Task Lists and Tasks
 Related Business Objects

50

Related Enterprise Applications

Viewing FSM Provided Reports and Documents

Offering Content Guide:
 Describes the detailed contents of the Offering for the current version of the
application.
 Provides a functional description of the components of the Offering. Reviewing
this document provides an understanding of what functionality the Offering
provides.

Associated Features Report:
 Displays the Options and Features for the Offering used for detailed application
configuration decisions.
 Displays a list of features available with the Offering, including what level the
feature is associated with, as well as the choices available are also displayed.
 Depicts the dependency between the offerings and their options and features.
Setup Task Lists and Tasks Report:
 Lists the Tasks and Task Lists for an Offering, related to application
configuration.
 Displays the setup tasks required to implement the functionality available in the
Offering.
Related Enterprise Applications Report:
 Lists the Enterprise Applications the Offering requires for functional setup and
transactional tasks.
 For the selected offering, specifies the application required based on transaction
type.
Related Business Objects Report:
 Lists the Business Objects that the Offering uses. All Business Objects for the
Offering are listed, along with the applicable web service used for the export and
import process.

Demonstration: Browsing Offerings
Instructor Demonstration: Browse offerings in Oracle Fusion Functional Setup

Manager.

Find and view the description for the Workforce Deployment offering. Select and view
the Excel data sheet for the offering.
Demonstration Steps:
1. Click the Getting Started link from the Setup and Maintenance Overview page.
2. The Getting Started page lists all Fusion offerings and allows users to analyze
implementation requirements. All Fusion roles that have access to the Setup and
Maintenance workspace have permission to access this page. This includes
Application Implementation Consultants, Application Implementation Managers
and all Application Administrator roles such as Customer Relationship
Management, Application Administrator, Financial Application Administrator, and
so forth.
3. Point to an offering to view a description of it. Point to the Workforce
Deployment icon.
4. A description of the offering is displayed. Click the Workforce Deployment icon
or View Related Documents in the popup.
5. The Offering Content Guide describes all processes related to this offering.
6. Associated Features shows a list of features and functionality of this offering that
can optionally be implemented.
7. Setup Task Lists and Tasks shows a complete list of all setup tasks, including
prerequisites that should be performed to make this offering ready for
transaction.
8. Related Business Objects shows a complete list of all setup data, including
prerequisites that should be entered for this offering.
9. Related Enterprise Applications shows a list of all J2EE applications required to
setup this offering.
10. These predefined reports are available as PDF, HTML or Excel documents. To
view any of the reports, click on the appropriate icon.

11. Click the View as Excel button.

12. Click the Open button.
13. The report is displayed in the chosen format. Click the Close button.
14. Click the Done button.
15. Click the Done button to return to the Setup and Maintenance Overview page.

Configuring Offerings
Configuring Offerings
 After reviewing all of the available offerings and printing or reviewing appropriate
reports, use the Configure Offerings page to select the offerings, options and
features to be implemented.

 Select the offerings and drill down to view its options to implement. If an offering
is selected, but none of its options, only the basic tasks needed to implement the
base functionality for the offering are included in the task list generated for this
offering.
 Only the offerings and options selected during this process are available when an
implementation project is later created by the implementation manager.
 The Configure Offerings page can be updated at a later date, particularly if
offerings are implemented with a phased approach.
Selecting Feature Choices
Features are associated to some offerings or options. Each feature provides two or
more choices. The valid selection types for choices are:
 Yes/No: indicates to include or to exclude a functionality

 Single choice: Choices are mutually exclusive
 Multiple choice: can have multiple choices selected
Note: Additional features may appear if any dependency has been defined and the
corresponding feature choice has been selected.

Overview of Implementation Projects
This section describes how to create and manage an implementation project. The
following topics are included:
 Implementation project task flow

 Create implementation projects
 Manage task lists and tasks in an implementation project
 Add resources to an implementation project and assign tasks
 Track implementation project status
Use Manage Implementation Projects to:
 Create a container to group the functionality that is intended for implementation.

The Implementation Project contains all of the Task Lists and Tasks required to
implement the selected functionality. When creating an Implementation Project,
the target functionality is selected, based on all of the functionality that has been
made available for the instance.
 Modify Task Lists and Tasks for non-standard functionality.
For example, some tasks may be applicable to certain industries and not for
others. Tasks and Task Lists can be modified to streamline for specific
requirements.
 Assign tasks to individuals and establish due dates.
 Attach notes or URLs directly to a Task or Task List.

Implementation Manager Responsibilities
The Application Implementation Manager job role has two broad responsibilities:

 Creating Implementation Projects: Selecting and configuring the offerings that
will be used for a specific implementation project, and then creating that project.
 Monitoring the Implementation: Viewing the implementation project from both
an overview and detailed perspective. From an overview perspective, reports
and drill down capabilities are available to review status and assignment
information. Implementation Project tasks are assigned, due dates established
and collaborative documents are attached to tasks, if applicable.

Understanding the Implementation Project Page
Based on the Offerings and Options selected for the Implementation Project, the Task
List is dynamically generated for only those Offerings and Options. The lists also
include any prerequisites for the functionality to implement.

Task lists are notated by folders with their related tasks, or other task lists, displayed
below. An asterisk (*) indicates that a task or task list is required. The columns indicate:
 Go to Task: Navigate to a task that is assigned to you

 Status: Displays the current status of the task. The status of a task or task list
can be Not Started, In Progress, Completed, Execution Frozen, or Completed
with errors.
 Predecessor Tasks: If any task or task list has another required task needed,
before it can be completed, the other task is listed as a Predecessor Task. The
name of the Predecessor Task is displayed when the mouse is moved over the
number in that column. If there are multiple predecessor tasks, all are listed.

 Assigned To: Displays the user or role to whom the task is assigned.
 Notes: If there are notes associated to the task, a number is displayed. Clicking
on the number displays the note window.
 View Reports: Click the icon in the “View Reports” column to see any of the
reports available for the task list. Refer to Tracking Project Status later in this
lesson.

Adding Resources to an Implementation Project and

Assigning Tasks

Assigning Tasks
 To assign tasks and task lists to individuals, select the task list or task to be
assigned.
 Then use the Actions drop down to select Assign Tasks or click the related
button. You can either assign the same users and due dates to all tasks in a task
list or assign individual tasks to a specific user.
 Multiple tasks and/or task lists can be selected if the same assignments apply.
Managing Assigned Tasks

The Assign Tasks pop up window appears when the Assign Tasks option is selected
from the Implementation Project page.
 Tasks: The name of the Task List or Task to which users are being assigned.
This is display only, based on the row highlighted on the Implementation Project
page.
 Assign same due date to all users: Check box to enable if all of the Task Lists
and Tasks selected should be assigned the same due date, for all users
assigned to the tasks.
 Due Date: Date the Task List or Task selected is due. A date selection box is

available to the right of the field.
 Notes: Text notes to be assigned with this assignment action. These notes are
stored as Attachments associated to the Task List or Task.
NOTE: In the Assigned Users region, the names of the users already assigned are
displayed. More users can be added, or existing users can be deleted.

Viewing Task List and Task Reports

Click the icon in the “View Reports” column to see any of the reports available for the
task list.
All reports can be output to HTML, PDF or Excel (csv). The available reports are:
 Setup Task Lists and Tasks: Displays the setup tasks required to implement
the functionality for the selected level within the displayed hierarchy. It displays
the task name, description of the actions addressed by the task, the associated
product, if the task is required or conditional, the associated enterprise
application and the associated business objects.
 Related Enterprise Applications: For the selected offering, this report specifies
the application required based on transaction type. The report displays the

related enterprise applications, what type of tasks (setup or transactional) and

the end point URL to access the task.
 Related Business Objects: All Business Objects for the Offering are listed,
along with the applicable web service used for the export and import process.
The report displays the Business Object, associated product and enterprise
application, and the related Web Service.

Performing Setup Tasks
In this section, you will learn how to perform setup tasks. The following topics are
included:
 View assigned implementation projects and tasks

 Complete tasks in the appropriate sequence

Performing Setup Tasks Flow

Application Implementation Consultant or functional user is responsible for:
 Implementing Assigned Setup Tasks: by invoking the setup screens required

by the various business processes being implemented. The setup screens
transfer you to the location in Workforce Development where the setup tasks can
be performed. Once the data is entered, you are returned to the Setup and
Maintenance work area to either update that task's status or to execute the next
task.
 Monitoring Task Implementation: by reviewing the tasks assigned specifically
to you. The status is also reported on this page and collaborative documents are
linked if applicable.

Viewing and Performing Assigned Implementation

Projects and Tasks

Using the Setup and Maintenance Overview Landing Page.
Depending on your role, you will see some or all of the following tabs on the landing
page:
 Implementation Projects: Use this page to view and manage details of

implementation projects.
 Assigned Implementation Tasks: Use the Assigned Implementation Tasks tab
to view and process any tasks that are assigned to you.
 All Tasks: For Implementation Managers, all of the tasks within each
Implementation Project are displayed. For the Implementation Consultant
(functional user) only the implementation tasks assigned to you are displayed
and accessible.
 You can filter the task list shown by Implementation Project, Status and Due
Date.
Completing Assigned Tasks
 All of the tasks assigned to the functional user (Implementation Consultant) are
accessible from a single page.
 Clicking the Go to Task icon invokes the set up page you use to perform the task
in Workforce Deployment.
 After you have finished performing the task and click the Done button, you are
returned to the Assigned Tasks page in the Setup and Maintenance work area.

Completing Tasks in the Appropriate Sequence
Understanding Predecessor Tasks

 Predecessor tasks are tasks that should be completed before the current task is
processed because there may be a setup data dependency.
 When you attempt to perform a task, if there is a predecessor task, a warning is
displayed based on the current status of the predecessor tasks. The current
status should be at least the same as the recommended status defined for the
predecessor task.
 Once you identify the predecessor tasks that caused warnings, if you have the
appropriate role to perform the predecessor tasks, you can go back and perform
them, or you can attempt to perform the original task again.

Creating a Workforce Deployment Implementation

Project Activity
Activity: Create an implementation project.

Background
Infusion Corporation has completed installing Fusion. The next step is to select the
offerings, options, and features to implement. As the Implementation Consultant for the
Workforce Deployment implementation project, you must configure the workforce
deployment offering.
Assumptions
 Replace XX with your terminal number or initials as indicated by your instructor.

 You must have access to an Oracle Fusion Application InFusion database or
comparable training or test instance at your site on which to complete this
practice.
Scope:
Create an implementation project XXWorkforce Deployment and include the following

offerings under workforce deployment:
 Absence Management
 Human Resources Business Intelligence Analytics

Activity Solution: Creating an Implementation Project

Solution: Activity Solution: Creating an Implementation Project
Step Act ion
1. Click the Administration menu.

2. Click the Setup and Maintenance... menu.

3. Click the Implementation Projects tab.
4. Click the Create button.
5. Enter the desired information into the Name field. Enter "XX Workforce Deployment".
6. Press [Tab].
7. Enter the desired information into the Description field. Enter " Implementation Project".
8. Click the Next button.
9. Click the Expand icon next to Workforce Deployment.
10. Click the Include option.
11. Include the Absence Management offering.
Click the Include option.

12. Include the Human Resources Business Intelligence Analytics offering.
13. Click the Save and Open Project button.
14. Click the + button before the Expand tree item.
15. Select the Workforce Deployment row.
16. Click the Assign Tasks button.
17. Click the Select and Add button.
18. Click in the User ID field.
19. Enter the desired information into the User ID field. Enter "curtis.feitty".
21. Click the cell.
23. Click the Save and Close button.
25. Click the Assigned Implementation Tasks tab.

26. Click the Project list.

27. Click the XX Workforce Deployment list item.
29. You have created an implementation project and assigned tasks to yourself.

Lesson Highlights
In this lesson, you should have learned how to:
 Describe functional setup manager

 Browse and configure offerings

 Use implementation projects
 Perform setup tasks

Lesson 4: Defining Common Applications Configuration for HCM
Lesson 4: Defining Common Applications

Configuration for HCM
Importing and Setting Up Geography Reference Data
Objectives
This section explains how to set up geography reference data using the tasks in
the Define Geographies task group. By the end of the lesson, you should:

 Understand basic geography reference data concepts
 Know how to import geography reference data
 Understand the functions of a file-based import
 Understand how to set up address validation for your cloud application

Address Validation

Address Validation
On the Web interface, you can enable the lists of values for selected fields to validate
address entry. For example, for the U.S., you can enable the lists of values for City,
State, and ZIP Code (postal code). Users can either select the value or enter the
correct value manually.
If you license the Oracle Fusion Data Quality Address Cleansing module, users can
validate the entire address, including the street address, by clicking the Verify Address
button on the Web interface. (The Verify Address button is the page icon with a check
mark under the address.)
Note: Real-time address validation has not been extended to include mobile devices or
Outlook. If you want to validate addresses entered in either of these, then you can do so
by processing the entered addresses in the address cleansing module.

Geography Model Concepts

Here are a few concepts that will help you with your setup:
 Geography: Any geographical region with a boundary around it, no matter what
its size, such as Kerala (a state), Russia (a country), San Francisco (a city),
Miami-Dade (a county), or Minato-ku (a ward in the city of Tokyo).
 Geography Type: The name given to a type of geographical region, for example,
a country, state, province, county, or city.
 Geography (or Country) Structure: Defines the structure of the data you are
creating for the country. It specifies the geography types that you must have for
your addresses and territories for that country and how they are organized.
Different countries use different geography types and different structures. In the
U.S. you must include cities and states. In Japan you must include prefectures,
municipalities, districts, and wards.
 Geography Hierarchy or Country Hierarchy: The hierarchy of the geographies
for a country based on the geography structure.

Implementation Considerations

For data integrity reasons, you cannot add new geography structures or modify existing
ones after you import your geography hierarchy, so before importing you should
consider the following:
 Make sure that you include in your geography structures all the possible
geography types your applications may need. Different applications might 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 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 seeded address styles for the countries you are
going to be importing and modify them as required. The address styles indicate
the required elements of a street address or a 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.
 The source and reliability of the geography data you are about to import.

Geography Structure Tips
 Using the Manage Geography Structure page, you can add additional
geography types to the bottom of your country structure.
 Provided you have not yet uploaded the geography hierarchy, you can also add
additional geography types in the middle of your structure. (To do so, you must
first delete all the geography types below the insertion point, insert the one you

missed, and then add the geography types you deleted.)

Do I Enter Data or Import It?
To build the geography reference data for a country, you must have the following:
 The structure

 The geography data itself
You have the choice of using the user interface to enter the data directly, or you can
import the data from a file. Which method you use depends on the complexity and
volume of data, and your preference.
Typically, if you have a large volume of geographic data, then importing the data is the
most efficient way of creating your geographies. We will be importing both sets of data
from files.

The Manage Geographies Page

The Manage Geographies page is where you see what information you need to define
for each country:
There are four columns, each giving you access to a specific setup page:
 Address Cleansing Defined: This is where you 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 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: Opens t he page where you can enter geography data if you
are not importing it.

 Validation Defined: Opens the page where you specify which of the geography
types you are going to be using and how they will be validated both on the user
interface and during an import.
You get a check mark in a column when you complete that step for a particular country.
So after we do our import, we will see check marks for both the Structure Defined and
Hierarchy Defined. You must define the structure before you can define the hierarchy
or set up the validation.

Sample Data and Procedures on Oracle Support
The example and data we are using today is based on support note 1341174.1, which
you can access on Oracle Support (https://support.oracle.com). The support note
includes sample data from 30 countries, which you can download and use.

File-Based Import Process Overview

Here is how the import works:
1. You prepare a delimited-text (.csv) file or XML file with your data. (An XML-file is
not required for geography data.) You can use commas as delimiters.
2. You create an import activity, which walks you through a series of four steps.
3. In the Setup step, you enter information about your file.
4. In the Map Fields step, you map the columns in your file to the attributes in the
interface tables.
5. In the Schedule Import step, you specify if you want the activity to run
immediately or at a time you specify.

6. In the Review and Activate step, you click Activate to run the activity at the
scheduled time.
7. Monitor the status of your import activity. If the activity completes with errors,
then you must correct your data, the attribute mapping, or both and run the
process again.
When the import activity completes with no errors, your data is loaded
automatically from the interface tables to the application tables.

Analyzing Attribute Mapping
When you prepare your import files, make sure you understand how the attributes in
your file map to the attributes in the application. To get a listing of attributes with their
description and validation, and to find out which attributes are required, consult the
interface table documentation which is available by searching help on the object that
you are importing.

You do not need to consult the interface table documentation for the geography
reference data that we are discussing in this course, because it includes few attributes,
and we list these for you.
We will discuss analyzing attributes in the next lesson because it is more important for
complex imports of customer data.

Import Steps
To import a simple data set, such as country structure or geography hierarchy:
1. Prepare a delimited-text (CSV) file with your data. You can use commas as
delimiters.
2. In the application, navigate to the All Tasks tab in the Setup and Maintenance
work area.
3. Search for the Manage File Import Activities task.

4. Click the Go To Task button.
5. On the Manage Import Activities page, click Create.
6. In the Create Import Activity: Set Up page:
- Enter a name for your import activity. You use this name to identify the import in
the future.
- In the Object field, select the object that you are importing. (For this lesson this
is going to be either Country Structure or Geography.)
- In the Source File region, select Desktop as the Upload Option, and select
the Header row included option. Check that the Data Type is correct for your
file.
7. Click Next.
8. The Create Import Activity: Map Fields page displays the attributes in your file
with some sample data.
- For each of your attributes, select the object you are importing from the Object
list. (There is only one object for the geography structure and one for the
geography data.)
- Select the attribute you are mapping to.
9. Click Next.
10. In the Create Import Activity: Create Schedule page, specify when you want to
process your file. The default option is to launch the import immediately.
11. Click Next.
12. In the Create Import Activity:Review and Activate page, click Activate to run
the import at the time you specified.
13. You can monitor the status of your import activity on the Manage Import
Activities page.
14. If the process completes with the status of Completed with errors, you can view
the errors by clicking on the status link. You must correct any errors either by

editing the file, the mapping, or both, and schedule the activity to run again.
An import activity with the status of Completed indicates that your data was
loaded into the application tables.

Importing the Geography Structure for a Country

The country structure file must contain the following columns. The names in bold are the
attribute names used in the application.
 CountryCode: A two-letter code identifying the country. You can view available
country codes (Territory Codes) using the Manage Territories task in the Setup
and Maintenance or Manage Geographies work areas.

 LevelNumber: The level of your geography type in the hierarchy. This is a digit,
with 1 indicating the top of the hierarchy.
 GeographyType: Geography type.
Here is an example of a country structure for the country Aland Islands (AX) :
Note: Neither the header row names nor the data can include any spaces, but you can
use underscores.
You are provided with six geography types:
 STATE
 PROVINCE
 COUNTY
 CITY
 POSTAL_CODE
 COUNTRY
If you are creating additional geography types either in the interface or by importing
them in a file, then you must always use the uppercase versions of the geography type

names in your import file. (The application converts uppercase to initial capitals for
display and selection in the Manage Geography Structure page.)
You can obtain a list of all the geography types in your application by using the
Schedule Export Process task.
To download the list of available geography types in your environment:

1. Navigate to the All Tasks tab in the Overview page of the Setup and
Maintenance work area.
2. Search for the Schedule Export Process task.
3. Click the Go To Task button.
4. On the export Overview page, click Create.
5. Enter a name for the export.
6. Click Next.
7. In the Export Objects region of the Create Export Process Definition:
Configure Export Objects page, click Create.
8. Select Geography Type and click Done.
9. Click Next.
10. In the Create Export Process Definition: Create Schedule page, the export is
scheduled to run immediately by default.
11. Click Next.
12. In the Create Export Process Definition: Review page, click Activate.
13. Click Save and Close.
14. When the export process completes you can retrieve the file at the bottom of the
page in the History region.

Activity: Importing Geography Structure for a Country

In this activity, you will import a sample country structure file
sample_country_structure.csv into the country that the instructor has chosen for you.
The sample data is simple and does not represent the actual structure for the country
assigned to you.
To prepare the sample data file for import:

1. Open the sample file.
2. Change all the occurrences of the two-letter country code in the CountryCode
column to the code given to you by the instructor.
3. Save the file with your initials: <initials>sample_country_structure.csv
To do the import, follow the steps in the File-Based Import Process Overview topic in
this lesson as a guide.

Activity Solution: Importing Geography Structure for a

Country
Solution: Activity Solution: Importing Geography Structure for a Country
Step Act ion
1. Start by navigating to the Setup and Maintenance work area.

Search for the Manage File Import Activities task by name in the All Tasks tab.
Click in the Name field.

2. In the Name field, enter "Manage%import%act%".
4. Go to the Manage File Import Activities task.
Click the Go to Task button.

5. On the Manage Import Activities page, create a new activity.

6. In the Create Import Activity: Set Up page, enter information about your import activity.
Start by entering a name starting with the two-letter code of your country.
Enter the desired information into the * Name field. Enter "ZM geography structure".
7. Select the Object that you are importing: Country Structure.
Click the Object list.

8. Click the Country Structure list item.
9. Now enter information about the source file in the Source File region.
Your file includes a header.
Click the Header row included option.

10. In Upload From field, specify the location of your file.
Click the Desktop option.

11. Select the file by using the File Name field.
Click the Browse... button.

12. In the Choose File dialog box, select the version of the sample_country_structure_csv
file that you saved with your initials.

Click the Open button.
14. In the Create Import Activity: Map Fields page, map the fields in your import file.
15. For CountryCode, select the Target Object.
Click the Search link.

16. Click the ImpGeoStructureLevel object.
17. Now select the Target Attribute.

18. Click the CountryCode object.
19. Now enter the mapping for the LevelNumber file attribute in the same way.
Enter the Target Object first by clicking Search.
Click the ImpGeoStructureLevel object.

20. Enter the Target Attribute.

21. Click the LevelNumber object.
22. Now enter mapping for the GeographyType attribute.
Enter the target object first.


23. Click the ImpGeoStructureLevel object.
24. Now enter the Target Attribute.
Click Search.
Click the GeographyType object.

26. Do not enter any data on the Create Import Activity: Create Schedule page because you
want the activity to run immediately.
Click the Next button.

27. The Create Import Activity: Review and Activate page appears.
Click the Activate button.

28. When the activity completes with the status of Completed, you have successfully imported
your country structure.
29.

Importing the Geography Hierarchy

Now that you have imported the structure of your geography data, you will import the
data.
Each row of geography sample data includes the following information. (The names in
bold are the attributes names in the application.)

 RecordTypeCode: Determines how the data in this row is imported. The valid
values are 0, 1, and 2. A value of 0 indicates a geography already exists in the
base table. A value of 1 indicates the intent to create a new geography. A value
of 2 indicates your intention to add an alternate name or code to an existing
geography. Furtuer explanation of RecordTypeCode is not covered in this course
because it is part of advanced functionality.
 PrimaryGeographyName: The name of the geography itself.

 CountryCode: A two-letter code identifying the country. You can view available
country codes (Territory Codes) using the Manage Territories or the Manage
Geographies task in the Setup and Maintenance work area.
 LevelNumber: Geography level. This is a single digit indicating the level in the
structure you set up.
 SourceId: An ID number for that geography.
 ParentSourceID: The ID number of the parent geography. Note: The Source ID
and the Parent SourceID are not imported but are used by the import process to
determine the structure of the data in the file.
 LanguageCode: Country language code. This is an optional field. You can view
the valid language codes from the Manage Languages task in the Setup and

Understanding the Geography Hierarchy Data Import

File
Here is a sample, geography hierarchy data file for the country Aland Islands (AX):

Row 1
 This row provides information about the country Aland Islands, with the
CountryCode AX.
 This country already exists in the application so the RecordTypeCode is 0.
 The SourceId is a unique identifier.
 There is no ParentSourceId because this is the top level in the country structure.
 The LevelNumber of the country in the country structure is 1.
Row 2
 Provides information about StateA.

 The information in this row is new so it has a RecordTypeCode of 1.
 The ParentSourceId refers to the SourceId of the first row.
 The LevelNumber of this state is 2 in the country structure that you imported.
Row 3
 Provides information about CityA.

 The information in this row is new so it has a RecordTypeCode of 1.
 The ParentSourceId refers to the SourceId of the second row.
 The level of a city is 3 in the country structure that you imported.

Activity: Importing Geography Hierarchy Data for a

Country
In this activity, you will import a sample, geography hierarchy data file
sample_geography.csv into the country that the instructor has chosen for you. The
sample data file is limited to one state, city, and postal code.
To prepare the sample data file for import:

1. Open the file.
2. Change all the occurrences of the country code in the CountryCode column to
the code given to you by the instructor.
3. Save the file with your initials.
The activity solution provides the step-by-step solution for one of the countries.

Activity Solution: Importing Geography Hierarchy

Data for a Country
Solution: Activity Solution: Importing Geography Hierarchy Data for a Country
Step Act ion
1. Start by navigating to the Setup and Maintenance work area.

Search for the Manage File Import Activities task by name in the All Tasks tab.

2. Enter the desired information into the Name field. Enter "Manage File Import%".
4. Find the Manage File Import Activities task in the Search Results region.

5. On the Manage Import Activities page, create an import activity.

6. In the Create Import Activity: Set Up page, enter information about your import activity.
Start by entering a name starting with the two-letter code of your country, for example, ZM.
Click in the * Name field.

7. Enter the desired information into the * Name field. Enter "ZM Geography Hierarchy".
8. Select the Object that you are importing: Geography.
Click the Object list.

9. Click the Geography list item.
10. Now enter information about the file you want to upload in the Source File region.
In Upload From field, specify the location of your file.

Click the Desktop option.

11. Select the file by using the File Name field.
Click the Browse... button.

12. In the Choose File dialog box, select your geography import file.
Click the <your initials>sample_geography.csv list item.

13. Click the Open button.

14. Your file includes a header.
Click the Header row included option.
16. In the Create Import Activity: Map Fields page, map the fields in your import file.
Enter the Target Object for the RecordTypeCode.
Click the down arrow next to the Object field.

17. Click the ImpGeography object.
18. Click the down arrow next to the Attribute field.
19. Scroll to find the RecordTypeCode attribute.
Click the scrollbar.
20. Click the RecordTypeCode list item.
21. Now enter the mapping for the PrimaryGeographyName row.

23. Click the down arrow next to the Attribute field.
24. Click the PrimaryGeographyName object.
25. Now map the CountryCode attribute.

27. Use the down arrow next to the Attribute field to enter the mapping.
Click the CountryCode object.

28. Now map the LevelNumber attribute.

30. Now use the down button next to the Attribute field to make your selection.
Click the LevelNumber list item.

31. Now map the LevelNumber attribute.

32. Click an entry in the ImpGeography column.
33. Now enter or search for the attribute.
Click the down arrow next to the Attribute field.

34. Click the SourceId list item.
35. Now map the ParentSourceId attribute.

37. Now enter the target attribute.

38. Click the ParentSourceId object.
39. Finally, map the LanguageCode attribute, and select the ImpGeography list item.

40. Now enter the attribute.

41. Click the LanguageCode list item.
42. Your mapping is complete.

43. There is nothing to enter on the Create Import Activity: Create Schedule page because
you want the activity to run immediately.

44. In the Create Import Activity: Review and Activate page, activate to run the import.
Click the Activate button.

45. When the activity completes with the status of Completed, you have successfully imported
your country geography data.

Setting Up Validation

After your import is complete, you must turn on geography validation for each country
so your application can use the geography data you imported:
1. On the Manage Geographies page, click the Go To Task button for the country
that you imported.
The Manage Geography Validation page appears.
2. In the Geography Mapping and Validation region, select the Geography
Validation option for all the geography types you imported and want to use. This
step is a critical setup for Oracle CRM Applications because addresses that you
import will be validated against the geography data only if you make this
selection.

3. If you want to require users to use lists of values in the Web interface during
address entry at a particular geography type level, then select the Enable List of
Values option. Enabling the list of values for Postal Code for the U.S. requires
users to make a selection from a list of ZIP codes. If you leave this option
deselected, then the user has the option of either selecting the ZIP code from the
list or typing it. Entering a state restricts what you can enter for the city and postal
code.
4. If you want users to receive an error when they enter an incorrect address and
to prevent them from saving an invalid address, then select Error for the
Geography Validation Level for Country in the Geography Validation
Control region. The default is No Validation, which permits users to save an

incorrect address.
Notes:
 Tax Validation is used to validate addresses for tax purposes and is not
important for Oracle CRM Applications.
 For CRM no entries are required in the Address Style or Address Style Format
Mapping regions. The address style is already set up for all countries for you, so
No Styles Format is acceptable.
 Remember that the real-time address validation works only in the Web interface,
not in Outlook, or in mobile devices such as iPhone or Blackberry. If you want to
validate addresses entered by means of these alternate interfaces, then you
must license and use the data cleansing module.

Activity: Setting Up Validation for the Country You

Imported
In this activity, you will verify that the country data was imported correctly by entering a
customer.
To verify that your country data has been imported:

1. Navigate to the Customers work area by selecting Customers under the Sales
heading.
2. On the Overview tab, Customers region, click Create and select Create
Customer
3. In the Customer Information region, select the country you imported
4. Change all the occurrences of the country code in the CountryCode column to
the code given to you by the instructor.
5. Save the file with your initials.
The activity solution provides the step-by-step solution for one of the countries.

Activity Solution: Setting Up Validation for the

Country You Imported
Solution: Activity Solution: Setting Up Validation for the Country You Imported
Step Act ion
1. Begin by navigating to the All Tasks tab in the Overview page of the Setup and

Search for the Manage Geographies task by using the Name field.
Enter the desired information into the Name field. Enter "Manage Geograph%".
3. Locate the Manage Geographies task in the Search Results.

4. Search for the country that you imported either by name or by its two-letter code.
Click in the Code field.

5. Enter the desired information into the Code field. Enter "<two letter code>".
7. Locate the Validation Defined column for your country in the Search Results region.

8. Select the Enable List of
Values and Geography Validation options for all three geography types that you
imported:
- State
- City
- Postal Code
For the State:

Click the Enable List of Values option.

9. Click the Geography Validation option.

10. For City:
12. For Postal Code:
14. Now save the validation settings.

Click the Save and Close button.
16.

Activity: Verifying Your Geography Import

In this activity, you will verify that the country data imported correctly by viewing the
address fields in the Create Customer page.
To verify that your country data has been imported, you must log in as a regular user.
1. Log out of the application by clicking Logout in the global area.

2. Log in as Sales_Admin/Welcome1 or another user that the instructor gives you.

3. Navigate to the Customers work area by selecting Customers under the Sales
heading.
4. On the Overview tab, Customers region, click Create, and select Create
Customer.
5. In the Customer Information region, select the country that you imported.
6. Enter the Postal Code that you imported. You can either enter it directly into the
field, or click the down arrow button to the right of the field and click the Search
link.
7. In the Search and Select: Postal Code dialog box, enter % (percent sign) in the
Geography field, and click Search to display the postal code you imported.
8. Select the postal code, and click OK.
9. The application populates the City and State fields you imported based on your
selection.
10. Click Cancel because you do not have to create a customer record here.

Activity Solution: Verifying Your Geography Import

Solution: Activity Solution: Verifying Your Geography Import
Step Act ion
1. If you are logged in as an implementation user, log out of the application by clicking the
Sign Out link in the global area (the top of your window).

Start by logging in as a regular sales user, for example: Sales_Admin/Welcome1.
Click the Sign In button.

2. Navigate to the Customer work area, which is located in the Navigator under the Sales
heading.
Click the Navigator link.

3. Click the Create Customer link.
4. Select the Create Customer task in the Tasks region in the regional area (the left side of
your page).
Click the Create Customer link.

5. The Create Customer page appears.
In the Customer Information region, select the country you imported. For example:
Zambia.
Click the down arrow next to the Country field.

6. Click the Zambia list item.
7. Click on the down arrow next to the Postal Code field.
Click the Search... link.

8. In the Search and Select: Geography dialog box, display all the postal codes you
imported. There should be only one.
Click in the Geography field.


10. Select the postal code you imported.
Click the CityA, StateA object.

11. Click the OK button.
12. The application backfills the State and City in the interface based on your selection.
You have verified your import. There is no need to enter the rest of the required customer
data because you do not have to create a customer record.

Click Cancel and Sign Out.

Importing Geography Reference Data Lesson

Highlights
In this section you should have learned:
 How geography reference data is used in the Oracle Fusion CRM Cloud
Service
 The basic geography reference data concepts
 How to import geography reference data and other simple data from a file

 Understand how to set up address validation for your cloud application

Importing and Setting Up Geography Reference Data:

Quiz
Quiz 1
Quiz 1: Which of the following do you define first?

1. Geography Hierarchy
2. Geography Structure
3. Geography Validation

Quiz 2
Quiz 2: You create a country structure for each country where you want to set up
geography reference data to accomplish one or more of the following:
1. Provide a template for customer address imports.

2. Specify what geographies you are importing.
3. Provide formats for addresses.
4. Specify how the geographies that you are importing are organized
hierarchically.

Quiz 3
Quiz 3: Geography reference data is used in Oracle Fusion CRM Cloud Service for
one or more of the following:
1. Marketing segmentation

2. Validating address information
3. In territories
4. All of the above

Quiz 4
Quiz 4: I can use file-based import not only to import geography reference data,
but as a means to import all legacy data from other applications into my cloud
application.
1. True.

2. False.

Quiz 5
Quiz 5: Which of the following do I need to understand before I decide what types
of geography reference data I need to import?
1. What geography structures, if any, are required by the sales territories that
my organization plans to set up.

2. How the marketing department plans to use geographies for lead
segmentation.
3. If I plan to implement other applications that will use the geography
reference data and their needs.
4. The source and quality of the data I am importing.
5. All of the above.

Quiz 6
Quiz 6: If I already imported the geography hierarchy for a country, can I add
another geography type in the middle of my structure?
1. Yes
2. No

Quiz 7
Quiz 7: If I imported the geography structure, but have not yet imported the
geography hierarchy, can I add a geography type in the middle of my structure?
1. No.
2. Yes.

Define Custom Enterprise Scheduler Jobs
This section describes the Manage Custom Enterprise Scheduler Jobs tasks
under the Define Extensions > Define Custom Enterprise Scheduler Jobs task
lists.

Objectives
After completing this section, you should be able to:
 Describe what enterprise scheduler job definitions are.

 Identify the purpose of list of values sources.

Manage Job Definitions
An Oracle Enterprise Scheduler job is an executable that users can run to process
data, for example to validate invoices or create journal entries. Some jobs also provide
report output, for example tax reports used for reporting to tax authorities.

Related concepts include:
 Process or Scheduled Process: A unique submission or run of a job. For

example, users can run a process for a specific job to post journal batches for
one accounting period, and submit another process for a different accounting
period. Each run of the same job has a unique process ID.
 Job Definition: The metadata for the job that allows it to be run, for example the
job type, location of the executable, and parameters available to users.
 Parameters: Filters that users can set when they submit a process, for example,
a date range for document creation date. The process then includes only records
with a creation date within the specified range.
Predefined jobs are used in various Oracle Fusion applications. Your technical
administrators can create custom jobs and job definitions based on Java, PL/SQL, or
any other supported technology.
You can optionally update aspects of these custom jobs, including:
 Editing job display names, for example to use terms that are more familiar to
your users.
 Editing parameter display names, using the Prompt field.
 Using the Tooltip Text field to add parameter help text that appears when users
focus on the parameter. For example, you can provide restrictions or
considerations specific to your company's needs.
To edit custom job definitions, access the Manage Job Definitions page from either:
 The Setup and Maintenance work area. You must select the task that contains
the name of the Java EE application to which the job definition belongs. For
example, use the Manage Custom Enterprise Scheduler Jobs for Payables and
Related Applications task for Oracle Fusion Expenses job definitions.
 Oracle Enterprise Manager Fusion Applications Control.

Manage List of Values Sources
A list of values source:
1. Determines where a list of values comes from and what the specific values are.
2. Are used for job parameters so that users can select a value for the parameter.

Your technical administrator can create lists of values sources, for example, one for
country names to be used for a Country parameter in a job definition. When users
schedule a process based on this job, they can select a country as a value for this
parameter.
The Manage List of Values Sources page is accessed using the same Manage
Custom Enterprise Scheduler Jobs tasks.

Reference Resources
Related Resources:
 Oracle Fusion Applications Administrator's Guide

 Oracle Fusion Applications Common Implementation Guide

Highlights
In this section, you should have learned to:
 Describe what enterprise scheduler job definitions are.

 Identify the purpose of list of values sources.

Define Enterprise Structures

Objectives

 Establish the enterprise structure using the ESC.
 Establish job and position structures.
 Define legal jurisdictions and legal authorities for HCM.
 Define legal entities for HCM
 Define legal reporting units for HCM

Establishing Enterprise Structures Using Enterprise

Structures Configurator
Overview
In this section, you will learn how to:
 Describe the organization components within an enterprise

 Set up multiple enterprise configurations

 Review the technical summary report

What is the HCM Configuration Workbench?

Also known as the Enterprise Structures Configurator (ESC), 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 set up to define the organization
structures of the enterprise.
How do I access the HCM Configuration Workbench?

To be able to use the Enterprise Structures Configurator, you must select the Enterprise
Structures Guided Flow feature for your offerings on the Configure Offerings page in the
Setup and Maintenance work area. Select the Define Initial Configuration task list in
FSM to access the following tasks:
 Establish Enterprise Structures

 Establish Job and Position Structures
 Review Enterprise Configuration
 Load Enterprise Configuration
The following screenshot is the Manage Enterprise page within the Establish Enterprise
Structures task in the Enterprise Structures Guided Flow, you can see the 7 train stops
that guide you through the high-level organizational setup:
Define Initial Configuration>Establish Enterprise Structures>Manage Enterprise

What are the Benefits of Using the HCM Configuration

Workbench?
The benefits of using ESC to set up your enterprise structures are:
 Create multiple configurations to test multiple scenarios

 Create all the organizational structures together
 View a technical and visual summary of the configuration/s

 Use the technical summary report to view lists of Legislative Data Groups (LDGs)
and default settings

Enterprise Structure Components

This graphic is an example of an enterprise structure with two divisions operating in four
countries with a combination of sales and marketing departments.

1. 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.
2. Division: A division refers to a business or product oriented subdivision. Each
division organizes itself differently to deliver products and services or addresses
different markets.
3. 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.
4. 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.
5. Departments: A department is an organization to which you assign workers.
Note: The ESC does not create departments, you create departments using the
Manage Departments task.

Enterprise and Divisions

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.
When implementing Oracle Fusion Applications you operate within the context of an
enterprise that has already been created in the application for you. This is either a

predefined enterprise or an enterprise that has been created in the application by a
system administrator.
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. A division can operate in one or more countries, and can be comprised of
many companies or parts of different companies that are represented by business units.
The following figure illustrates the structure of InFusion Corporation after adding a new
division and other relevant organizations. The new division exists within the current
enterprise structure, but you can manage the costs and reporting separately from the
InFusion Corporation.

126

Creating Legal Entities Using ESC

In ESC you have three options to create your legal entities:
 Create legal entities automatically: based on the countries in which divisions of

your business operate.
 Upload legal entities from a spreadsheet: if you have a list of legal entities
already defined for your enterprise.
 Create legal entities manually: add individual legal entities in the interview.

This graphic illustrates the InFusion Corporation with two divisions. The InFusion
Lighting division operates in the US and Japan, and the InFusion Security division
operates in the UK and India. Using the Map Divisions by Country page in the ESC, you
can create a legal entity for each country. Therefore the ESC creates four legal entities
for the InFusion Corporation:
 InFusion Lighting Japan LE

 InFusion Lighting US LE
 InFusion Security UK LE
 InFusion Security India LE

Enterprise Configuration Using ESC

This graphic displays all the components you set up in ESC and the order in which you
perform the tasks.

Creating Business Units in ESC: Key Concepts

 Used throughout Fusion Applications for management reporting, processing of
transactions, and security of transactional data.
 Can create business units manually or automatically.
 Can automatically create business units at many different levels

Considerations for selecting how to create your business units and which level to select:
 Do you need business units at the functional level to represent, for example,
Sales, Consulting, or Product Development?
 Do you need business units at the country level to represent the countries in
which you operate?
 Do you need business units that represent a combination of countries in which
you operate and the functions they perform in those countries?
 Do you use Oracle Fusion Financials? If yes, then select the legal entity level to
ensure financial transactions are processed correctly.
In the following diagram, InFusion decides to create business units 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

130

Creating Reference Data Sets in ESC

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. The reference data set
provides the business unit with information, which is used at the transaction level. The
application uses the business unit you associate to the person to determine certain set-
enabled information, such as locations, that are available for the person.

The Common Set is a predefined set that enables you to share reference data across
business units.

132
Establish Enterprise Structures using ESC Quiz

Quiz 1
You can create multiple configurations to compare different scenarios.
1. True
2. False

Quiz 2
Name three organization components that you can create using the ESC.

Quiz 3
You can only view the technical summary report after you load the final
configuration.
1. True
2. False

Quiz 4
You can use the technical summary report to view the different configurations
before you load the final configuration.
1. True
2. False

Activity Introduction: Define the Enterprise Configuration

Part 1
Background
Use this activity to demonstrate an understanding of ESC by completing the

establishing enterprise structures task.
The InFusion Corporation is based in the United States and has two divisions: InFusion
Lighting and InFusion Security. It is an international company with business operations
in United Kingdom, United States, Japan and India.
Activity Scope
1. Define the enterprise and divisions.
2. Define the legal entities and business units.
3. Review and assign the reference data sets.
4. Review the enterprise configuration.

Activity: Establishing Enterprise Structures
Background
Use this activity to define the enterprise structures and their associated locations using
the Establishing Enterprise Structures task in the Enterprise Structures guided flow.

The InFusion Corporation is based in the United States and has two divisions: InFusion
Lighting and InFusion Security. It is an international company with business operations
in United Kingdom, United States, Japan and India.
Activity Scope
1. Define the enterprise and divisions using the following information:


2. Define the legal entities and business units using the following information:
3. Review and assign the reference data sets.
4. Save the enterprise configuration.
5. Review the enterprise configuration.

Establishing Enterprise Structures
Solution: Establishing Enterprise Structures
Step Act ion
1. Click the Implementation Projects link.

2. Click the xx Implementation Project link.

4. Click the Define Common Applications Configuration for Human Capital Management
link.
5. Click the Define Enterprise Structures for Human Capital Management link.
6. Click the Define Initial Configuration link.
7. Select the Establish Enterprise Structures task.
Click the Go to Task graphic.

8. Click the Create graphic.
9. Enter the desired information into the * Name field. Enter "xx Enterprise Configuration ".
11. Click the Go to Task graphic.
12. Use the Manage Enterprise page to enter basic information such as the primary industry
and the location of your headquarters.
13. Enter the desired information into the * Short Name field. Enter "xx Corp".
14. Click the * Primary Industry list.
15. Select the Finance and Insurance option.
16. Select United States from the Headquarters Country list.
17. Enter the desired information into the * Legal Name field. Enter "xx InFusion Corporation
LE".
18. Enter the desired information into the * Legal Entity Identifier field. Enter "US0001".
19. Enter the desired information into the * Legal Entity Registration Number field. Enter
"US0002".
20. Enter the desired information into the * Legal Reporting Unit Registration Number field.
Enter "US0003".
21. Click the Legal Address link.

22. Click the Create link.

23. Click in the Name field.
Enter xx Location US HQ in the Name field.
24. Enter Redwood Shores in the Address Line 1 field.
Press [Enter].

26. Click the Yes. I have other legal entities to set up option.
27. You must define legal entities for the countries in which InFusion Corporation operates.
InFusion Corporation is an international company with business operations in United

Kingdom, United States, Japan, and India.
29. Use the Manage Divisions task to create the two divisions in the InFusion Corporation:
InFusion Lighting and InFusion Security.
Each division operates in more than one country and delivers different products and
services.
30. Click the Add Row graphic.
31. Enter the desired information into the Name field. Enter "xx InFusion Lighting".
32. Click the Country dropdown button to activate the menu.
33. Click the United States object.
34. Click the Location dropdown button to activate the menu.
35. Click the xx Location US HQ option.
37. Enter the desired information into the Name field. Enter "xx InFusion Security ".
39. Click the United States object.
40. Click the Location dropdown button to activate the menu.
Select the Create option to define the UK location for the xx InFusion Security division.
41. Enter the desired information into the * Name field. Enter "xx Location UK HQ ".
42. Enter the desired information into the * Address Line 1 field. Enter "Oracle Parkway ".

43. Enter the desired information into the * City or Town field. Enter "Reading ".
45. Click the Save button.
49. Click the United States list item.
50. Enter the desired information into the Name field. Enter "xx InFusion Lighting US LE ".

51. Click the Division list.
52. Click the xx InFusion Lighting cell.
53. Enter the desired information into the Legal Entity Identifier field. Enter "US0004 ".
54. Enter the desired information into the Legal Entity Registration Number field. Enter
"US0005 ".
55. Enter the desired information into the Legal Reporting Unit Registration Number field.
Enter "US0006 ".
56. Click the Legal Address dropdown button to activate the menu.
Select the xx Location US HQ as the legal address.

Select Japan from the list.

59. Enter the desired information into the Name field. Enter "xx InFusion Lighting Japan LE".
Select the xx InFusion Lighting division.

61. Enter the desired information into the Legal Entity Identifier field. Enter "JP0001".
"JP0002".
Enter "JP0003".
65. Click the Create link.
66. Enter the desired information into the * Name field. Enter "xx Location Japan ".

67. Enter the desired information into the * Postal Code field. Enter "JP123456 ".
68. Enter the desired information into the * Address Line 1 field. Enter "Tokyo Square ".
Select United Kingdom from the list.

72. Enter the desired information into the Name field. Enter "xx InFusion Security UK LE".

Select the xx InFusion Security Division.

74. Enter the desired information into the Legal Entity Identifier field. Enter "UK0001".
"UK0002".
Enter "UK0003".
Select the xx Location UK HQ option from the list.

80. Click the India cell.
81. Enter the desired information into the Name field. Enter "xx InFusion Security India LE".
Select the xx InFusion Security division.

83. Enter the desired information into the Legal Entity Identifier field. Enter "IN0001".
"IN0002".
Enter "IN0003".
Select the Create option to create a new location for India.

87. Enter the desired information into the * Name field. Enter "xx Location India ".
88. Enter the desired information into the * Address Line 1 field. Enter "Hyderabad Square ".
89. Enter the desired information into the * City or Town field. Enter "Hyderabad ".
90. Enter the desired information into the * Pin Code field. Enter "H12345 ".

95. Click the Select All object.
96. You select to automatically generate business units at the legal entity level because
InFusion Corporation requires business units at the country level to represent the countries
in which they operate.
98. ESC has created a business unit for each legal entity in xx InFusion Corporation. You can
use the Manage Business Units page to review the business units, and define a location for
each business unit.
100.The ESC has automatically created a reference data set for each business unit. Use the
Manage Business Unit Set Assignment page to define the default reference data set for
each business unit.
The reference data set provides the business unit with information, which is used at the
transaction level.
101.Click the Default Reference Data Set list.

Select xx InFusion Lighting Japan LE SET.
Select xx InFusion Lighting US LE SET.
Select xx InFusion Security UK LE SET.
Select xx InFusion Security India LE SET.
Select Common Set.
107.Click the Next button.

108.Use the Manage Location Reference Set page to assign reference data sets to your
locations.
109.Click the Reference Data Set list.
Select xx InFusion Security India LE SET.

Select xx InFusion Lighting Japan LE SET.

Select xx InFusion Security UK LE SET.

Select xx InFusion Lighting US LE SET.

113.Click the Save button.
114.Click the OK button.
115.Click the Next button.
116.Review the enterprise configuration.
Click the Management Reporting Structure tab.

117.The Management Reporting Structure tab enables you to view the organization structures
in a hierarchy.
118.Click the Submit button.
119.After you submit the Establish Enterprise Structures task, navigate to the Review
Enterprise Configuration task to view a detailed technical summary report.
120.Click the Implementation Projects link.
121.Click the xx Implementation Project link.
122.Select Workforce Deployment, then Define Common Applications Configuration for Human
Capital Management, then Define Enterprise Structures for Human Capital Management,
and then Define Initial Configuration.
123.Select the Review Enterprise Configuration. task.
124.Select the xx Enterprise Configuration.

125.Review all the high-level organization structures in the Interview Results tab. Select the
Technical Summary Report for a detailed view of the enterprise configuration.
126.Click the Done button.
127.After you complete the task, navigate back to the task list within your implementation
project to mark the task as complete.
128.Click the Implementation Projects link.
129.Click the xx Implementation Project link.
130.Click the Workforce Deployment link.

131.Click the Define Common Applications Configuration for Human Capital Management
link.
132.Click the Define Enterprise Structures for Human Capital Management link.
133.Click the Define Initial Configuration link.
134.Select the Establish Enterprise Structures task.
Click the Status graphic.
135.Select Completed in the Status field.
Click the Save and Close button.
136.Click the Done button.
137.In this activity, you have learned how to define and review the high-level organization
structures.

Establishing Job and Position Structures Using

Enterprise Structures Configurator
Overview
In this section, you will learn how to:
 Determine if you need positions as well as jobs in your enterprise

 Set up additional attributes for jobs and positions

 Set up contextual attributes for jobs and positions

ESC Overview
The Enterprise Structures Configurator (ESC) is an interview-based tool that guides you
through the configuration of your enterprise structures. Use the ESC as part of your set
up to define the job and position structures of the enterprise.
How do I access the HCM Configuration Workbench?

Select the Define Initial Configuration task list in FSM to access the following tasks:
 Establish Enterprise Structures

 Establish Job and Position Structures
 Review Enterprise Configuration
 Load Enterprise Configuration
To be able to use the Enterprise Structures Configurator, you must select the Enterprise
Structures Guided Flow feature for your offerings on the Configure Offerings page in the
Setup and Maintenance work area.

Determine Job and Position Usage

Implementing jobs or a combination of jobs and positions is a key implementation
decision. You make the decision based on the primary industry of your enterprise and
how you manage people.
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.
For example, 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?
The following 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 4 train stops that guide you through the job and position setup:
Define Initial Configuration>Establish Job and Position Structures

Define Additional Job and Position Attributes at Enterprise

You can define segments in the position and job flexfields to further identify jobs and
positions in the enterprise. For example, define attributes for a job to identify additional
details about the job, such as the nature of the work that is performed, or the relative
skill level required for the job. If these attributes apply to all jobs in the enterprise, then
set up enterprise-level job attributes. This graphic demonstrates how job type and job
level provide further details for the HR Application Specialist job.

Set up enterprise-level attributes to identify separate components of the position name.
For example, set up an attribute for position title and one for position number. This
graphic demonstrates how position title and number provide further details for the
manager position.


Defining additional attributes at the enterprise level provides the flexibility to further
customize the job and position flexfields. Descriptive flexfields enable you to capture
additional information when you create jobs and positions.

Define Contextual Attributes for Jobs and Positions

For jobs, you can define additional job structures for every reference data set defined in
ESC. Any attributes you set up at the reference data set level will appear alongside any
enterprise-level attributes.
For positions, you can define additional position structures for every business unit
defined in the ESC. Any attributes you set up at the business unit level will appear
alongside any enterprise-level attributes.

The ESC Process

After you define your enterprise, job and position structures, you can review them, make
any necessary changes, and then load the final configuration. This graphic illustrates
the process to configure your enterprise using the Enterprise Structures Configurator.

Review and Load Configuration

You can create and test multiple configurations for different enterprise scenarios and
review an online summary and a detailed technical report of the results from the two
interview processes.
The technical summary report also includes the following information that will be created
by the application when you load the configuration:

 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.
 Organization hierarchy.

Establishing Job and Position Structures Quiz

155

Quiz 1
The ESC always recommends to use positions in your workforce setup.
1. True
2. False

Quiz 2
You can define additional information for every job and position in the enterprise.
1. True
2. False

Quiz 3
After you load the configuration, you cannot modify the organization setup.
1. True
2. False

Activity Introduction: Define the Enterprise Configuration

Part 2
Activity: Defining the Job and Position Structures
Background

The students will demonstrate their understanding of ESC by completing the
Establishing Job and Position Structures task in the Enterprise Structures guided flow.
The recommended approach for InFusion Corporation is to use jobs. Define additional
job structures to capture information at the enterprise level.
Activity Scope
1. Search for the Define Initial Configuration task list and select the Establish Job and
Position Structures task.
2. Select the XX Enterprise Configuration and Go to Task.
3. Accept the recommendation and define additional structures for the job descriptive
flexfield at the enterprise level:
4. Save the configuration and select Next to review the additional structures.

Defining the Job and Position Structures
Solution: Defining the Job and Position Structures
Step Act ion


3. Press the left mouse button on the Workforce Deployment link.
link.
7. Select the Establish Job and Position Structures task.

9. Select xx Enterprise Configuration.

10. Click the I want to use this option option.
12. Use the Define Enterprise Level Attributes page to define attributes that apply to all jobs in
the enterprise. You can set up additional details about the job, such as the nature of the
work that is performed, or the relative skill level required for the job.
14. Enter the desired information into the Sequence field. Enter "1".
15. Click in the Attribute Name field.
Enter Type.
16. Click an entry in the list.
Select Text.
18. Enter the desired information into the Sequence field. Enter "2".
19. Click in the Attribute Name field.

20. Enter the desired information into the Attribute Name field. Enter "Number".
Select Number.
23. Use the Define Contextual Attributes page to define additional job and position structures.
You can define additional job structures for every reference data set defined in ESC. Any
attributes you set up at the reference data set level will appear alongside any enterprise-
level attributes.

For positions, you can define additional position structures for every business unit defined
in ESC. Any attributes you set up at the business unit level will appear alongside any
enterprise-level attributes.

25. Click the Submit button.
26. After you complete the task, navigate back to the task list within your implementation
27. Press the left mouse button on the Implementation Projects link.
link.
33. Select the Establish Job and Position Structure task.

34. Click the Status dropdown button to activate the menu.
Select the Completed option.
36. In this activity, you have learned how to define job structures in ESC.

Activity: Reviewing the Enterprise Configuration
Background
The students will demonstrate their understanding of ESC by completing the Review
Enterprise Configuration task.

Activity Scope
Use this task to review the enterprise configuration using the technical summary report.
1. Search for the Define Initial Configuration task list and select the Review Enterprise
Configuration task.
2. Select the XX Enterprise Configuration and Go to Task.
3. Review the enterprise and job structures using the Interview Results and Technical
Summary Report.

Defining Legal Jurisdictions and Legal Authorities for

HCM
Legal Jurisdictions and Authorities

Requirements:
 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.
Additional Considerations:
 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 create a legal entity the Oracle Fusion Legal Entity Configurator
automatically creates a registration for the new legal entity as well as creating a
main legal reporting unit along with its registration.

Legal Jurisdictions Overview

Jurisdiction is where a particular piece of legislation applies, perhaps group of countries,
country, state, county, or parish. French Labor Law, Singapore Transactions Tax Law,
and US Income Tax Laws are examples of particular legislation that apply to legal
entities operating in different countries' jurisdictions.
Types of jurisdictions are:

 Identifying Jurisdiction
 Income Tax Jurisdiction
 Transaction Tax Jurisdiction
Identifying Jurisdiction
An identifying jurisdiction is the first jurisdiction you must register with to be

allowed to do business in a country. For each legal entity, select an identifying
jurisdiction. If there is more than one jurisdiction that a legal entity needs to register with
to commence business, select one as the identifying jurisdiction. Typically the
identifying jurisdiction is the one you use to uniquely identify your legal entity.
Income tax jurisdictions and transaction tax jurisdictions do not represent the same
jurisdiction. Although in some countries, the two jurisdictions are defined at the same
geopolitical level, such as a country, and share the same legal authority, they are two
distinct jurisdictions.
Income Tax Jurisdiction
Income tax jurisdictions impose taxes on your financial income generated by all
your entities within their jurisdiction. Create income tax jurisdictions to properly
report and remit income taxes to the legal authority.
Transaction Tax Jurisdiction
Tax jurisdictions and their respective rates are provided with transactions from
the suppliers, and require periodic maintenance. Create transaction tax jurisdictions
through Oracle Fusion Tax in a separate business flow, because of the specific needs
and complexities of various taxes. Use transaction tax jurisdiction for legal reporting of
sales tax and value added tax.

Legal Authorities Overview

A legal authority is a government or legal body that is charged with powers to make
laws, levy and collect fees and taxes, and remit financial appropriations for a given
jurisdiction.

 The Internal Revenue Service is responsible for collecting taxes and the
interpretation and enforcement of the Internal Revenue Code of the United
States.
 Legal authority information is printed on your tax reports to meet some countries’
requirements, such as India and Brazil.
 Legal authorities are defined in the Oracle Fusion Legal Entity Configurator.
 Tax authorities are a subset of legal authorities and are defined using the same
setup flow.
 Legal authorities are not mandatory in Oracle Fusion Human Capital
Management (HCM), but are recommended and are generally referenced on
statutory reports.

Legislative Data Groups Overview
Legislative data groups are a means of 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.
Oracle Fusion Payroll is organized by legislative data groups.
 Each legislative data group marks a legislation in which payroll is processed, and
is associated with a legislative code, currency and its own cost key flexfield
structure.

 A legislative data group is a boundary that can share the same setup and still
comply with the local laws.
 A legislative data group can span many jurisdictions as long as they are within
one country, and contain many legal entities that act as payroll statutory units.
 Each payroll statutory unit can belong to only one legislative data group.

Defining Legal Entities for HCM

Legal Entities Overview
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, or perform intercompany trading.

A legal entity has a separate legal identity and therefore conducts aspects of your
business for the following reasons:
 Facilitating local compliance

 Complying with corporate taxation within local jurisdictions
 Preparing for acquisitions or disposals of parts of the enterprise
 Isolating one area of the business from risks in another area. For example, your
enterprise develops property and also leases properties. You could operate the
property development business as a separate legal entity to limit risk to your
leasing business.
The Role of your Legal Entity
The contracting party on any transaction is always the legal entity.
Individual legal entities:
 Own the assets of the enterprise

 Record sales and pay taxes on those sales
 Make purchases and incur expenses
 Perform other transactions

Legal entities must comply with the regulations of jurisdictions in which they register. To
support local reporting requirements, legal reporting units are created and registered.

Legal Entity Considerations

Oracle Fusion Applications support the modeling of your legal entities. If you make
purchases from or sell to other legal entities, define these other legal entities in your
customer and supplier registers, which are part of the Oracle Fusion Trading
Community Architecture.
Legal entities can be identified as legal employers and therefore, are available for use in
Oracle Fusion Human Capital Management (HCM) applications.

Legal Entity and its Relationship to Divisions

 The division is an area of management responsibility that can correspond to a
collection of legal entities.
 You can aggregate the results for divisions by legal entity or by combining parts
of other legal entities.
 Define date-effective hierarchies for the cost center or legal entity segment in the
chart of accounts to facilitate the aggregation and reporting by division.

Legal Entity and its Relationship to Worker Assignments and

Legal Employer

 Legal entities that employ people are called legal employers in the Oracle Fusion
Legal Entity Configurator.
 You must enter legal employers on worker assignments in Oracle Fusion Human
Capital Management.

Legal Entity and Payroll Reporting

Your legal entities are required to pay payroll tax and social insurance such as social
security on your payroll.
You can register payroll statutory units (PSUs) to pay and report on payroll tax and
social insurance on behalf of many of your legal entities. For example, if you are a
multinational, multicompany enterprise, then you register a payroll statutory unit in each
country where you employ and pay people. You associate a legislative data group
(LDG) with a payroll statutory unit to provide the correct payroll information for workers.
As the legal employer, you might be required to pay payroll tax, not only at the national
level, but also at the local level.
 You meet this obligation by establishing your legal entity as a place of work
within the jurisdiction of a local authority.
 Set up legal reporting units to represent the part of your enterprise with a specific
legal reporting obligation.
 You can also mark these 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.

Legal Entity and Legal Reporting Units

Create and register legal reporting units to support local reporting requirements. When
you first create a legal entity, the Oracle Fusion Legal Entity Configurator automatically
creates one legal reporting unit for that legal entity with a registration.

Legal Reporting Units Overview

A legal reporting unit is the lowest level component of a legal structure that requires
registrations. You use it to group workers for the purpose of tax and social insurance
reporting or represent a part of your enterprise with a specific statutory or tax reporting
obligation.
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 (HCM) 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 both the local and national levels if you
operate within the administrative boundaries of a jurisdiction that is more granular than
country.
For example:
 If the legal entity establishes operations requirements for each local area in a
country that requires reporting of employment and sales taxes locally as well as
nationally.
 If you need more than one legally registered location to meet this legal entity's
reporting requirements 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.

Activity Introduction: Defining a New Legal Entity

Background
InFusion Corporation has acquired a new financial services division. You must create a
new legal entity with a new legal address.
Activity Scope

Create a legal address with the following information:
 Address Line 1: see table below

 Zip Code: 30314
Note: When you enter the zip code, the application populates the city and state for you.
Use this table to determine the street address to use:


Create a legal entity with the following information:
 Legal entity name: xx InFusion Financial (xx = your initials)

 Legal entity identifier: 12-12321
 Legal Address: select the legal address that you created
 EIN or TIN: see table below
 Registration number: see table below
Use this table to determine the EIN/TIN and Registration Number to use:

178

Defining a Legal Address
Solution: Defining a Legal Address
Step Act ion


link.
6. Click the Define Legal Jurisdictions and Authorities link.
7. Select the Manage Legal Addresses task.

8. In order to create a legal entity successfully, you must first set up a legal address in the
Manage Legal Addresses page. You can then select the legal address in the Manage
Legal Entity page.
10. Enter the desired information into the Address Line 1 field. Enter "1800 Broadway".
11. Enter the desired information into the ZIP Code field. Enter "30314".
link.
20. Click the Define Legal Jurisdictions and Authorities link.
21. Click the Status graphic.

22. Click the * Status list.
Select Completed.
25. In this activity, you learned how to create a legal address.
Defining a Legal Entity

Solution: Defining a Legal Entity
Step Act ion

link.
6. Click the Define Legal Entities for Human Capital Management link.
7. Select the Manage Legal Entity task.

9. Enter the desired information into the Name field. Enter "xx InFusion Financial".
10. Enter the desired information into the Legal Entity Identifier field. Enter "12-12321".
11. Register your legal entity as a Payroll Statutory Unit (PSU) to pay and report on payroll tax
and insurance, and as a legal employer that employs people.
12. Click the Payroll statutory unit option.
13. Click the Legal employer option.
14. Click the Search: Legal Address list.
15. You can select the legal address you created previously.
17. Enter the desired information into the EIN or TIN field. Enter "12-22211".
18. Enter the desired information into the Registration Number field. Enter "12-22211".


link.

26. Click the Define Legal Entities for Human Capital Management link.
27. Select the Manage Legal Entity task.

Select Completed.
31. In this activity, you learned how to create a legal entity.

Define Enterprise Structures Highlights
In this section, you should have learned to:
 Describe what ESC is and how to use it to configure your enterprise

 Decide whether to use jobs or positions
 Set up legal entities, legal jurisdictions, legal authorities, and legal

reporting units

Define Workforce Structures

Objectives

 Define enterprise HCM information
 Manage actions and action reasons
 Define locations
 Define HCM Organizations

Workforce Structures Task List

Define Workforce Structures Task Lists and Tasks

To access the tasks under Workforce Structures, select your implementation project
using the Functional Setup Manager and navigate to:
Workforce Deployment > Define Common Applications Configuration for Human Capital
Management > Define Enterprise Structures for Human Capital Management > Define
Workforce Structures

Defining Enterprise HCM Information

Work Day Information
Work day information defines the standard working hours for each worker assignment in
the enterprise or legal employer.

Sources of Work Day Information
If a schedule has been assigned to the enterprise, legal employer, or department, work
day information is taken automatically from that schedule. Otherwise, you can enter
work day information for the enterprise, legal employer, and department.
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. P osition
2. Dep artment
3. Legal employer
4. E nterprise
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.

Worker Number Generation

Worker numbers can be generated 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.

If you select automatic worker-number generation, numbers can be allocated from
either an enterprise sequence or a legal employer sequence. If you use a legal-
employer sequence, worker numbers are not guaranteed to be unique in the enterprise.
Also, 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.
Setting the Number-Generation Method for a Legal Employer
All legal employers automatically inherit the enterprise number-generation method. You
can override the number-generation method at the legal employer level, as follows:
 You can select manual worker-number generation for a legal employer at any
time.
 You can select automatic worker-number generation for a legal employer,
provided that no employee or contingent worker work relationships exist for that
legal employer.

Person-Name Languages
Each enterprise identifies a global-name language. Person names appear in this
language by default. Users can set preferences to select the language in which they see
the display-name versions of person names.

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 enter no local name in a person record, the local name is the same as the
global name by default.

Employment Model
Types of Employment Models

Three-Tier Employment Model
This model comprises three types of entities, which are work relationships, employment
terms, and assignments. Users can include contract details in employment terms. When
you configure the employment model for the enterprise or legal employer (when you
create or update the enterprise or legal employer), the following three-tier options are
available:
 Single Employment Terms with Single Assignment

 Single Employment Terms with Multiple Assignments
 Multiple Employment Terms with Single Assignment
 Multiple Employment Terms with Multiple Assignments
Two-Tier Employment Model
This model comprises two types of entities, which are work relationships and
assignments. Employment terms occur in the three-tier employment model only. When
you configure the employment model for the enterprise or legal employer (when you
create or update the enterprise or legal employer), you can select from three two-tier
options:
 Single Assignment
 Single Assignment with Contract
 Multiple Assignments

Three-Tier Employment Models
Single Employment Terms Single Employment Terms

with Single Assignment with Multiple Assignments

Multiple Employment Terms with Single Assignment
Multiple Employment Terms with Multiple Assignments

190

Three-Tier Employment Models Explained

Single Employment Terms with Single Assignment
Each work relationship contains one set of employment terms, and each set of
employment terms contains one assignment. Both the employment terms and the
assignment are created automatically.

Single Employment Terms with Multiple Assignments
Each work relationship contains one set of employment terms, and the employment
terms can contain one or more assignments. The employment terms and one
assignment are created automatically when the work relationship is created; additional
assignments are created manually. Additional assignments can belong to the
employment terms or exist outside them.
Multiple Employment Terms with Single Assignment
Each work relationship can contain one or more sets of employment terms, and each
set of employment terms can contain a single assignment. One set of employment
terms and the associated assignment are created automatically when the work
relationship is created; additional employment terms and assignments are created
manually. Additional assignments can belong to employment terms or exist outside
them.
Multiple Employment Terms with Multiple Assignments
Each work relationship can contain one or more sets of employment terms, and each
set of employment terms can contain one or more assignments. One set of employment
terms and an associated assignment are created automatically when the work
relationship is created; additional employment terms and assignments are created
manually. Additional assignments can belong to employment terms or exist outside
them.

Three-Tier Employment Model Example

Three-Tier Employment Model Example
The below screenshot shows the work relationship of a worker with the legal employer
InFusion Corp USA2, which uses a three-tier employment model. Note that the worker
has a set of employment terms and an assignment in this work relationship.

Two-Tier Employment Models
Single Assignment

Single Assignment with Contract
Multiple Assignments

Two-Tier Employment Models Explained

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 without having to use a
three-tier employment model. The assignment is created automatically when the work
relationship is created. Including contract information in the assignment is optional.
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.

Two-Tier Employment Model Example

Two-Tier Employment Model Example
The below screenshot shows the work relationship of a worker with the legal employer
InFusion Corp USA1, which uses a two-tier employment model. Note that the worker
has a single assignment in the work relationship.

Using the Two-Tier Employment Model

By default, every enterprise uses the two-tier single-assignment employment model.
You can select a different employment model for the enterprise or for individual legal
employers.

If you select any of the two-tier employment models at the enterprise
level:
 You can select a different employment model for individual legal employers.
 Employment terms cannot be used in any work relationship in the enterprise,
unless you select a three-tier employment model for individual legal employers.
If you select:
 Single Assignment or Single Assignment with Contract, all work relationships in

the enterprise or legal employer are restricted to a single assignment.
 Multiple Assignments, all work relationships in the enterprise or legal employer
can include one or more assignments; therefore, work relationships can include a
single assignment when appropriate.

Using the Three-Tier Employment Model
If you select any of the three-tier employment models at the enterprise level, you can
select a different employment model for individual legal employers.

If you select a three-tier employment model that supports:
 A single assignment in a set of employment terms, then users cannot create

multiple assignments in a set of employment terms
 Multiple assignments in a set of employment terms, then users can create one or
more assignments in a set of employment terms; therefore, employment terms
can include a single assignment when appropriate
 A single set of employment terms in a work relationship, then users cannot
create multiple sets of employment terms in a work relationship
 Multiple sets of employment terms in a work relationship, then users can create
one or more sets of employment terms in a work relationship; therefore, work
relationships can include a single set of employment terms when appropriate
Note: Employment terms are not valid for contingent workers. If you select Single
Employment Terms with Single Assignment, contingent workers have a single
assignment in each work relationship; otherwise, contingent workers can have multiple
assignments in each work relationship.

Employment Terms Override

If you use the three-tier employment model, assignments inherit most attribute values
from the associated employment terms. For example, if you set the assignment
category to full-time in the employment terms, then all assignments associated with
those employment terms are full-time by default. For the enterprise or legal employer,
you specify whether attribute values inherited from employment terms can be
overridden at the assignment level.

Preventing Override at the Assignment Level
If you prevent override at the assignment level, then users cannot update assignment
attribute values inherited from employment terms. This approach is recommended if you
want to enforce particular assignment attribute values. The restriction applies only to
attribute values that users specify on the employment terms, and they can specify as
many or as few attributes as required at that level. Any value that users omit from the
employment terms can be updated without restriction at the assignment level.
Allowing Override at the Assignment Level
If you allow override at the assignment level, then users can update assignment
attribute values inherited from employment terms. Using employment terms in this way
can be efficient, particularly if workers in your enterprise have multiple assignments in a
single set of employment terms: users enter attribute values once only in the
employment terms, but can update individual attributes as necessary at the assignment
level.
Deferring the Decision to the Employment Terms
If you have no compelling reason either to allow or to prevent override at the

assignment level, you can defer the decision to each set of employment terms. That is,
whenever a user creates a set of employment terms, that user can decide whether to
allow or prevent override at the assignment level.

Defining Enterprise HCM Information Quiz

Quiz 1
You can configure the employment model for the enterprise or legal employer.
1. True
2. False

Quiz 2
The three-tier employment model comprises which three types of entities?

Quiz 3
Name the configuration options available in the two-tier employment model ?
(Hint: There are three options)

Quiz 4
You cannot include contract details in employment terms.
1. True
2. False

Quiz 5
Worker numbers can be generated either manually or automatically.
1. True
2. False

Quiz 6
When you create a person record, you cannot enter a local name in a different
language from the global-name language.
1. True
2. False

Actions and Action Reasons
Actions track changes to Human Capital Management (HCM) records, for example,
changes to employment and assignment records. When you create or update these
records, the action identifies the cause of the creation or change.
Actions and Action Reasons

 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.
 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.
 You can optionally associate actions with reasons; the action and reason
information can be used for analysis and reporting purposes. For example,
predictions of voluntary termination are based on existing data from terminated
work relationships, and the action and reason details are particularly useful.
Action Types
Action type identifies the type of business process associated with the action and
determines what happens when you select an action. If you are creating a new action,
you must associate the action with any one of the predefined action types. For example,
the Hire an Employee action type is associated with the Hire action by default. You
could create an additional action Hire Part-Time and associate it with the Hire an
Employee action type. This causes your action to 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.

Demo: Creating Actions and Action Reasons

Solution: Demo: Creating Actions and Action Reasons
Step Act ion
1. Begin by navigating to the Setup and Maintenance page.
Click the Navigator menu.

2. Click the more link.
3. Click the Setup and Maintenance link.
4. Click the All Tasks tab.
5. Enter the desired information into the Name field. Enter "Manage Actions".
7. Click Go to Task.
8. Click the scrollbar.
9. Note that there is a hire action existing, which is associated with the Hire an Employee
action type.
10. Click the Add button.
11. Enter the desired information into the Action Code field. Enter "HIRE_PARTTIME".
12. Enter the desired information into the Action Name field. Enter "Hire Part-Time
Employee".
13. Click the Action Type list.
14. Select the predefined action type Hire an Employee to associate your action with the hire
business flow. This also causes your action to appear in the actions list on the Hire an
Employee page.
Click the Hire an Employee list item.

16. Click the Yes button.
17. Enter the desired information into the Action Reason Code field. Enter
"HIRE_PARTTIME_REASON".
18. Enter the desired information into the Action Reason field. Enter "Hire part-time
employees".


23. This concludes the demonstration Creating Actions and Action Reasons

Defining Locations
Locations
A location identifies physical addresses of a workforce structure, such as a department
or a position.
You can also create locations to enter the addresses of external organizations that you
want to maintain, such as employment agencies.

The locations that you create exist as separate structures that you can use for reporting
purposes, and also in rules that determine employee eligibility for various types of
compensation and benefits.
You enter information about a location only once. Subsequently, when you set up other
workforce structures you select the location from a list.
Locations that you create are represented on a map for easier identification and access
as shown in the following figure:

The following figure shows how locations sets restrict access to users.

When you create a location, you must associate it with a set. Only those 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.

Demo: Managing Locations

Solution: Demo: Managing Locations
Step Act ion
1. In this demo, you will learn to navigate to the Manage Locations page and open an
existing location to review its settings.
2. Begin by navigating to the Assigned Implementation Tasks tab in the Setup and

Click in the Task field.

3. Enter the desired information into the Task field. Enter "Manage Locations".
6. Use the Manage Locations page to review and modify existing locations, and create new
ones.
7. Let us search for locations in the US Location Set. As you learned earlier in this lesson,
only those users who have access to the set's business unit can access the location set
and other associated workforce structure sets.
Click in the Location Set field.

8. Enter the desired information into the Location Set field. Enter "US Location Set".
9. Click in the City field.
10. Enter the desired information into the City field. Enter "New York".
12. Click the New York link.
13. This page enables you to review information that was associated with the location.
14. Notice that this location is active. That means other workforce structures (for example,
departments) can use it.
15. This location is not associated with any inventory organization. That means the location will
be available for selection in purchase documents
across all inventory organizations.
16. This is the location's main address. As you learned earlier in this lesson, a location can
have multiple addresses.
17. Let us add another address to this location.

18. Click the Edit button.

19. Click the Correct menu.
20. The Edit Location page enables you to modify the details of the location.
21. Click the Add Another Address button.
22. The new address that we are about to create is almost similar to the main address.
Click the Copy Main Address menu.

23. Enter the desired information into the * Address Line 1 field. Enter "524 Madison

Avenue".
24. Click in the Address Line 2 field.
25. Enter the desired information into the Address Line 2 field. Enter "7th Floor".
27. In this demo, you learned to navigate to the Manage Locations page and opened an
existing location to review its details.

Activity: Creating a Location

Activity
In view of its increasing operations, InFusion Corporation has recently bought additional
space close to its existing location in New York. You have been assigned to create this
location.

Activity Scope
Use the following information to create the location:
1. Location Name: XX New York

2. Set: Common Set
3. Address: 521, Madison Avenue, 2nd Floor, New York, 10022, United States.
4. Status: Active

Creating a Location
Solution: Creating a Location
Step Act ion
1. This demo provides the solution to the Creating a Location activity.

In this demo, you will create the XX New York location.
2. Begin by navigating to the Assigned Implementation Tasks tab in the Setup and

3. Enter the desired information into the Task field. Enter "Manage Locations".
6. Use the Manage Locations page to review and modify existing locations, and create new
ones.
8. Use the Create Location page to provide details of the new location.
9. Click in the * Name field.
10. Enter the desired information into the * Name field. Enter "XX New York".
11. Click in the * Code field.
12. Enter the desired information into the * Code field. Enter "XXNY".
13. Click in the Address 1 field.
14. Enter the desired information into the Address 1 field. Enter "521 Madison Ave".
16. Enter the desired information into the Address 2 field. Enter "Second Floor".
17. Click in the City field.
18. Enter the desired information into the City field. Enter "New York".
19. Press [Enter].
20. Click the New York row header.

22. Click in the ZIP Code field.

24. Press [Enter].
25. Click the 10022 row header.

30. On the Manage Locations page, click the Done button.
31. On the Assigned Implementation Tasks tab, click the Status icon button.
32. In the Edit Status window that appears, click Completed from the Status list.
34. In this demo, you learned to create a location called XX New York.

Defining HCM Organizations

Overview
In this section you will learn how to:
 Identify whether an organization requires multiple classifications

 Explain the HCM organizations
 Describe trees and department trees

HCM Organizations
You can set up your enterprise structures using the individual organization tasks. For
example, if you are an international enterprise with multiple operating divisions, then
you need to 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.

Multiple Classifications
Organization classifications define the purpose of the organization, whether it's a
division, department or a legal entity.
Define an organization with one or more classifications to reflect your enterprise

structure.

For example, one organization might be both a cost center and a sales department.

Review Enterprise Configuration

If you define the enterprise configuration using the Enterprise Structures guided flow,
then you can review the organization components and make any changes or add
additional structures. For example, you can add the following HCM organizations:
 Department: An organization to which you assign workers.

 Reporting Establishment: An organization used for statutory reporting, other

than tax and social insurance.
 Disability Organization: An external organization with which workers with
disabilities are registered.

Trees and HCM Trees

You can use Oracle Fusion trees to graphically represent hierarchical data such as the
structure of your organization. You can view the hierarchical relationships among the
data entities and determine how they function in a business scenario. You can use trees
for:
 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:
1. Create a tree using one of the seeded tree structures (for example, department tree
structure).
2. Create a tree version for the new tree structure.
3. Add new nodes (for example, departments) to build your hierarchy.

Organization Trees and ESC

If you use the ESC to create your enterprise structures, then a default organization tree
is automatically created. You can modify the tree and create additional organization
trees.
If you do not use the ESC, then you can create organization trees based on the
predefined organization tree structure.

You can secure HCM data by using an organization tree to identify organizations in an
organization security profile.

Defining HCM Organizations Quiz

221

222
True
False
Quiz 1

An organization can have one classification only.

True
False
Quiz 2
You assign workers to the department organization.

223

Quiz 3
Name three types of predefined trees.
Departments, organizations, positions, geographies.

Activity Introduction: Creating Organizations
Background
InFusion Corporation has acquired a new financial services division. You must create a
new division, department and business unit to support this acquisition.

Activity Scope
Create the following organizations:
Note: xx = your initials
Division
 Name: xx InFusion Financial US

 Reporting Name: Financial Services US
Department
 Name: xx InFusion Financial_Sales

 Reporting Name: InFusion Financial
Business Unit
 Name: xx InFusion Financial Services US

Creating a Division
Solution: Creating a Division
Step Act ion


link.
6. Click the Define Workforce Structures link.
7. Click the Define Organization Structures link.
8. Select the Manage Divisions task.

10. Enter the desired information into the Name field. Enter "xx InFusion Financial Services
US".
11. Enter the desired information into the Reporting Name field. Enter "Financial
Services_US".
12. Click the Search: Manager list.

link.
26. Select the Manage Divisions task.

Select Completed.
30. In this activity, you learned how to create a division.
Creating a Department
Solution: Creating a Department
Step Act ion

link.
10. Enter the desired information into the Name field. Enter "xx InFusion Financial_Sales".
12. Enter the desired information into the Reporting Name field. Enter "InFusion Financial".
13. Click the Search: Manager list.



link.
27. Select the Manage Departments task.
Select Completed.
31. You have successfully created a Sales department for the Financial Services division.
Creating a Business Unit
Solution: Creating a Business Unit
Step Act ion

link.
6. Click the Define Business Units for Human Capital Management link.

7. Select the Manage Business Unit task.

9. Oracle Fusion Human Capital Management uses business units to filter reference data at
the transactional level. You create business units and reference data sets to enable
reference data sharing.
10. Enter the desired information into the * Name field. Enter "xx InFusion Financial Services
US".

11. Click the Search: Default Set link.
12. Click an entry in the COMMON column.
13. You assign the default reference data set. Oracle Fusion Human Capital Management will
use this set for all reference data types for this business unit.
14. Click the Save and Close link.
link.
21. Click the Define Business Units for Human Capital Management link.
22. Select the Manage Business Unit task.
Select Completed.
26. In this activity, you learned how to create a business unit.

Define Workforce Structures Highlights
In this section, you should have learned how to:
 Define enterprise HCM information

 Manage actions and action reasons
 Define locations

 Define HCM organizations

Define Grades, Jobs, Positions, and Worker Directory

Objectives

 Define grades
 Define grade rates
 Define grade ladders
 Define jobs and job families
 Define positions
 Define worker directory search settings

Grades, Jobs, and Positions Setup and Maintenance
 Initial setup for this activity is performed using Functional Setup Manager
- Workforce Deployment Offering: Define Enterprise Structures/Define Workforce
Structures
 Ongoing maintenance is performed from the Workforce Structures work
area
Define Grades, Define Jobs and Positions tasks

_______________________________________________________

Setup tasks in FSM under Define Grades:
 Manage Assignment Grade Lookups

 Manage Grade Descriptive Flexfields
 Manage Grades
 Manage Grade Rates
 Manage Grade Ladders
Setup tasks in FSM under Define Jobs and Positions:

 Manage Job Lookups
 Manage Job Families
 Manage Job
 Manage Position Lookups
 Manage Positions
 Manage Position Trees
The ongoing maintenance tasks are:
 Manage Grades
 Manage Grade Rates
 Manage Jobs
 Manage Job Families
 Manage Positions
 Manage Position Trees

Defining Grades
This section describes:
 Grades
 Grade steps

 Grades and sets
 How grades work with jobs and positions
 How grades work with assignments and employment terms

Grades
Create grades to record the level of compensation for workers. You can create grades
for multiple pay components, such as salary, bonus, and overtime rates. You can define
one or more grades that are applicable for jobs and positions. This 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 or employment terms for a worker.

Grade Steps
Grade steps are distinct increments of progression within a grade. You can set up
grades with or without grade steps.
The following figure illustrates the difference between grades with and without steps.

Grades and Sets
You assign each grade to a set. If you assign a 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.

How Grades Work with Jobs and Positions
You can define one or more grades that are applicable for each job and position. This
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 or employment
terms for a worker.

If you use positions, then the grades that you assign to jobs are the default grades for
the positions that you associate with each job. You can use the default grades for the
position, remove ones that don't apply, or add new ones

How Grades Work with Assignments and Employment Terms
When you set up assignments or employment terms, you can select the applicable
grade for the job or position. Two profile options determine the grades that are available
for selection. The first profile option is 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 or employment terms,
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.
The second profile option is 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 or employment terms. In
addition, if an entry grade is defined for a position, then that grade is used by default
when the user creates a new set of employment terms or a new assignment.
If you set this profile option to No, which is the default value, then users can select from
all grades.

Activity: Creating a Grade

Background
You have set up grades for all of your divisions except the Financial Services division.
The job functions performed in this division are different from that of your other
divisions, so you need to create new grades that are more suitable.

Activity Scope
You will create a new grade for the Sales Executive job, and you will create rates for the
grade at the same time. Use the following information to help you complete the activity:
 Set: Common Set

 Name: XX_Sales Executive
 Code: XX_SALESEXEC
 Steps? No steps are needed
 Legislative Data Group (for rates): US LDG
 Rate Name: XX_Annual Salary Rate_Sales Execs
 Rate Type: Salary
 Frequency: Annually
 Currency: USD
 Specific amount or range? Range
 Salary range: 45,000 to 65,00
Solution: Activity: Creating a Grade
Step Act ion
1. Begin by locating the Manage Grades task in your implementation project.
Alternate Navigation: From the Navigator menu, select Workforce Structures under the
Workforce Management heading.


3. Enter the desired information into the Task field. Enter "Manage Grades".
6. Use the Manage Grades page to search for existing grades.
8. Use the Create Grade: Grade Details page to enter information such as the set, name,
and code for the grade.

9. Enter the desired information into the Name field. Enter "XX_Sales Executive".
10. Click in the Code field.
11. Enter "XX_SALESEXEC".
13. Use the Create Grade: Grade Steps page to enter steps for the grade. This grade does
not contain steps, so click Next to continue.

14. Use the Create Grade: Grade Rates page to enter rates for the grade.
Click the Legislative Data Group list.

15. Click the US LDG list item.
16. Click the Create New Rate button.
17. Use the Create Grade Rate window to enter the rate type, frequency, and so on.
In the Name field, enter "XX_Annual Salary Rate_Sales Execs."

19. Click in the Minimum field.
20. Enter the desired information into the Minimum field. Enter "45,000".
21. Click in the Maximum field.
22. Enter the desired information into the Maximum field. Enter "65,000".
23. Click in the Midpoint field.
24. The application calculates the midpoint value for you.


26. Use the Create Grade: Review page to review the details before submitting the grade.
Click the Submit button.

30. On the Assigned Implementation Tasks tab, now mark the Manage Grades task as

Complete.
Click the Status button.

31. Click the Status list.
32. Click the Completed list item.
34. You have successfully created a grade and associated rates with it.
You have also marked the task as complete.

Defining Grade Rates
 Grade rate values

 Lookup types for grade rates
 Examples of grade rates How grades, rates, sets, and legislative data groups
work together

 How grades and rates work with Oracle Fusion Compensation and Payroll

Grade Rate Values
Grade rate values are the compensation amounts associated with each grade. Grade
rate values can be either a fixed amount or a range of values, and you can set up rates
for different types of pay, such as salary, overtime, and bonuses.

Grade rates for some jobs or positions might include an hourly salary rate and an
overtime rate. Grade rates for other jobs or positions might contain a salary rate type
with a range of amounts and a bonus rate type with a fixed amount. Grade rates
typically serve only as a guideline to validate that the salary you propose during the
compensation process for a worker on a certain grade is appropriate for that grade.
Grade rates are optional.

Lookups for Grade Rates
Lookup types are lists of values in applications. One lookup type is available for grade
rates, and the customization level is extensible.
The GRADE_PAY_RATE_TYPE lookup type identifies the compensation components

for which you want to set up grade rates. The predefined values are salary, bonus, and

overtime.
You should review these predefined values, and add additional rate types to suit your
business needs.

Adding Rates to Grades
For grades that were created without steps, two options for adding rates are available:
 Add the rates at the same time as when you add the grade using the Manage
Grades task
 Add the rates separately using the Manage Grade Rates task

For grades that were created with steps, you must first add the grade to a grade ladder,
and then add the rates for each step in the Manage Grade Ladders task.

Grade Rates Example 1
This figure illustrates a grade that has two rate types associated with it. One is a salary
rate type that has a range of values, and the other is a bonus rate type with a fixed
amount.

Grade Rates Example 2
This figure illustrates a different grade that has two rate types associated with it. One is
a salary rate type that has a fixed amount, and the other is an overtime rate type that
also has a fixed amount.

How Grades, Rates, Sets, and Legislative Data Groups Work

Together
You assign grades to sets, and you assign grade rates to legislative data groups.
While grades may be common across different areas of your enterprise, grade rates

vary among the countries in which you employ people. For example, if your enterprise
has engineer jobs in the United States, the United Kingdom, and Australia, you can set
up grades for a set that is shared between the countries, but set up different grade rates
for each country in the applicable currency.
The following figure illustrates how you can use sets to share grades across multiple
business units and then change the grade rates for each legislative data group.

250

How Grades and Grade Rates Work with Compensation and

Payroll
Depending on the configuration of the legal employer to which workers belong, their
salary can be stored at either the assignment or employment terms level, and the grade
rate can be linked to the salary basis within the salary record. If this is the case, then
their salaries are validated using the grade rates. 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.
In addition, compa-ratios and salary range positions for workers are calculated using the
minimum and maximum amounts that are defined in the grade rates for their grades.
Payroll elements reference 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.

Activity: Creating a Grade Rate
Background
You now need to create a bonus rate for the Sales Executive grade. You award sales
executives a bonus annually, and the amount is a range.

Activity Scope
Create a bonus rate for the XX_Sales Executive grade that you created in the previous
activity. Use the following information to help you complete the activity:
 Rate type: Bonus

 Frequency: Annual
 Rate values: Range from 45,000 to 65,000
Solution: Activity: Creating a Grade Rate
Step Act ion
1. Begin by locating the Manage Grade Rates task on the Assigned Implementation Tasks
tab.

2. Enter the desired information into the Task field. Enter "Manage Grade Rates".
5. Use the Manage Grade Rates page to locate existing grade rates.

6. In the Select Legislative Data Group window, locate the US LDG legislative data group.
Click the Search: Legislative Data Group list.



9. Use the Create Grade Rate page to enter details about the grade rate.

10. Enter the desired information into the Name field. Enter "XX_Annual Bonus Rate_Sales
Execs".
11. Click the Rate Type list.
12. Click the Bonus list item.

13. Click the Add Row button.
14. Click in the Grade field.
15. Enter the desired information into the Grade field. Enter "XX".
16. Click the XX_Sales Executive XX_SALESEXEC Common Set COMMON Common Set
object.
17. Click in the Minimum field.
18. Enter the desired information into the Minimum field. Enter "4500".
19. Enter the desired information into the Maximum field. Enter "6500".
20. Click the Review button.
21. Use the Create Grade Rate: Review page to review the details of the grade rate before
submitting.

25. On the Assigned Implementation Tasks tab, now mark the Manage Grade Rate task as
Complete.

29. You have successfully created a grade rate and marked the task as complete.

Defining Grade Ladders
 Grade ladders
 Ladders with grades
 Ladders with steps

Grade Ladders
Create grade ladders to group grades or grades with steps in the sequence in which
your workers typically progress. 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 associated with each step.

You can set up separate grade ladders for different types of jobs or positions in your
enterprise. For example, you may create three grade ladders for your enterprise: one for
technical grades, another for management grades, and a third for administrative grades.
Two types of grade ladders are available:
 Ladders with grades

 Ladders with steps
You cannot create a grade ladder with a combination of both grades and grades with
steps.

Ladders with Grades
You create ladders with grades by building a hierarchy of grades that were created
without steps. When you set up this type of ladder, only grades without steps are
available to add to the ladder. You do not define any grade rates when you set up a
ladder with grades; the rates for the grades within the ladder are inherited from the rates
that were added when you set up the grades. To add or edit rates for grades, you must

use the Manage Grade Rates task.

Ladders with Steps
You create ladders with grade steps using grades that were created with steps. When
you set up this type of ladder, only grades with steps are available to add to the ladder.
You define step rates and the values for each step when you set up the ladder, and the
rates are unique to each ladder. You cannot share step rates between grade ladders.

Activity: Creating a Grade Ladder

Background
You have already created five grades for administrative positions at InFusion
Corporation, and you have associated rates with each grade. You now want to create a
grade ladder for the administrative positions.

Activity Scope
Use the following information to help you complete the activity:
 Grade Set: Common

 Name: XX_Admin Grade Ladder
 Grade Type: Grade
 Grades to include: All Admin grades (Hint: Enter Admin in the Name field on the
Search: Grades page)
Note: Admin5 should be the top of the grade ladder.
Solution: Activity: Creating a Grade Ladder
Step Act ion
1. Begin by locating the Manage Grade Ladders task on the Assigned Implementation Tasks
tab.

2. Enter the desired information into the Task field. Enter "Manage Grade Ladders".
5. Use the Manage Grade Ladders page to search for existing grade ladders.

6. Use the Create Grade Ladder: Grade Ladder Details page to enter information to identify

the grade ladder and select the ladder type.

7. Delete the existing text and then enter a name for the grade ladder.
Enter the desired information into the Name field. Enter "Admin Grade Ladder".
8. Click the Grade Type list.
9. Click the Grade list item.

11. Use the Create Grade Ladder: Grades page to add grades to the ladder.
First, search for grades to add to the ladder.

12. Enter the desired information into the Name field. Enter "Admin".
14. Click the Admin5 row header.
15. Click the Add to Grade Ladder button.
18. Click the After grade option.
23. Click the After Grade list.
24. Click the Admin4 list item.



39. Use the Create Grade Ladder: Rate Values page to review the rates that have been set
up for the grades that you added to the ladder.
Click the Legislative Data Group list.

41. Click in the Grade Rate field.
42. Enter the desired information into the Grade Rate field. Enter "US".
43. Click the US Annual Salary Grade Rate Annually Salary USD object.
44. Click the View Grade Rate link.
46. Use the Create Grade Ladder: Review page to review details of the grade ladder before
submitting it.

50. On the Assigned Implementation Tasks tab, now mark the Manage Grade Ladders task as
Complete.


54. You have successfully created a grade ladder and have marked the task as complete.

Examples of Grades, Rates, and Ladders
The following examples show different ways to use grades, rates, and ladders. Review
these for comparison purposes.

Grades with Steps
The grade structure for annual salary amounts for administrative workers in InFusion
Corporation includes five grades, and each grade includes five steps. When workers
move from one grade to another in this ladder, they do not always start at step 1 of a
grade. Their next step is based on their previous salary plus two steps. For example, a
worker could move from Step 3 in Grade 1 to Step 2 in Grade 2.

The following table lists the three grades, steps, and the rates associated with them for
administrative workers at InFusion Corporation.
To set up a grade structure to reflect this table, perform the following tasks:
1. Set up three different grades and add three steps for each grade.
2. Set up a grade ladder using the Grades with Steps type, and select all three
grades.
3. Set up step rates for annual salary amounts using the rates in the preceding
table.

Grades Without Steps
The grade structure for annual salary amounts for level 3 managers at InFusion
Corporation includes grades without steps. The grade rates are fixed amounts.
The following table lists the grades and associated rates for level 3 managers at

InFusion Corporation.
To set up your grade structure to reflect this table, perform the following tasks:
1. Set up eight separate grades.

2. For each grade, enter the rates from the preceding table.
3. Set up a grade ladder with the Grades type and add all eight grades to the
ladder.

Grades with Rate Ranges
The grade structure for annual salary amounts for senior executives at InFusion
Corporation includes grades with no steps, and the rates are set up using ranges.
The following table lists the rate range for senior executives at InFusion Corporation.

To set up a grade structure to reflect this table, perform the following tasks:
1. Create a single grade.

2. Create a grade rate and enter the minimum and maximum amounts from the
preceding table for the grade rate range.

Grades with Hourly Amounts
The grade structure for line workers at InFusion Corporation includes grades with steps,
and the rates are hourly amounts.

The following table lists the hourly rates for line workers at InFusion Corporation.
To set up your grade structure to reflect this table, perform the following tasks:
1. Create five grades, each with three steps.

2. Set up a grade ladder using the Grades with Steps type, and select all five
grades.
3. Set up step rates for hourly amounts using the rates in the table.

Defining Jobs and Job Families
 Lookups for jobs

 Basic details
 Benchmark and progression information

 Grades
 Evaluation criteria
 How jobs and positions work with profiles
Jobs are typically used without positions by service industries where flexibility and
organizational change are key features.

Lookups for Jobs
Lookups are lists of values in applications. Several lookup types are available for jobs
that have user customization levels. You should review these lookups, and update them
as appropriate to suit enterprise requirements. The lookup types for jobs are:

 EVAL_SYSTEM: Identifies the evaluation system used for the job or position
 EVAL_SYSTEM_MEAS: Measurement unit for the evaluation criteria
 JOB_FUNCTION_CODE: Description of the primary function of a job (used for
grouping and reporting jobs of like functions)
 MANAGER_LEVEL: Description of the seniority of a manager

Basic Details
You define the following basic information for jobs:
 Effective start date

 Job set

 Name
 Code
A job code must be unique within a set. Therefore, 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.

Benchmark and Progression Information
You can identify a job as being a benchmark job. A benchmark job represents other
jobs in reports and salary surveys. You can also select the benchmark for jobs.
Benchmark details are for informational purposes only.
A progression job is the next job in a career ladder. Progression jobs enable you to

create a hierarchy of jobs and are used to provide the list of values for the Job field in
the Promote Worker and Transfer Worker tasks. The list of values includes the next
three jobs in the progression job hierarchy.
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.

Grades
You can specify the grades that are valid for a job. If you are using positions, then the
grades that you specify for the job become the default grades for the position.

Evaluation Criteria
You can define evaluation criteria for a job, including the evaluation system, a date, and
the unit of measure for the system. One predefined evaluation system is available, and
that is the Hay system.

An additional value of Custom is included in the list of values for the Evaluation System
field, but you must add your own criteria and values for this system.

Job Families
A job family is a group of jobs that have different but related functions, qualifications,
and titles. They are beneficial for reporting. Examples include:

 Administration
 Finance and Accounting
 Support
 Logistics
You set up the job families and then enter a job family when defining a job.

How Jobs and Positions Work with Profiles
You can associate jobs and positions with model profiles that are created in Oracle
Fusion Profile Management. A model profile is a collection of the work requirements and
required skills and qualifications of a workforce structure, such as a job or position.
This association 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.
The following figure compares the information that is contained in a job profile with that
contained in a job:

Activity: Creating a Job

Background
You have created a grade and grade rates for the Sales Executive position, and you
now need to define the job.

Activity Scope
1. Job Set: Common Set

2. Name: XX_Sales Executive
3. Code: XX_SALES EXEC
4. Full Time or Part Time: Full Time
5. Regular or Temporary: Regular
6. Job Family: Sales
7. Valid Grades: XX_Sales Executive (the grade that you created in a previous
activity)
Solution: Activity: Creating a Job
Step Act ion
1. Begin by locating the Manage Job task on the Assigned Implementation Tasks tab.

2. Enter the desired information into the Task field. Enter "Define Jobs".
5. Use the Manage Jobs page to search for existing jobs.

6. Use the Create Job: Basic Details page to enter information such as a name and a code.


9. Enter the desired information into the Code field. Enter "XX_SALES EXEC".
11. Use the Create Job: Job Details page to enter information such as whether the job is full
time or part time, the job family, and valid grades.

Click the Full Time or Part Time list.
12. Click the Full time list item.
13. Click the Regular or Temporary list.
14. Click the Regular list item.
15. Click in the Job Family field.
16. Enter the desired information into the Job Family field. Enter "Sa".
17. Click the Sales list item.
19. Click in the Grade field.
20. Enter the desired information into the Grade field. Enter "XX".
21. Click the XX_Sales Executive XX_SALESEXEC Common Set COMMON Common Set
list item.
23. Use the Create Job: Evaluation Criteria page to enter the evaluation system, if you are
using one with the job.
This job does not contain evaluation criteria.

24. Use the Create Job: Profiles page to attach a profile to the job.
Profiles are covered in the next lesson, so none will be assigned to this job.



28. On the Assigned Implementation Tasks tab, now mark the Manage Jobs task as Complete.


32. You have successfully created a sales executive job and marked the task as complete.

Defining Positions
This section discusses:
 Lookups for positions

 Positions example: retail industry
 Position details
 Position trees

Positions are typically used by industries that have the following characteristics:
 Approval rules and budgeting are detailed

 Head counts must be maintained
 Turnover rates are high

Lookups for Positions
Lookups are lists of values in applications. Several lookup types are available for
positions that have user, extensible, and system customization levels. You should
review these lookups, and update them as appropriate to suit enterprise requirements.
The lookup types for positions are:

 SECURITY_CLEARANCE: Classifies if security clearance is needed (system)
 EVAL_SYSTEM: Identifies the evaluation system used for the job or position
(user)
 EVAL_SYSTEM_MEAS: Measurement unit for the evaluation criteria (user)
 BARGAINING_UNIT_CODE: Identifies a legally organized group of people
which have the right to negotiate on all aspects of terms and conditions with
employers or employer federations (extensible)
 PROBATION_PERIOD: Specifies the unit of measurement for the probation
period of a position (user)

Positions Example: Retail Industry
The following scenario illustrates the use of positions:
ABC Corporation has high turnover. It loses approximately 5% of their cashiers monthly.
The job of cashier includes three positions: front line cashier, service desk cashier, and

layaway cashier. Each job is cross-trained to take over another cashier position. When
one cashier leaves from any of the positions, another existing cashier from the front line,
service desk, or layaway can assist where needed. But to ensure short lines and
customer satisfaction, ABC must replace each cashier lost to turnover.
Because turnover is high in retail, positions are recommended for this industry. There is
an automatic vacancy when an employee terminates employment. The position exists
even when there are no holders. This is important if the person who leaves the
company is a manager or supervisor with direct reports. All direct reports continue
reporting to the position even if it is empty. You do not need to reassign these
employees to another manager or supervisor; the replacement manager is assigned to
the existing position.
Another advantage to using positions is that when you hire a new worker, many of the
attributes are provided as default values from the position. This speeds up the hiring
process.
The following figure illustrates the retail position setup:

282

Position Details
Key concepts regarding positions:
 Many of the fields are the same as those in jobs

 You add a position to a specific department

 The application populates the Valid Grades region with the grades that you set
up for the job on which you are basing the position
 You can associate evaluation criteria and a profile with positions

Position Trees
Using the predefined tree structure for a position tree, you can create multiple position
trees and then create multiple versions of each tree to establish reporting relationships
among positions. You can have only one top-level node for a position tree.
You can use position trees for the following purposes:

 Review position hierarchies for budgeting and organizational planning.
 Secure access to positions by identifying a position hierarchy in a position
security profile. For example, you can create a position security profile that
includes all positions in a position hierarchy below a specified top position. You
can also include the position security profile in a person security profile to secure
access to person records. In this case, the person security profile includes the
person records of the people who occupy the positions in the position security
profile.
The following figure illustrates a position hierarchy that you can establish using a
position tree:

Activity: Creating a Position

Background
You will now create a Sales Executive position based on the Sales Executive job that
you created in a previous activity.
Activity Scope

1. Business Unit: USA1 Business Unit

2. Name: XX_Sales Executive
3. Code: XX_SALES EXEC
4. Department: InFusion Financial_Sales (you created this department in a
previous activity)
5. Job: XX_Sales Executive
You will not add evaluation criteria information or a profile to the position.
Solution: Activity: Creating a Position
Step Act ion
1. Begin by locating the Manage Positions task in the Assigned Implementation Tasks tab.

2. Enter the desired information into the Task field. Enter "Define Positions".
5. Use the Manage Positions page to search for existing positions.

6. Use the Create Position: Basic Details page to enter information to identify the position,
such as a name and a code.
Click the Business Unit list.

7. Click the USA1 Business Unit list item.

11. Enter the desired information into the Code field. Enter "XX_SALES EXEC".
13. Use the Create Position: Position Details page to enter further details about the position,
including department, job, and so on.

Click in the Department field.
14. Enter the desired information into the Department field. Enter "XX Infusion".
15. Click the XX InFusion Financial_Sales list item.
16. Click in the Job field.
17. Enter the desired information into the Job field. Enter "XX".
18. Click the XX_Sales Executive XX_SALES EXEC object.
19. The application populates the Valid Grades region with the grade that was set up for the
job.
24. On the Assigned Implementation Tasks tab, now mark the Manage Positions task as
Complete.

28. You have successfully created a position and marked the task as complete.

Defining Worker Directory

Define Worker Directory Task List

To access the task under Define Worker Directory, select your implementation project
from the Functional Setup Manager and navigate to:
Workforce Deployment > Define Common Applications Configuration for Human Capital
Management > Define Enterprise Structures for Human Capital Management > Define
Workforce Structures > Define Worker Directory

Maintaining Person Keywords
Several attributes of person, employment, and profile records are used as person-
search keywords.

How Person Keywords Are Maintained
Keyword values are copied automatically from the originating records to the
PER_KEYWORDS table, where they are indexed to improve search performance.
Whenever the value of a keyword attribute changes (for example, if a person acquires a
language skill or a different phone number), an event is raised. In response, services
run a process to update the relevant attributes for the person in the PER_KEYWORDS
table; therefore, most changes are made in PER_KEYWORDS immediately and
automatically.
Update Person Search Keywords Process
Although most changes to the PER_KEYWORDS table are made automatically, you
need to run the Update Person Search Keywords process regularly because the
automatic process does not apply future-dated changes to the PER_KEYWORDS table.
Running the Update Person Search Keywords process also ensures that all changes
are copied to the PER_KEYWORDS table, despite any temporary failures of the
automatic process.
You can run the Update Person Search Keywords process manually or schedule it to
run at regular intervals. When you run the Update Person Search Keywords process,
the whole PER_KEYWORDS table is refreshed; therefore, you are recommended to run
the process at times of low activity to avoid performance problems.

Person-Record Keyword Searches
The application searches for keyword values in these attributes of a person's records:
department, job name and code, position name and code, person name, primary e-mail,
primary phone, work location, competencies, language skills, licenses and certifications,
school education, awards and honors, affiliations, areas of interest, and areas of
expertise.

Access to Restricted Information
Access to information about a person's competencies, language skills, licenses and

certifications, school education, awards and honors, and affiliations is restricted to a
person's line managers. Restricted information is not searched and is never included in
search results when the searcher is not a line manager. However, if the match is found
in public information, such as areas of expertise, it appears in the search results for any
user.
Keyword Indexing
Keywords are indexed values, which means that they are copied from person records
and organized in the PER_KEYWORDS keywords table for fast retrieval. Most changes
to person records are copied as they occur to ensure that there is no difference
between the source and indexed values. However, depending on when the Update
Person Search Keywords process was last run, some recent changes to person records
may not appear in search results.

Date-Effective Keyword Searches
In the professional user person search, you can enter an effective as-of date. When
date-effective values, such as work location, are copied to the keywords table, their
history is not copied: only the latest change is stored in the keywords table. Therefore, if
you enter both a keyword value and an effective as-of date, the search results may not
be as expected.

Date-Effective Search Example

Change the work location of assignment 12345 from Headquarters to Regional Office
on 27 January, 2011.

The changed work location is copied automatically to the keywords table on 27 January,
2011.

Search for a person on 1 February, 2011 using the keyword Headquarters and the
effective as-of date 10 January, 2011.
Result: Although the work location on 10 January, 2011 was Headquarters, assignment
12345 does not appear in the search results because the work location stored in the
keywords table at the time of the search is Regional Office.

Search Relevance Profile Options
The strength of the relationship between the person performing a gallery search and
each person whose assignment appears in the search results can determine the order
of the results: the stronger the relationship, the closer to the top of the results an
assignment appears. The search relevance profile options control how the strength of
the relationship between the searcher and the search result is calculated.

Weighting Profile Options
Using the weighting profile options, you can change the weighting applied to the
relevant factors. For example, the HR: Social Network Weight profile option specifies
the weighting applied to the relationship strength value for the social network factor. The
default value of each weighting profile option is 0.5. To increase the relevance of a
factor relative to other factors, you increase its weighting; to decrease its relevance, you
reduce its weighting. See the help topic Search Relevance Profile Options: Explained
for the complete list of weighting profile options.
Other Profile Options
1. HR: Selection History Timeout: The number of times the searcher selects a
person's assignment from the search results during a specified period, which is 7
days by default, is recorded automatically. You can specify this period for the
enterprise on the HR: Selection History Timeout profile option
2. HR: Maximum Hierarchy Proximity: When the searcher's primary assignment

is in the same organization, position, or manager hierarchy as a person's
assignment, the strength of the relationship depends on their proximity to each
other in the hierarchy. The maximum number of hierarchy boundaries to include
in the calculation is 4 by default. You can set this value for the enterprise on the
HR: Maximum Hierarchy Proximity profile option.
3. HR: Relationship Priority Factor: The searcher can specify a rating for a
search result, and each rating is associated with a multiplying factor. On this
profile option, you can specify the highest possible multiplying factor that can be
applied to a search result. By default, the multiplying factor is 2. If you increase
its value, you increase the significance of the searcher's own ratings relative to
other factors.

292
Quiz


Quiz 1
Which of the following determines what rate types are available?
1. A profile option
2. A lookup type

3. The legislative data group for which you are setting up the grade rate

Quiz 2
A grade ladder can contain both grades and grades with steps.
1. True
2. False

Quiz 3
Which of the following would you associate with a job or a position to specify the
required competencies, degrees, and languages for the job or position?
1. Employment terms

2. Assignment
3. Model profile
4. Grade

Activity Introduction: Workforce Structures
Background
After setting up the new division, InFusion Financial, you now want to verify that you
have correctly set up the division, department, business unit, grade, grade rates, and
the job. You decide to test the setup by entering a new sales executive for the InFusion

Financial_Sales department that you created.
Activity Scope
Note: Use default values unless otherwise indicated.
 Legal Employer: InFusion Corp USA2

 Name: XX Susan Smith
 Address 1: XX Main Street
 ZIP Code: 10022
 Business Unit: XX_Financial Services US (the business unit that you created)
 Job: XX_Sales Executive (the business unit that you created)
 Department: XX_InFusion Financial_Sales (the department that you created)
 Location: XX_New York (the location that you created)
Note: Before beginning the activity, the instructor will demonstrate how to enable profile
options so that you can edit settings for them and then demonstrate how to change the
settings for these two profile options from N to Y:
PER_DEFAULT_GRADE_FROM_JOB_POSITION
PER_ENFORCE_VALID_GRADES
After these two profile options are set to Y, you will be able to see how the application
populates the Grade field with the valid grade that you set up for the job. If the options
are N, then the application allows you to select from all grades in the Common set.

Instructor Demo: Activity Setup

Solution: Instructor Demo: Activity Setup
Step Act ion

2. Enter the desired information into the Task field. Enter "Profile Options".

5. Click in the Profile Option Code field.
6. Enter the desired information into the Profile Option Code field. Enter "PER".
8. The application loads the Profile Option Levels region with the profile option that you have
selected.
9. Enable updates at the site, product, and user level.
Click the Updateable option.

10. Click the Updateable option.
13. Click the PER_ENFORCE_VALID_GRADES row header.
18. Highlight Profile Options and delete the text.
Press [Delete].
19. Enter the desired information into the Task field. Enter "Manage Workforce Records".

23. Click in the Profile Value field.

24. Enter the desired information into the Profile Value field. Enter "Y".
26. Click the PER_ENFORCE_VALID_GRADES row header.
28. Click in the Profile Value field.
29. Enter the desired information into the Profile Value field. Enter "Y".

32. You have successfully changed the setting for two profile options.
Activity Solution: Hiring an Employee to Test the Setup

Solution: Activity Solution: Hiring an Employee to Test the Setup
Step Act ion
1. Click the Navigator link.

2. Click the New Person link.
3. Click the Hire an Employee link.
4. Click the Legal Employer list.
5. Click the InFusion Corp USA2 list item.
6. Click in the Last Name field.
7. Enter the desired information into the Last Name field. Enter "Smith".
8. Click in the First Name field.
9. Enter the desired information into the First Name field. Enter "Susan".
11. Click in the National ID field.
12. Enter the desired information into the National ID field. Enter "222-21-1234".
13. Click the Continue button.
15. Enter the desired information into the Address 1 field. Enter "500 Main Street".
16. Click in the ZIP Code field.

18. Exit the field to populate the City and State fields based on the zip code.
Click in the Tax District field.

20. Click in the Business Unit field.
21. Enter the first few characters of the business unit that you created in a previous activity.
The application searches for matching values.

Enter the desired information into the Business Unit field. Enter "XX".
22. Click the Financial Services US object.
23. Click in the Job field.
24. Enter the first few characters of the job that you created in a previous activity. The
application searches for matching values.
Enter the desired information into the Job field. Enter "XX".
25. Click the XX_Sales Executive XX_SALESEXEC list item.
26. Note that the application populates the Grade field with the valid grade that you set up for
the Sales Executive position.
27. Click in the Department field.
28. Enter the first few characters of the department that you created in a previous activity. The
application searches for matching values.
Enter the desired information into the Department field. Enter "XX".
29. Click the XX InFusion Financial_Sales list item.
30. Click the Search Location list.
31. Select the location that you created in a previous activity.
Click the XX New York list item.

36. You have successfully hired an employee.

Define Grades, Jobs, Positions, and Worker Directory

Highlights
In this section, you should have learned:
 You can set up grades with or without steps.

 For each grade, you can define multiple types of grade rates, such as

salary, bonus, and hourly rates.
 Grade ladders can include either grades or grades with steps.
 For grades with steps, you define the rates when you include the grades in
a grade ladder.
 Jobs are used without positions in industries where flexibility and
organizational change are key features.
 You assign jobs to a set, and the job code must be unique within a set.
 Positions are used in industries with high turnover, detailed approvals and
budgeting, and where head counts must be maintained.
 You can associate jobs and positions with a profile to specify the required
or desired competencies, degrees, languages, and so on for the job or
position.
 How to define search relevance profile options for the worker directory

Define Workforce Profiles

Objectives

 Describe Oracle Fusion Profile Management
 Configure talent profile settings
 Set up talent profile content
 Set up talent profiles

Profile Management Setup and Maintenance
 Initial setup for this activity is performed using Functional Setup Manager
- Workforce Deployment Offering: Define Common Applications Configuration for
HCM/Define Workforce Profiles
 Ongoing maintenance is performed from the Profiles work area and on the
Profile Management cards in the Person Gallery (Career Planning,

Development and Growth, and Experience and Qualifications)
Define Workforce Profiles Task Lists and Tasks
_______________________________________________________

Setup tasks in FSM under Define Talent Profile Settings Task List:
 Manage Workforce Profile Lookups

 Manage Value Sets
 Manage Workforce Profile Descriptive Flexfields
 Manage Talent Notifications

Setup tasks in FSM under Define Talent Profile Content Task List:
 Manage Content Subscribers

 Manage Profile Rating Models
 Manage Educational Establishments
 Manage Profile Content Types
 Manage Profile Content Items
Setup tasks in FSM under Define Talent Profiles Task List:
 Manage Profile Types

 Manage Instance Qualifiers
The ongoing maintenance tasks are:
 Manage Model Profiles

 Search Profiles

Describe Oracle Fusion Profile Management

Profile Management provides a framework for developing and managing talent profiles
that meet your industry or organizational requirements. Profiles summarize the
qualifications and skills of a person or a workforce structure such as a job or position.
Profiles enable you to:
 Track workers' skills, competencies, and accomplishments

 Define the required or desired skills, degrees, and other qualifications of jobs and

positions
 Manage talent-related activities, such as career planning, identifying training
needs, and performance management

Profile Management Terminology
Oracle Fusion Profile Management terminology:
 Content library: The content library provides the foundation for profiles as it
stores both content types and content items.

 Content type: A set of attributes for a worker or a job or position. Examples
include languages, competencies, and degrees.
 Content item: An individual quality, skill, or qualification within a content type
that you track in profiles.
 Content subscriber: Applications external to Oracle Fusion Profile Management
that use content types.
 Educational establishment: A college, university, or other school that workers
use when they add education information, such as degrees, to their profile.
 Person profile: A collection of a worker's skills, qualifications, education
background, and so on.
 Model profile: A collection of the work requirements and required skills and
qualifications of a workforce structure, such as a job or position.
 Profile type: A template for person or model profiles that is built using content
types.
 Rating model: A scale used to measure the performance and proficiency of
workers.
These terms will be discussed in more detail in subsequent topics.

Oracle Fusion Profile Management Integrations
Oracle Fusion Profile Management integrates with the following:
 Oracle Fusion Performance Management: Uses the rating models that you
define in Profile Management to rate workers on their performance. Instance
qualifier sets distinguish the manager ratings from the workers' self ratings.
Performance Management also uses competencies from the content library in

performance documents.
 Oracle Fusion Goal Management: Uses content types to set up target
outcomes for goals. You can set up a content type relationship between the
Goals content type and other content types, such as the Competencies content
type and the Memberships content type. Using these relationships, you can then
set up target outcomes for goals. Target outcomes are the content items within
the content type that is related to the Goals content type. For example, if you set
up a relationship between the Goals content type and the Competencies content
type, workers can add a target outcome of a specific competency to their goals.
In this case, the specific competency is the content item within the Competencies
content type. When workers complete the goal, their profiles are updated to
include the competency.
 Oracle Fusion Talent Review: Uses information from the Performance and
Potential and Risk of Loss sections within a worker's profile to build the analytics
that are part of the talent review process. These sections are defined as content
types within the content library and included in the person profile type. When a
talent review is complete, workers' profiles are updated automatically with the
performance rating given during calibration discussions. Instance qualifier sets
enable you to distinguish the talent review rating from ratings given by the
worker's manager, a peer, or perhaps the worker's self-evaluation.
 Person Gallery: Uses information from Profile Management for the Experience
and Qualifications, Career Planning, and Development and Growth cards.
 Oracle Fusion Global Human Resources: Model profiles are assigned to jobs
and positions so that you can specify targeted skills and qualifications and work
requirements for jobs and positions.
 Resource Manager component of Oracle Fusion Trading Community
Model: Uses content type relationships to track the areas of expertise of
workers. Using the predefined content type relationship where the Categories
content type is a parent of Products, and Products is a parent of Components,
resource managers can keep track of the categories, products, and components
that are considered to be their areas of expertise for their resources.

 Oracle Fusion Compensation Management: Uses rating model distributions to

determine the targeted minimum and maximum percentage of workers that
should be given each rating level.

Configure Talent Profile Settings
This section describes the following settings that are available in Oracle Fusion Profile
Management:
 Lookup types
 Notifications

 Descriptive flexfields

Profile Management Lookups

Lookups are lists of values in applications. Profile Management includes several lookup
types that have user or extensible customization levels. You should review these
lookups, and update them as appropriate to suit enterprise requirements.
The following table lists examples of the lookup types for Profile Management:
For more information about Profile Management lookups, click Help. In the Human
Capital Management business process, search for the following: profile management
lookup types. At the time this course was developed, this search returned the following
topic:

310
Profile Management Lookup Types: Explained


Profile Management Notifications
Profile Management contains several notifications that inform both managers and
workers when changes are made to the person profile. Examples include:
 Manager is notified when a worker changes his profile

 Worker is notified when a job profile in his interest list changes
 Manager is notified when a worker's certification is about to expire
You use the Manage Talent Notifications task to enable notifications for Profile
Management, as well as Performance Management, Goal Management, and Talent
Review. Using this task, you can only specify whether to send the notifications; you
cannot change the text of the notifications.

Profile Management Descriptive Flexfields
The following table lists the descriptive flexfields that are included in Profile
Management, and the tasks associated with the flexfields:

Set Up Talent Profile Content
This section describes the following components of profile content:

 Content library
 Content types
 Free-form content types
 Content type properties
 Content type relationships
 Content subscribers
 Content items
 Educational establishments
 Rating models

Content Library
The foundation of Oracle Fusion Profile Management is the content library, which
contains content types and content items. Several seeded content types, such as
Competencies, Languages, and Degrees, are available. You can add content types and
items for those types to suit your enterprise requirements.

The following figure illustrates how the content library, content types, and content items
fit together:

Content Types
Content types are the skills, qualities, and qualifications that you want to track in talent
profiles. The content library contains predefined content types such as competencies,
languages, and degrees, but you can create new content types as needed. You can
also create free-form content types.

Content types have:
 Properties: the fields to be displayed when setting up the content items and the
attributes of those fields
 Relationships: the associations between content types, where one content type
is a parent of another, or where one content type supports another
 Subscribers: other Oracle Fusion applications that use content types
The predefined content types are:
 Accomplishments
 Areas of Study
 Licenses and Certifications
 Competencies
 Sub-Competencies
 Degrees
 Education Levels
 Honors and Awards
 Languages
 Memberships
 Special Projects
 Career Preferences
 Potential
 Risk of Loss
 Career Statement
 Work Requirements

These predefined content types are used by the Resource Manager component of
Oracle Fusion Trading Community Model:
 Categories
 Components
 Products

Manage Profile Content Types>Edit Content Type page

Free-Form Content Types
Free-form content types enable you to capture information in a profile that you do not
need to store in the content library. For example, you can set up a free-form content
type to store information about the previous employment information for your workers.

A free-form content type contains only a code, name, and a description, and does not
have any properties defined for it until you add it to a profile type. Free-form content
types do not include any content items.

Content Type Properties
Content type properties represent the information that you want to capture for the
content type. They are the fields and the attributes of those fields that appear when you
add content items for the content type.
The table below lists the attributes that you can set for each field that you want to

include for each content type:

Content Type Relationships
Content type relationships enable you to associate content items of related content
types with each other. The following examples illustrate the two uses for Oracle Fusion
V1 for content type relationships:
 Tracking product expertise: The Resource Manager component of Oracle

Fusion Trading Community Model uses content type relationships to track the
areas of expertise of workers. Using the predefined content type relationship
where the Categories content type is a parent of Products, and Products is a
parent of Components, resource managers can keep track of the categories,
products, and components that are considered to be their areas of expertise for
their resources.
 Specifying target outcomes for Goals: To help your workers manage their
goals, you want them to associate their goals with target outcomes, which are
content types such as Competencies and Memberships. To accomplish this, you
can set up a relationship on the Competencies content type where Competencies
is supported by Goals. Workers can then set up goals that have a specific
competency as a target outcome.

Content Subscribers
Content subscribers are codes that represent other Oracle Fusion products or
applications that use content types. Examples of predefined subscriber codes are:

 HRMS: Human Resources
 HRTR: Talent Review
 HRA: Performance Management
For example, you can include competencies in performance documents in Performance
Management so that you can rate workers on the competencies. To be able to include
competencies in a performance document, the Competencies content type must include
HRA as one of the subscriber codes.
When you edit predefined content subscribers, you can associate additional content
types, but you cannot remove any of the existing content types. You should not remove
predefined content subscribers.

Demonstration Introduction: Content Types
Demonstration Scope
Navigate to the Manage Content Types page, show seeded content types, and explain

the attributes for each property
Navigation Steps
1. Search for the Manage Profile Content Types task.

3. On the Manage Content Types page, review the seeded content types.
4. Select the Competencies content type and click Edit.
Review each attribute for the properties, and discuss how some of the properties and
attributes for seeded content types cannot be changed. Next show the Relationships tab
and the Subscribers tab.

Content Items
Content items are the individual skills, qualities, and qualifications within the content
types in the content library. For example, within the Competencies content type,
communication is a content item. You can create content items to meet your business
needs. Content items contain:

 Properties: Content items inherit the fields and field properties that you define
for the content type to which the item belongs. For example, one of the fields
defined for the Memberships content type is ITEM_DESCRIPTION field. The
attributes of this field are set up so that the label is Description, the field is
editable, and the field does not require an entry. When you set up a content item
for the Memberships content type, you will see a field labeled Description, in
which you can enter text to describe the agency, but the field will not be required.
 Related content items: If the content type for which you are creating an item
has related content types, then you can enter the related content items for the
item. For example, if you have a content type relationship where the
Competencies content type is supported by the Goals content type, then on the
content items for competencies, you can enter the related goals.
 Proficiency descriptions: If the content item belongs to a content type that has
a rating model defined for it, then you can either use the existing descriptions for
the ratings within the model, or define descriptions for the ratings that are specific
to the content item. When ratings are given for the content item, the descriptions
defined for the item are used instead of those on the rating model
.

Demonstration Introduction: Content Items
Demonstration Scope
Navigate to the Manage Content Items task and show how the properties defined in the

content type determine the fields for the content items for that type, and the attributes of
those fields.
Navigation Steps
1. Search for the Manage Profile Content Items task.

3. On the Manage Content Items page, show the seeded content items for the
Competency content type.
4. Select one of the content items and click Edit.
5. On the Edit Content Item page, show the fields and their attributes.

Educational Establishments
You can define educational establishments for workers to use when they add education
information, such as degrees, to their profile. Educational establishments include
schools, universities, colleges, and so on.

Demonstration Introduction: Educational Establishments
Demonstration Scope
Navigate to a worker's portrait in the Person Gallery and show how workers can add the

college, university, or other schools attended to the Degrees content type.
Navigation Steps
1. Navigate to the Person Gallery and search on search on Linda Swift.

2. Click the Experience and Qualifications card.
3. Click the Edit button to edit skills and qualifications
4. In the Content Type field, locate the Degrees content type, select it, and click Add.
5. Point out the School field, and the associated LOV containing educational
establishments.

Rating Models
Use rating models to rate workers on their performance and level of proficiency in the
skills and qualities that are set up on the person profile. You can also use rating models
to specify target proficiency levels for items on a model profile, so that the model profile
can be compared to workers' profiles.

To rate workers on their performance and proficiency, you attach rating models to the
content types that are included in the person profile, and then workers can be rated on
the items within the type. For example, you can rate workers on the Communication
content item within the Competencies content type.
Rating models that measure workers' potential and the impact and risk of loss are also
available.

Rating Model Components

Rating models can include some or all of the following components, depending on the
use for the model:
 Rating levels: Rating levels identify the qualitative values, such as 1, 2, 3, or 4,

that you use to rate or score a worker's performance. Define numeric ratings for
rating models that you use with performance documents that use the average
calculation method.

 Review Points: Define review points for rating models that you use with
performance documents that use the sum or band calculation method. The
review points and point ranges that you define for the rating model are used to
calculate ratings.
 Rating categories: Rating categories enable you to group rating levels together
for analysis tools used in the talent review process, such as the box chart that is
used in the talent review process. You can group rating levels into categories
such as low, medium, and high, and those categories then become the labels for
the analytic. You should not change rating categories after setting them up, as
the changes could affect the analytic.
 Distributions: Oracle Fusion Compensation Management and Oracle Fusion
Performance Management both use rating model distributions to determine the
targeted minimum and maximum percentage of workers that should be given
each rating level. Compensation Management uses the distribution values that
you set up directly on rating models. However, you can set up distributions at the
performance template level for rating models that are used in Performance
Management.

Rating Models and Model Profiles
For model profiles, you can specify target proficiency levels for items on the profile, so
that the model profile can be compared to workers' profiles. Using the ratings, managers
can compare a model profile to workers' profiles to determine the best person suited to
fill a position. Workers can compare their profile to model profiles to identify other
positions within the organization that they are suited for, or to identify gaps in skills that
they need to fill before applying for other positions.

Demonstration Introduction: Rating Models
Demonstration Scope
Go to the Manage Rating Models task and compare the predefined rating models.

Navigation Steps
1. In the Setup and Maintenance work area, search for the Manage Rating Models
task.
3. On the Manage Rating Models page, select the different predefined rating
models and show how they are set up differently.

Set Up Talent Profiles
This section describes the following:
 Profile types
 Instance qualifiers

Profile Types
Profile types include person profile types and model profile types. The person profile
type:
 Provides a template that you use to create profiles of your workers

 Contains the skills, qualities, and qualifications that you want to track for your
workers

The person profile type is predefined, and you can have only one.
Model profile types are templates for workforce structures such as jobs and positions.
Model profiles identify:
 Targeted and required skills and qualifications for a job or position

 Work requirements, such as work schedule and travel frequency
You can set up multiple model profile types.

Profile Type Components
Profile types comprise multiple content types. Content types are referred to in profile
types as content sections, and you can include content types from the content library
and free-form ones. Sections for content types from the content library inherit some
properties from the content type, but you can change properties as needed. You may
also want to add or delete content sections. When adding and deleting content sections,
be aware of the following:

 Content sections that you add to the person profile type appear only on the
Experience and Qualifications card; you cannot specify where you want them to
appear.
 For workers to be able to add content a section to their profiles, you must set up
role access for employees to be able to edit the content section.
Important! Do not delete any of the predefined content types from the person and job
profile types, as many are used in other Fusion applications. For example, the Career
Potential, Performance Rating, Risk of Loss, and Talent Score sections are the source
for the Talent Ratings region of the Career Planning card, and are used by Performance
Management and Talent Review. If you do not want a particular content section to
appear in a profile, remove the HRMS content subscriber from that content type.

Manage Profile Types>Edit Profile Type page

333

Summary Text
For the person profile type, many of the content sections have summary text that
appears on regions of the profile cards. You can use the existing text, or change it to
suit your business needs. For example, you might want to update the text that appears
on the Skills and Qualifications card before an annual performance review period to
remind workers to update their skills so that they are current for the performance review.

Demonstration Introduction: Profile Types
Demonstration Scope
Go to the Edit Profile Type page and discuss the key concepts for these areas:

 Content sections
 Summary text
Navigation Steps
1. In the Setup and Maintenance work area, search for the Manage Profile Types
page.
3. On the Manage Profile Types page, locate the Person profile type, and click Edit.
4. On the Edit Profile Type page, click the Competencies content section, and then
click Competencies in the grid to access the section properties.
5. On the Content Section page, review the properties and section access options.
6. Click Cancel.
7. On the Edit Profile Type page, click the Summary tab.
8. On the Summary tab, review the predefined text and the locations on which each
text block appears.
9. Click Cancel.
10. From the Navigator menu, Click More.
11. Click Person Gallery.
12. On the Person Gallery page, click the My Portrait tab.
13. Click the Experience and Qualifications card.
14. Review the summary text that appears and discuss how your company might
change the text.
15. Review the summary text on the Career Planning and Development and Growth
cards, and discuss ideas for changing the text here as well.

Instance Qualifier Sets
Depending on the Oracle Fusion applications that you have implemented, your
managers and HR specialists may be able to provide ratings for workers in multiple
locations in addition to the workers' profiles. For example, if you are using Oracle Fusion
Talent Review, the rating given for a worker on his profile can be changed during a
talent review meeting. Instance qualifier sets are groups of codes that you set up for

content types, and they enable you to uniquely identify the origin of the rating.
The following qualifier sets are available:
 EVAL_TYPE: used with the Competencies content type and identifies the role of
the person who rated a particular competency for a worker
 POTENTIAL: used with the Career Potential content type and identifies whether
the rating was updated in a talent review meeting or on the worker's profile
 RISK: used with the Risk of Loss content type and identifies whether the rating
was updated in the profile or in a talent review meeting
 PERFORMANCE_RATING: used with the Performance Rating content type and
identifies whether the rating is the compensation, performance, profile, or talent
review rating
 TALENTSCORE: used with the Talent Score content type and identifies whether
the talent score was updated on the profile or in a talent review meeting
In Oracle Fusion V1, you should not create new instance qualifier sets or change the
settings for the predefined sets.

Settings for Qualifier Sets
For each code in an instance qualifier set, you can specify:
 Priority: Determines the order in which different instances of a competency are

displayed, and also determines which instance to use when searching and
comparing profiles. The lowest number indicates the highest priority.
 Employer and Manager Views: Determine which instances are visible to

employees and to managers.
 Search Ability: You can specify whether items that have been assigned the
instance qualifier code should be included in profile searches. For example, you
might not want the ratings for competencies given by peers to display when other
workers are searching person profiles.
 Default Instance Qualifier for Employee and Manager: You can specify the
default instance qualifier to use when managers and employees update a
competency. Each time an employee or manager updates a competency, the
record is assigned the instance qualifier code that is identified as the employee
or manager default code.

Demonstration Introduction: Instance Qualifier Sets
Demonstration Scope
Review the POTENTIAL instance qualifier set as an example of instance qualifier sets.

Go to the Edit Instance Qualifier Set page for the Potential qualifier set and review the
settings.
Navigation Steps
1. In the Setup and Maintenance work area, search for the Manage Instance
Qualifiers task.
3. On the Manage Instance Qualifier Sets page, select the Potential qualifier set.
4. Click Edit.
5. On the Edit Instance Qualifier Set page, review the Employee View, Manager
View, Searchable, Employee Default and Manage Default fields.

Demonstration Introduction: Where Instance Qualifier Sets

Are Used
Demonstration Scope

Log in as Linda.Swift and navigate to the portrait of one of her direct reports, Jack
Fisher in the Person Gallery and show how you can view and edit a worker's ratings for
Performance, Potential, and Risk and Impact of Loss.
Navigation Steps
1. Log out of Fusion Applications.

2. Log back in as Linda.Swift/Welcome1
3. Click the Navigator link to open the menu.
4. Click the more.. link.
5. Click the Person Gallery link.
6. On the Person Gallery tab, enter Jack Fisher in the Keywords field.
7. Select the row for Jack Fisher to open his portrait.
8. Maximize the Career Planning card for Jack Fisher.
9. Scroll down to the Talent Ratings region.
10. Click the Edit icon for the Talent Ratings region.
11. On the Edit Talent Ratings page, review the scores and ratings that you can edit
for performance, potential, risk and impact of loss, and advancement readiness.
Managers and HR specialists can enter ratings for workers directly on this portrait card,
but these ratings can also be changed during a talent review meeting and on a
performance document. Instance qualifier sets are used to identify where the rating
was given.
Note: Remember to log out and log back in as HCM_IMPL because the user ID for
Linda Swift does not have access to FSM.

Activity Introduction: Creating a New Content Type

and Items
Background

InFusion Corporation provides many opportunities for workers to volunteer for projects
that support community service, environmental responsibility, and community
leadership. Therefore, leaders at InFusion Corporation ask the implementation team to
design a way for workers to track the following types of corporate citizenship activities
that they participate in:
 Social Responsibility
 Environmental Responsibility
 State Citizenship
Activity Scope
After your evaluation, you decide that you can create a new content type and content
items for corporate citizenship, and then the new content type can be added to the
person profile type. Workers can then add the new content section to their profile, and
enter comments to describe their corporate citizenship activities.
Use the following information and the decision table below to help you create the
content type:
 Content type name: XX Corporate Citizenship

 Content type code: XX Citizenship
 Description: Content type to track corporate citizenship activities


Use the following information to help you add the content section to the person profile:
 Profile type to edit: PERSON

 Content section to add: XX Corporate Citizenship
Add two fields to the content section as follows:
ITEM_DATE_1
 Label: Date of Participation

 Display: Both
ITEM_TEXT240_1

 Label: Description of Participation

 Display: Both
Add role access as follows:
 Employee: update
 Manager: view
 HR Specialist: view

Creating a New Content Type

Solution: Creating a New Content Type
Step Act ion
1. Begin by navigating to the Manage Content Types task in your implementation project.
2. Expand the Workforce Deployment list.

Click the Expand button.
3. Expand the Define Common Applications Configuration for Human Capital
Management list.

4. Expand the Define Workforce Profiles list.

5. Expand the Define Talent Profile Content list.

6. Click the Go to Task button for the Manage Profile Content Types task.
7. Use the Manage Content Types page to search for existing content types.
9. Use the Create Content Type page to create new content types.
11. Enter the desired information into the Code field. Enter "XX Citizenship".
13. Enter the desired information into the Name field. Enter "XX Corporate Citizenship".
14. Enter the desired information into the Description field. Enter "Content type to track
corporate citizenship activities".
16. Click the Field Name list.
17. Click the ITEM_DATE_1 list item.
18. Click in the Label field.

19. Enter the desired information into the Label field. Enter "Date of Participation".
21. Click the Field Name list.
22. Click the ITEM_TEXT_20 list item.
26. Click the Subscribers tab.

28. Click the Subscriber Name list.
29. Click the TM list item.
32. Now mark the Manage Profile Content Types task as completed.

36. You have successfully created a new content type and marked the task as completed.
Creating Content Items

Solution: Creating Content Items
Step Act ion
1. Begin by locating the Manage Profile Content Items task on the Assigned Implementation
Tasks tab.

2. Enter the desired information into the Task field. Enter "Content Items".
5. Use the Manage Content Items page to search for existing content items.


6. In the Create Content Item window, locate the content type to which you want to add
content items.
Click the Content Type list.

7. Click the XX Corporate Citizenship list item.
8. Click in the Content Item field.

9. Enter the desired information into the Content Item field. Enter "Environmental
Responsibility".
11. Use the Create Content Item page to enter the details for the content item, based on the
field properties that you set up for the content item.
Click in the Item Code field.

12. Enter the desired information into the Item Code field. Enter "Env".
14. On the Manage Content Items page, repeat the previous steps to create the remaining
content items.

16. Enter the desired information into the * Content Item field. Enter "Social Responsibility".
18. Click in the Item Code field.
19. Enter the desired information into the Item Code field. Enter "Social".
23. Enter the desired information into the * Content Item field. Enter "State Citizenship".
25. Click in the Item Code field.
26. Enter the desired information into the Item Code field. Enter "State Ctznshp".


29. Now mark the Manage Profile Content Items task as completed.

33. You have successfully created three content items for the Corporate Citizenship content

type and marked the task as complete.
Adding a New Content Type to the Person Profile Type
Solution: Adding a New Content Type to the Person Profile Type
Step Act ion
1. Begin by locating the Manage Profile Types task on the Assigned Implementation tasks
tab.

2. Enter the desired information into the Task field. Enter "Profile Type".
5. Use the Manage Profile Types page to search for existing profile types.
Click the PERSON row header.

7. Use the Edit Profile Type page to add content sections to the profile type.
Click the Add Content Section button.

8. In the Add Content Section window, select the content type that you created in the
previous activity.
Click the XX Corporate Citizenship link.

9. Click the XX Corporate Citizenship link.

10. Use the Content Section page to edit the properties of the content section. Some
properties are inherited from the content type, but you must add additional properties that
are more suitable for how the content section appears on a profile, as opposed to how you
want to capture information for the content type in the content library.
Click the Add button.

11. Click the Column Name list.
12. Click the ITEM_DATE_1 list item.

14. Enter the desired information into the Label field. Enter "Date of Participation".
15. Click the Display list.
16. Click the Both list item.
18. Click the Column Name list.
19. Click the ITEM_TEXT240_1 list item.
21. Enter the desired information into the Label field. Enter "Description of Participation".
22. Click the Display list.
23. Click the Both list item.
24. In the Content Section Access region, set up access for employees to be able to edit the
section, and for managers and HR specialists to view it.
Click the Add button.

25. Click the Role list.
26. Click the Employee list item.
27. Click the Update option.
29. Click the Role list.
30. Click the HR Specialist list item.
34. Now mark the Manage Profile Types task as completed.


38. You have successfully added the Corporate Citizenship content section to the person
profile type.

Example of Adding the Content Section to a Profile
The next step after adding the Corporate Citizenship content type to the person profile
type is for workers to open their Experience and Qualifications card in the Portrait
Gallery, click the Edit button to edit skills and qualifications, and add Corporate
Citizenship to their profile.

This step cannot be performed in the classroom environment, so the following figures
have been included as examples of what the content section looks like when a worker
adds Corporate Citizenship to his profile:

350

Talent Profile Content Quiz

351

Quiz 1
You add properties for free-form content types when you:
1. Add the content type to a profile type.

2. Add the content type to a worker's profile.
3. Add a content item for the content type.

Quiz 2
If you create a new content type and add it to the person profile type, which is the most
likely reason for the new content type not being available when you try to access it in
the Experience and Qualifications card?

1. You forgot to save the content type.
2. You forgot to add the HRMS content subscriber to the new content type.
3. You added the content type to the wrong person profile type.

Quiz 3
Select the statement that is true regarding rating models:
1. A rating model typically contains rating levels, review points, rating categories, and
distributions.
2. Rating categories determine the labels for analytics such as those used in the talent

review process.
3. Distributions are used only in Oracle Fusion Performance Management.
4. You attach rating models to content items.

Quiz 4
Which of the following components of the person profile type can be changed:
1. The content sections contained in the profile type.

2. Summary text for content sections.
3. Attributes of fields that are inherited from the content type.
4. All of the above.

356
Quiz 5
1. True
2. False
You can create a new person profile type.


Define Workforce Profiles Highlights
In this section, you should have learned:
1. How Oracle Fusion Profile Management supports other Talent Management

products

2. You can configure lookups and notifications for Oracle Fusion Profile
Management to suit business needs
3. The content library contains several predefined content types and content
items
4. You can create new content types and items to suit business needs
5. How profile types are configured
6. How to add a new content type to a profile type

Define Security for HCM

Objectives

 Describe, at a high level, the key features of Oracle Fusion Applications
security
 Differentiate the four types of roles in Oracle Fusion Applications security
 Outline how data security is implemented in Oracle Fusion Human Capital
Management (Oracle Fusion HCM)
 Identify key components of the Security Reference Implementation
 Describe how user accounts are created and roles are provisioned to users
 Identify the three main tools used to manage security in Oracle Fusion
Applications

HCM Security Setup and Maintenance
You perform initial setup of Oracle Fusion HCM security from the Assigned
Implementation Tasks tab or from the task list for the offering that you are implementing.
After implementing an Oracle Fusion HCM offering, you maintain security by performing

the same tasks from the Setup and Maintenance work area. Relevant tasks are:

Roles
Role-Based Access Control
Security in Oracle Fusion Applications is role-based, where roles control who can do
what on which data.

For example:
 Who is a role assigned to a user.

 What is a function that users with the role can perform.
 Which Data is the set of data that users with this role can access when
performing this function.


361

Roles Assigned to Users
Users are assigned roles, through which they gain access to functions and data. Users
can have any number of roles.

User Linda Swift has both the employee and line manager roles. When she signs in to
Oracle Fusion Applications, both roles are active at the same time. Linda does not have
to choose a role through which to work: the functions and data that Linda can access
are determined by both of her roles simultaneously. As an employee, Linda has access
to employee functions and data, and as a line manager, Linda has access to line-
manager functions and data.

Role Types
Oracle Fusion Applications defines four types of roles:
 Abstract roles

 Data roles
 Job roles
 Duty roles

Abstract Roles
Abstract roles define a worker's role in the enterprise independently of the job that the
worker is hired to do. These abstract roles are predefined in Oracle Fusion HCM:

 Line manager
 Employee
 Contingent worker
Users have these roles regardless of their jobs. For example, InFusion Corporation
employs payroll administrators, compensation analysts, and line managers who are also
employees; therefore, all workers in those jobs must have the employee abstract role.
All workers are likely to have at least one abstract role through which they can access
standard functions, such as managing their own information and searching the worker
directory.
You assign abstract roles directly to users.

Data Roles
Data roles are a combination of a worker's job, such as payroll administrator or human
resource specialist, and the data instances that users with the role need to access. For
example, the HCM data role Payroll Administrator Payroll US combines a job (Payroll
Administrator) with a data scope (Payroll US).

All data roles are defined locally and assigned directly to users.
Lindsay Allen is an employee and a payroll administrator for InFusion Corporation. She
has the Employee abstract role and the locally defined HCM data role Payroll
Administrator Payroll US.

Job Roles
A job role is the job that a worker is hired to perform. For example, Human Resource
Analyst, Payroll Manager, Human Resources VP, and Cash Manager are all examples
of job roles. Many job roles are predefined in Oracle Fusion Applications; you can also
create job roles if necessary.

You do not assign job roles directly to users. Instead, you include job roles in HCM data
roles, and assign those data roles to users.
In this example, Lindsay's locally defined HCM data role Payroll Administrator Payroll
US inherits the predefined job role Payroll Administrator.


367

Duty Roles
Duty roles are the building blocks of abstract and job roles: they represent the individual
duties that users with those job or abstract roles can perform. Duty roles are inherited
by job and abstract roles; they can also be inherited by other duty roles. You do not
assign duty roles directly to users.
This figure shows an example duty role for each of Lindsay's abstract and job roles. In
reality, abstract and job roles inherit many duty roles.

Duty roles grant access to work areas, dashboards, task flows, user-interface pages,
reports, batch programs, and so on; therefore, they determine the functions that a user
can perform. Duty roles also control the actions that a user can perform in a UI page.
For example, Lindsay can navigate to her own Portrait in the Person Gallery and edit
her own contact details thanks to the duty roles inherited by her Employee abstract role.
The entries that a user sees in the Navigator, in the Tasks pane of a work area, and in
menus are determined by duty roles; differences between users are accounted for by
differences in the duty roles that they inherit.

Data Security
HCM Security Profiles
Most Oracle Fusion HCM data is secured by means of HCM security profiles.

HCM security profiles are an Oracle Fusion HCM feature; they are not used by other
Oracle Fusion Applications.
A security profile identifies a set of data of a single type, such as persons or

organizations. For example, you could create security profiles to identify:
 All workers in department HCM US

 The legal employer InFusion Corp USA1
 Business units USA1 and USA2
You assign security profiles to abstract and data roles to identify the data instances that
users with those abstract and data roles can access.

Security Profiles in HCM Data Roles
In the following example, Tim Thompson and Patricia Smith are both human resource
specialists, Tim in US Marketing and Patricia in US Sales. Each has a data role that
inherits the job role Human Resource Specialist and the duty roles appropriate to that
job role. Therefore, Tim and Patricia can perform the same functions and see the same
entries in the Navigator, work-area Tasks panes, and menus. However, each user

accesses different sets of data, which are identified in separate sets of security profiles.
Note: If Tim and Patricia could access the same sets of data, you could create one
HCM data role rather than two and assign that HCM data role to both users.

372

Data Role Templates
Data role templates are the second of two ways of creating data roles (the first being
HCM data roles). Data role templates secure access to reference data sets and are
used by most Oracle Fusion Applications.

Data role templates contain rules for the generation of data roles and are predefined.
Each data role created using a data role template combines a single job role and a
single reference data set.
Oracle Fusion HCM makes limited use of data role templates. In Oracle Fusion HCM,
you use data role templates to secure access to reference data sets for departments,
jobs, grades, locations, and performance document templates. If you need to provide a
job role (such as Human Capital Management Application Administrator) with access to
all of these business objects, then you generate separate data roles for each
combination of the job role and a business-object reference data set.

Predefined Security
The Security Reference Implementation
Oracle Fusion Applications provides a comprehensive set of predefined security data

known as the Security Reference Implementation.

The Security Reference Implementation includes predefined:
 Abstract roles
 Job roles
 Duty roles
 Data role templates
 HCM security profiles
You can review the Security Reference Implementation in the Oracle Fusion
Applications Human Capital Management Security Reference Manual.

Users and Role Provisioning

User Accounts
Oracle Fusion Applications are tightly integrated with Oracle Identity Management
(OIM).

When you hire a worker, a user account is created automatically for that worker in the
OIM Lightweight Directory Access Protocol (LDAP) store.
For each user:
 The user account name is generated automatically, based on the OIM configured
rules for account names. By default, the user's primary work e-mail address is
used.
 The user account password is generated automatically, based on the OIM
configured password policy.
If a user account is not create automatically for some reason, human resource
specialists and line managers can request a user account for a worker from within
Oracle Fusion HCM .
You cannot assign roles to a user who has no user account.
User accounts can be suspended automatically when a user has no roles.
Note: You do not need to perform the Manage Users task. Manage Users is for Oracle
Fusion Applications other than Oracle Fusion HCM.

Provisioning Roles to Users
The process of assigning roles to users is known as role provisioning. Abstract and data
roles must be provisioned to users so that they can access the functions and data that
enable them to perform their jobs.

You can:
 Provision roles to users automatically based on their assignment information,

such as job and department.
 Enable human resource specialists and line managers to provision roles
manually to other users.
 Enable users to request roles for themselves.
To manage all types of role provisioning, you create a role mapping.

Manage HCM Role Provisioning Rules > Manage Role Mappings > Create Role
Mapping
_______________________________________________________
In this example, the Line Manager role is provisioned automatically to any employee
who has an active assignment and is a manager with reports.

Managing Security
Managing Security Using HCM
You use Oracle Fusion HCM to:
 Create users

 Revoke user accounts on termination
 Provision roles to users
 Revoke roles from users
 Manage role-provisioning rules
 Manage security profiles
 Manage HCM data roles
 Assign security profiles to job or abstract roles

Managing Security Using OIM
Oracle Identity Management (OIM) maintains LDAP accounts for users of Oracle Fusion
Applications. OIM also stores the definitions of job, abstract, and data roles, and holds
information about roles provisioned to users. During implementation, you perform the
task Run User and Roles Synchronization Process to copy any existing information
about users and roles from the OIM LDAP store to the Oracle Fusion HCM product

tables.
You use OIM to:
 Create implementation users and provision roles to them.

 Manage job roles.
 Manage role hierarchies (excluding duty roles).
The task Manage Job Roles navigates automatically to OIM, where you can create and
edit job roles.

Managing Security Using APM
You use Oracle Fusion Middleware Authorization Policy Manager (APM) to:
 View full role hierarchies.

 Manage the inheritance of duty-role hierarchies by job and abstract roles.

 Manage duty-role hierarchies.
 Manage and invoke data role templates.
For example, if you want to remove duty roles from a job role, you perform the task
Manage Duties, which navigates to APM where you can edit the job role's duty-role
inheritance. You need to create duty roles only if you create custom functions.

Quiz: Define Security for HCM

Lesson Topic: Quiz 1
Which of the following roles are provisioned to users directly?

1. Duty roles
2. Abstract roles
3. Job roles
4. Data roles

Which one of the following items is not included in the Oracle Fusion
Applications Security Reference Implementation?

1. Data role templates
2. Abstract roles
3. Data roles
4. HCM security profiles

To manage duty-role hierarchies, you use:
1. Oracle Fusion HCM

2. Oracle Fusion Middleware Authorization Policy Manager (APM)
3. Oracle Identity Management (OIM)

Define Security for HCM Highlights
 Describe, at a high level, the key features of Oracle Fusion Applications

security

 Differentiate the four types of roles in Oracle Fusion Applications security
 Outline how data security is implemented in Oracle Fusion Human Capital
Management (Oracle Fusion HCM)
 Identify key components of the Security Reference Implementation
 Describe how user accounts are created and roles are provisioned to
users
 Identify the three main tools used to manage security in Oracle Fusion
Applications

Define Data Security for HCM

Objectives

 Describe HCM data security
 Manage organization and position security profiles
 Manage person and public person security profiles
 Manage document type, LDG, country, and other security profiles
 Describe role provisioning
 Manage role mappings

Describe HCM Data Security

HCM Secured Objects
The following HCM business objects are secured by default:
 Person

 Organization
 Position
 Legislative Data Group
 Country
 Document Type
 Payroll
 Payroll Flow
Unless you grant access to these objects, users cannot access them.

Granting Access to HCM Secured Objects
To grant access to HCM secured business objects, you:

HCM Security Profiles
An HCM security profile is a set of criteria that identifies one or more business objects of
a single type, such as persons or positions. The business objects identified by the
criteria in the security profile are known as a data instance set.

For example, you could create security profiles to identify the following data instance
sets:
 All contingent workers in a legal employer whose last names are in the range A
through H
 All legal employers in the enterprise
 Positions below Regional Sales Manager in the enterprise position hierarchy
 Worker medical records

HCM Security Profile Types
You can create HCM security profiles for the following HCM business objects:
 Person (managed)
 Person (public)

 Organization
 Position
 Legislative Data Group
 Country
 Document Type
 Payroll
 Payroll Flow
Two uses for the person security profile exist because many users need to access two
distinct sets of people in a single HCM data role: people whom they manage and people
whose public contact details they need to access (for example, in a worker directory).

Predefined HCM Security Profiles
The following HCM security profiles are predefined:
You cannot:
 Edit or delete the predefined security profiles.

 Create a security profile to provide access to all objects: use the relevant
predefined security profile instead.

HCM Security Profiles Best Practices
The following recommendations apply to all types of HCM security profiles:
 HCM security profiles are reusable. During implementation, create HCM security
profiles for standard sets of business objects in the enterprise, such as all legal
employers, all workers in a legal employer, all positions in a position hierarchy,
and individual legislative data groups.

 Use the predefined security profiles wherever appropriate.
 Define a naming scheme that identifies clearly the set of business objects in the
security profile's data instance set, such as HCM US Departments or US
Marketing Positions. Security profile names must be unique in the enterprise for
the security profile type.

Manage Organization and Position Security Profiles

Creating Organization Security Profiles
An organization security profile includes criteria that identify a set of organizations.

Users need access to organizations either because they manage their definitions or
because they perform tasks where lists of organizations are presented to them. For
example, a human resource specialist selects a business unit and a department when
hiring a worker. To allow users to access organizations, you create an organization
security profile, include it in an HCM data role, and provision the role to users.
Manage Organization Security Profile > Manage Organization Security Profiles page >
Create Organization Security Profile


_______________________________________________________
393

Organization Security Profiles Key Concepts
Some key points about organization security profiles:
 You can identify organizations by any combination of organization hierarchy,

organization classification, and organization name. Organizations with multiple
classifications appear in the data instance set if they satisfy any one of the
classification criteria.
 You must decide how best to identify the set of organizations in the data instance
set. For example, if you list organizations by name, the data instance set can
change only if you update the security profile and is the same for all users. If you
identify organizations by organization hierarchy or classification, the data
instance set may change independently of the security profile and vary among
users.
 You can include a subset of the organizations from an organization hierarchy by
specifying a top organization.
 If you use the organization from the user's assignment as the top organization,
the data instance set varies by user, even though the organization security profile
is the same for all users. If the user has multiple assignments in the organization
hierarchy, all relevant organizations from all assignments belong to the data
instance set.
 Organizations must satisfy all of the criteria in the security profile to belong to its
data instance set.

Creating Position Security Profiles
A position security profile includes criteria that identify a set of positions.
Users need access to positions because they either manage position definitions or
perform tasks where lists of positions are presented to them. To allow users to access
positions, you create a position security profile, include it in an HCM data role, and

provision the role to users.
Manage Position Security Profile > Manage Position Security Profiles page > Create
Position Security Profile
_______________________________________________________

Position Security Profiles Key Concepts
Some key points about position security profiles:
 You can identify positions by any combination of position hierarchy, department,

business unit, and position name.
 When you identify positions by department or business unit, you include positions
defined for those departments or business units. To identify the departments and
business units, you select existing organization security profiles: the position
security profile inherits the data instance sets of the selected organization
security profiles.
 You must decide how best to identify the set of positions in the security profile.
For example, if you list the positions by name, the data instance set can change
only if you update the security profile and is the same for all users. If you identify
positions by position hierarchy, department, or business unit, the data instance
set may change independently of the security profile and vary among users.
 You can include a subset of the positions from a position hierarchy by specifying
a top position.
 If you use the position from the user's assignment as the top position, the data
instance set varies by user, even though the position security profile is the same
for all users. If the user has multiple positions from the position hierarchy, all
relevant positions belong to the data instance set.

Activity: Creating an Organization Security Profile
Background
HR Specialists in the Organizational Development US department who are based in
Chicago are undertaking a special project to review the skills and experience of all
contingent workers in the HCM US department and all departments under HCM US in

the InFusion department hierarchy. Any contingent workers in the Organizational
Development US department are not in scope.
Activity Scope
In this activity, you will create an organization security profile that identifies the relevant
instance set of departments for this exercise. The instance set comprises HCM US and
all departments under it in the department hierarchy, except the department
Organizational Development US.
Data
On the Assigned Implementation Tasks tab, go to the Manage Organization Security

Profile task. Create an organization security profile using the following data:
 The name of the organization security profile is XX HCM US Departments - Not

Organizational Development US. (Replace XX with your terminal number or
initials as indicated by your instructor.)
 In the Organization Hierarchy region, select Secure by Organization Hierarchy,
the department hierarchy tree structure, and the InFusion Department Tree.
 Specify the top organization HCM US and include it in the instance set.
 In the Organizations region, select Secure by Organization List and exclude the
department Organizational Development US.
Save and Close the new organization security profile.

398

Activity Solution: Creating an Organization Security Profile

Solution: Activity Solution: Creating an Organization Security Profile
Step Act ion
1. On the Assigned Implementation Tasks tab, click in the Task field.

2. Enter the desired information into the Task field. Enter "Manage Organization Security
Profile".

3. Click the Search icon to the right of the Project field.
4. Click the Go to Task icon for the Manage Organization Security Profile task.
5. On the Manage Organization Security Profiles page, click the Create icon in the Search
Results region.
6. On the Create Organization Security Profile page, click in the Name field.
7. Enter the desired information into the Name field. Enter "XX HCM US Departments - Not
Organizational Development US".
8. In the Organization Hierarchy region, select the Secure by Organization
Hierarchy option.
9. For the Tree Structure value in the Organization Hierarchy region, select the Department
hierarchy option.
10. Click the Department Tree list of values.
11. Select the InFusion Department Tree value in the Department Tree list of values.
12. For the Top Organization Selection value in the Organization Hierarchy region, leave
Specify organization selected.
13. Click the Organization list of values.
14. Click the Search... link in the Organization list of values.
15. In the Search and Select: Organization window, click in the Name field.
16. Enter the desired information into the Name field. Enter "HCM%".
18. Select the organization HCM US in the search results.
20. In the Organization Hierarchy region, select the Include Top Organization option.
21. In the Organizations region, select the Secure by Organization List option.
22. In the Organizations region, click the New icon to add a row to the Organizations table.
23. In the row added to the Organizations table, click the Organization list of values.

24. Click the Search... link in the Organizations list of values.

25. In the Search and Select: Organization window, click in the Organization field.
26. Enter the desired information into the Organization field. Enter "Organizational%".
27. Click in the Classification Name field.
28. Enter the desired information into the Classification Name field. Enter "Department".
30. Select the organization Organizational Development US in the search results.

32. In the Organizations region, select the Exclude option for the Organizational
Development US organization.
34. On the Manage Organization Security Profiles page, click the Done button.
35. On the Assigned Implementation Tasks tab, click the Status icon for the task Manage
Organization Security Profile.
36. In the Edit Status window, click the Status list of values.
37. Select the Completed list item in the Status list of values.
39.

Manage Person and Public Person Security Profiles

Creating Person Security Profiles
A person security profile includes criteria that identify one or more person records.
Users access person records either because they need to update them (for example,

because they manage those people) or because they need to contact those people.
You create separate person security profiles for each of these purposes. To allow users
to access person records, you create person security profiles, include them in an HCM
data role, and provision the role to users.
Manage Person Security Profile > Manage Person Security Profiles page > Create
Person Security Profile

402
_______________________________________________________

Person Security Profiles Key Concepts
Some key points about person security profiles:
 You can identify person records by any combination of person type, manager

hierarchy, workforce structures, global-name range, and custom criteria.
 Workforce structures include department, legal employer, business unit, position,
legislative data group, and payroll. To secure person records by one or more of
these workforce structures, you select an appropriate security profile. The person
security profile inherits the data instance set of the selected security profile.
 If you identify person records by manager hierarchy, you select either a person-
level or an assignment-level hierarchy. In a person-level hierarchy, the data
instance set includes any worker in a direct or indirect reporting line to the
signed-on user. Use this approach unless workers have multiple assignments
that are not all managed by the same manager. In an assignment-level hierarchy,
the data instance set includes both workers who report to the signed-on manager
directly and workers who report to the assignments that the signed-on manager
manages. In enterprises where workers have multiple assignments reporting to
various managers, this approach ensures that only managers who are directly
responsible for a worker have access to that worker.
 A user who has access to a person record has access to relevant information
from all of the person's assignments, even if only one of the person's
assignments satisfies the criteria in the person security profile.

Creating Public-Person Security Profiles
To create a public-person security profile, you perform the Manage Person Security
Profile task.
A public-person security profile identifies the set of workers whose contact details the

signed-on user needs to access (for example, in the Person Gallery).
You can identify workers using any of the available criteria. To provide access to all
enterprise workers, use the predefined person security profile View All Workers.

Activity: Creating a Person Security Profile
Background

Activity Scope
In this activity, you will create a person security profile that identifies the relevant
instance set of person records for this exercise. The instance set comprises all
contingent workers in HCM US and all departments under it in the department tree,
except those in the department Organizational Development US.
Data
On the Assigned Implementation Tasks tab, go to the Manage Person Security Profile
task. Create a person security profile using following data:
 The name of the person security profile is XX HCM US Contingent Workers -

Not Organizational Development US. (Replace XX with your terminal number
or initials as indicated by your instructor.)
 In the Person Types region, select Secure by Person Type. Select Contingent
Worker in the System Person Type column and set the Access value to
Restricted.
 In the Workforce Structures region, select Secure by Department and select the
organization security profile XX HCM US Departments - Not Organizational
Development US.
Save and close the new person security profile.

Activity Solution: Creating a Person Security Profile

Solution: Activity Solution: Creating a Person Security Profile
Step Act ion

2. Enter the desired information into the Task field. Enter "Manage Person Security Profile".

4. Click the Go to Task icon for the Manage Person Security Profile task.
5. On the Manage Person Security Profiles page, click the Create icon in the Search Results
region.
6. On the Create Person Security Profile page, click in the Name field.
7. Enter the desired information into the Name field. Enter "XX HCM US Contingent
Workers - Not Organizational Development US".
8. In the Person Types region, select the Secure by Person Type option.
9. In the Person Types region, click the New icon to add a row to the Person Types table.
10. In the row added to the Person Types table, click the System Person Type list.
11. Select the Contingent Worker value in the System Person Type list of values.
12. Click the Access list of values.
13. Select the Restricted value in the Access list of values.
14. In the Workforce Structures region, select the Secure by Department option.
15. Click the Secure by Department list of values.
16. Select the XX HCM US Departments - Not Organizational Development US value in the
Secure by Department list of values.
18. On the Manage Person Security Profiles page, click the Done button.
19. On the Assigned Implementation Tasks tab, click the Status icon for the task Manage
Person Security Profile.
21. Select the Completed list item in the Status list of values.
23.

Manage Document Type, LDG, and Country Security

Profiles
Creating Document Type Security Profiles
A document type security profile includes criteria that identify one or more locally
defined document types.

Users need access to document types because they either manage the definitions of
those document types or need to access instances of those document types in the
person records to which they have access. To allow users to access document types,
you create a document type security profile, include it in an HCM data role, and
provision the role to users.
Manage Document Type Security Profile > Manage Document Type Security Profiles
page > Create Document Type Security Profile
_______________________________________________________

Document Type Security Profiles Key Concepts
Some key points about document type security profiles:
 You identify one or more document types by name and indicate whether to
include or exclude those document types.

 You do not include the standard predefined document types, such as visas,
driver's licenses, and passports, in a document type security profile: access to a
person record includes access to these document types for that person.
 If you include document types, users can access only the specified document
types; the data instance set never changes unless you update the security
profile.
 If you exclude document types, users can access all document types except
those in the security profile; therefore, the data instance set may change
independently of the security profile.

Managing Legislative Data Group Security Profiles
A legislative data group security profile includes the names of one or more legislative
data groups.
Users need access to legislative data groups mainly because they manage their

definitions. If a user is responsible for all legislative data group definitions in the
enterprise, use the predefined security profile View All Legislative Data Groups.
You can secure person records by legislative data group; if you plan to do this, consider
creating a separate security profile for each legislative data group.
Manage Legislative Data Group Security Profile > Manage Legislative Data Group
Security Profiles page > Create Legislative Data Group Security Profile
_______________________________________________________

Managing Country Security Profiles
A country security profile includes the names of one or more countries.
A country security profile determines which countries appear in lists of countries

presented to the user. Use the predefined security profile View All Countries unless you

want to limit the list.
Manage Country Security Profile > Manage Country Security Profiles page > Create
Country Security Profile
_______________________________________________________

Manage HCM Data Roles

Data Roles Overview
Job roles (such as benefits administrator and human resource analyst) and abstract
roles (such as employee and line manager) inherit duty roles, which define what users
with those job and abstract roles can do. The Oracle Fusion Applications Human Capital

Management Security Reference Manual identifies the duty roles inherited by the
predefined job and abstract roles.
To give users access to actual HCM data instances, you create HCM data roles. All
data roles combine a job or abstract role with a set of data; HCM data roles combine a
job or abstract role with a set of HCM data.
Because data is specific to the enterprise, no predefined data roles exist.

Creating HCM Data Roles
To create an HCM data role, you perform the Manage Data Role and Security Profiles
task. On the Create Data Role: Select Role page, you enter a name for the HCM data
role and select the job role that the new HCM data role will inherit.

Manage Data Role and Security Profiles > Manage HCM Data Roles page > Create
Data Role: Select Role
_______________________________________________________

Selecting Security Criteria in an HCM Data Role
When you select the job role for the HCM data role, the HCM business object types that
the job role needs to access are identified automatically. For each HCM business
object, a region appears on the Create Data Role: Security Criteria page. For example,
if the job role did not need to access legislative data groups, the Legislative Data Group
region would not appear. You cannot create an HCM data role for a job role that needs

no access to HCM business objects.
Data Role: Select Role > Create Data Role: Security Criteria
_______________________________________________________
To identify instances of each HCM business object, you can either:

 Select an existing HCM security profile.

 Create a new HCM security profile.
If you select existing security profiles in all regions, you can click Review to review the
new HCM data role; otherwise, you click Next to proceed with creating new security
profiles.

Creating Security Profiles in HCM Data Roles
If you click Next on the Create Data Role: Security Criteria page, you launch a
subprocess for creating security profiles. The subprocess includes a page for each type
of security profile.

Data Role: Select Role > Create Data Role: Security Criteria > Assign Security Profiles
to Role: Organization Security Profile
_______________________________________________________
You can navigate directly to the pages for the security profiles that you want to create
by clicking the names in the process train at the top of the page. Click Review when
you are ready to submit the HCM data role. Any HCM security profiles that you create

while defining the HCM data role exist independently of the HCM data role and can be
reused.

Assigning HCM Security Profiles Directly to Job or Abstract

Roles
As an alternative to creating an HCM data role that inherits a job role, you can assign
HCM security profiles directly to job and abstract roles without creating a separate HCM
data role. In this case, any user with the job or abstract role can access the data
identified in the HCM security profiles. This approach is commonly used to provide
abstract roles, such as employee, with access to HCM business objects, such as the

worker's own person record. You are much less likely to use this approach with job
roles, because users with the same job typically access different sets of data.
To assign security profiles directly to a job or abstract role, you perform the task
Manage Data Role and Security Profiles. You search for the job or abstract role on the
Manage HCM Data Roles page, select the role, and click Assign.
Manage Data Role and Security Profiles > Manage HCM Data Roles page
_______________________________________________________
As when creating an HCM data role, you can either:
 Select existing HCM security profiles to assign to the job or abstract role.
 Create new HCM security profiles.

The job or abstract role effectively becomes an HCM data role because it has access to
HCM business object instances.

Editing HCM Data Roles
You can edit HCM data roles by assigning different HCM security profiles to the roles.
You can also edit HCM security profiles.
When a user who has the HCM data role next signs in, he or she has access to the

revised data instance sets.
You cannot change:
 The name of an HCM data role

 The job role included in the HCM data role
Instead, you must create a new HCM data role. You can disable an HCM data role to
prevent it from being provisioned to users.

Synchronizing HCM Data Roles with Oracle Identity

Management
Oracle Identity Management (OIM) stores latest information about all abstract, job, and
data roles, including HCM data roles. Oracle Fusion Human Capital Management
maintains a local copy of all role names and types so that lists of roles presented to
users are up-to-date.

Although you create and maintain HCM data roles using the Manage HCM Data Roles
page, new and updated information about HCM data roles is transmitted to OIM.
Only when information about HCM data roles is returned from OIM to HCM can you
provision those roles to users. You verify that a role has been returned from OIM by
searching for the role on the Manage HCM Data Roles page and checking that its status
is Request Complete.
The processes that manage the exchange of information with OIM are:
1. Send Pending LDAP Requests

2. Retrieve Latest LDAP Changes
You are recommended to schedule these processes to run daily. You schedule these
processes in the Scheduled Processes work area.

Approaches to Creating HCM Data Roles
Consider these approaches to creating HCM data roles:

 Give employees access to: their own records; the person records of their
emergency contacts, beneficiaries, and dependents; and all public-person
records. Assign relevant HCM security profiles directly to the employee abstract
role.
 Give managers access to the person records of direct and indirect reports.
Assign relevant HCM security profiles directly to the line manager abstract role.
 For individual job roles, determine whether all users with that job role access the
same HCM business object instances. If they do, you can create one HCM data
role for all users; otherwise, you must create HCM data roles to support the
various data-access needs of the users.

Activity: Creating an HCM Data Role
Background


Activity Scope
During this activity, you will create an HCM data role that provides HR Specialists with
the access to contingent worker records that they need for this exercise.
Data
On the Assigned Implementation Tasks tab, go to the Manage Data Role and Security
Profiles task. Create an HCM data role using following data:
On the Select Role page:
 Data role name: XX HR Specialist HCM US CWK Analysis. (Replace XX with

your terminal number or initials as indicated by your instructor.)
 Job role: Human Resource Specialist
On the Security Criteria page:
 Organization: View All Organizations

 Position: View All Positions
 Countries: View All Countries
 Legislative Data Group: US LDG
 Person: XX HCM US Contingent Workers - Not Organizational Development US
 Public Person: View All Workers
 Document Type: View All Document Types
 Payroll: View All Payrolls

 Payroll Flow: View All Flows

If you were creating new security profiles, you would navigate to the next page to start
creating those security profiles. As you have selected existing security profiles, navigate
to the Review page and submit the new HCM data role.
Remember that the new role can be provisioned to users only when its status is
Request Complete. On the Manage HCM Data Roles page, search for the new data role
XX HR Specialist HCM US CWK Analysis to review its status.

-

Activity Solution: Creating an HCM Data Role

Solution: Activity Solution: Creating an HCM Data Role
Step Act ion

2. Enter the desired information into the Task field. Enter "Manage Data Role and Security
Profiles".

4. Click the Go to Task icon for the Manage Data Role and Security Profiles task.
5. On the Manage HCM Data Roles page, click the Create icon in the Search Results region.
6. On the Create Data Role: Select Role page, click in the Data Role field.
7. Enter the desired information into the Data Role field. Enter "XX HR Specialist HCM US
CWK Analysis".
8. Click the Job Role list of values.
9. Click the Search... link in the Job Role list of values.
10. In the Search and Select: Job Role window, enter the desired information into the Role
Name field. Enter "Human%".
12. Select the job role Human Resource Specialist in the search results.
14. On the Create Data Role: Select Role page, click the Next button.
15. On the Create Data Role: Security Criteria page, you can either select an existing security
profile for each HCM business object or create a new security profile. To create a new
security profile, you select the Create New value from the list of security profiles for an
HCM business object, enter the security profile name, and select the criteria by which you
want to secure the object. In this activity, you are selecting existing security profiles for
each HCM business object.
16. On the Create Data Role: Security Criteria page, click the Organization Security
Profile list of values in the Organization region.
17. Select the View All Organizations value in the Organization Security Profile list of
values.
18. In the Position region, click the Position Security Profile list of values.
19. Select the View All Positions value in the Position Security Profile list of values.
20. In the Countries region, click the Country Security Profile list of values.

21. Select the View All Countries value in the Country Security Profile list of values.
22. In the Legislative Data Group region, click the LDG Security Profile list of values.
23. Select the US LDG value in the LDG Security Profile list of values.
24. In the Person region, click the Person Security Profile list of values.
25. Click the Search... link in the Person Security Profile list of values.
26. In the Search and Select: Person Security Profile window, enter the desired information
into the Name field. Enter "XX HCM%".

28. Select the security profile XX HCM US Contingent Workers - Not Organizational
Development US in the search results.
30. In the Public Person region, click the Person Security Profile list of values.
31. Select the View All Workers value in the Person Security Profile list of values.
32. In the Document Type region, click the Document Type Security Profile list of values.
33. Select the View All Document Types value in the Document Type Security Profile list of
values.
34. In the Payroll region, click the Payroll Security Profile list of values.
35. Select the View All Payrolls entry in the Payroll Security Profile list of values.
36. In the Payroll Flow region, click the Flow Pattern Security Profile list of values.
37. Select the View All Flows entry in the Flow Pattern Security Profile list of values.
38. On the Create Data Role: Security Criteria page, click the Review button.
39. On the Create Data Role: Review page, review the details of the new HCM data role and
click the Submit button.
40. On the Manage HCM Data Roles page, click the Done button.
41. On the Assigned Implementation Tasks tab, click the Status icon for the task Manage Data
Role and Security Profiles.
43. Select the Completed value in the Status list of values.
45.

Describe Role Provisioning

Users and Roles
User IDs and passwords are created automatically for users of Oracle Fusion Human
Capital Management when you create their person records (for example, when you hire
an employee).

By default, users have no access to functions and data.
To enable users to access functions and data, you must provision abstract and data
roles to them.
Users may have multiple roles; all currently provisioned roles are available to the user
when he or she signs in to Oracle Fusion Applications.

Provisioning Roles to Users
Three ways of provisioning roles to users are available. Roles can be provisioned to
users:

 Automatically. Users qualify for roles automatically based on values such as
assignment attributes.
 By other users. You can enable users such as line managers and human
resource specialists to provision roles to other users.
 On request. You can allow users to request some roles for themselves.
Roles provisioned to users by other users or on request are considered to have been
provisioned manually.
All role-provisioning methods are controlled by role mappings.

Role Mappings Key Concepts
A role mapping is an association between a set of conditions (typically assignment-

attribute values) and one or more job, abstract, and data roles.

The provisioning option in the role mapping (Requestable, Self-requestable, or
Autoprovision) determines whether users acquire the role automatically or manually.
All roles in a role mapping are associated with the same set of conditions, but the
provisioning option can be different for each role.
Manage HCM Role Provisioning Rules > Manage Role Mappings > Create Role
Mapping
_______________________________________________________

This example shows a role mapping to provision multiple roles to managers with active
employee assignments.
To manage role mappings, you must have the IT Security Manager job role.

Manage Role Mappings

Provisioning Roles Automatically
To provision roles automatically to eligible users, you create a role mapping in which
you:

 Define the conditions for automatic provisioning of the roles.
 Identify the roles.
 Select the Autoprovision option for those roles.
Users acquire a role automatically when at least one of their assignments is either
created or updated and satisfies the role-mapping conditions.
An automatically provisioned role is deprovisioned automatically when the user’s

assignments cease to satisfy the role-mapping conditions.

Activity: Role Mapping to Autoprovision Roles
Background
All InFusion employees must have the Employee abstract role.

Activity Scope
In this activity, you will create a role mapping to provision the Employee role
automatically to all InFusion employees.
Data
On the Assigned Implementation Tasks tab, go to the Manage HCM Role Provisioning
Rules task. Create a role mapping using following data:
 The name of the role mapping is XX InFusion All Employees. (Replace XX with
In the Conditions region:
 Assignment Type: Employee

 Assignment Status: Active
In the Associated Roles region:
 Add the predefined abstract role Employee.

 Leave the Autoprovision option selected.
Save and close the new role mapping.
Rules task. Change the task status to In Progress. (During this lesson, you create two
further role mappings; you will mark the task Completed only after you create the third
role mapping.)

432

Activity Solution: Role Mapping to Autoprovision Roles

Solution: Activity Solution: Role Mapping to Autoprovision Roles
Step Act ion

2. Enter the desired information into the Task field. Enter "Manage HCM Role Provisioning
Rules".

4. Click the Go to Task icon for the Manage HCM Role Provisioning Rules task.
5. On the Manage Role Mappings page, click the Create icon in the Search Results region.
6. On the Create Role Mapping page, click in the Mapping Name field.
7. Enter the desired information into the Mapping Name field. Enter "XX InFusion All
Employees".
8. In the Conditions region, click the Assignment Type list of values.
9. Select the Employee value in the Assignment Type list of values.
10. In the Conditions region, click the Assignment Status list of values.
11. Select the Active item in the Assignment Status list of values.
12. In the Associated Roles region, click the Add Row button.
13. In the row added to the Associated Roles region, click the Role Name list of values.
14. Click the Search... link in the Role Name list of values.
15. In the Search and Select: Role Name window, click in the Role Name field.
16. Enter the desired information into the Role Name field. Enter "Employee".
18. Select the Employee role name in the search results.
20. In the Associated Roles region, confirm that the Autoprovision option is selected for the
Employee role.
21. On the Create Role Mapping page, click the Save and Close button.
22. A confirmation message appears. Click the OK button to dismiss the message.
23. On the Manage Role Mappings page, click the Done button.
24. On the Assigned Implementation Tasks tab, click the Status icon for the Manage HCM
Role Provisioning Rules task.

26. Select the In Progress value in the list of values
28.

Provisioning Roles Immediately
Automatic provisioning of roles to users is prompted by changes to user assignments,

not by the role mapping itself; therefore, some users may encounter delays in role
provisioning until assignment changes occur.
You can provision roles to users immediately when appropriate. If you Apply

Autoprovisioning:
 From a role mapping, all assignments and role mappings in the enterprise are
reviewed and any necessary provisioning and deprovisioning of roles occurs
immediately
 From a user’s account, only that user’s assignments are reviewed against all
enterprise role mappings; any necessary provisioning and deprovisioning of roles
for that user occur immediately

Provisioning Roles to Other Users
To enable users such as line managers and human resource specialists to provision
roles manually to other users, you create a role mapping in which you:

 Define the conditions that the line managers or HR specialists must satisfy.
 Select the Requestable option for those roles.
Note that the role-mapping conditions must be satisfied by the user who is provisioning
the role to other users, not by the users who are receiving the role.
Users retain roles that are provisioned to them manually until either all their work
relationships are terminated or the roles are deprovisioned manually.

Activity: Role Mapping to Provision Roles to Other Users
Background
HR Specialists in the Benefits US department who are also employees need to be able
to provision the role Benefits Administrator to other workers. The number of benefits
administrators is small, and not all workers in Benefits US need the role.

Activity Scope
In this activity, you will create a role mapping to enable HR Specialists in the Benefits
US department to provision the predefined role Benefits Administrator to other workers.
Data
Rules task. Create a role mapping using the following data:
 The name of the role mapping is XX HR Specialists Benefits US. (Replace XX

with your terminal number or initials as indicated by your instructor.)
 Department: Benefits US
 Job: Human Resources Specialist
 Add the predefined role Benefits Administrator.

 Select the Requestable option.
 Deselect the Autoprovision option.
On the Assigned Implementation Tasks tab, leave the status of the Manage HCM Role
Provisioning Rules task as In Progress. (During this lesson, you create one more role
mapping; you will mark the task Completed only after you create the final role
mapping.)

438

Activity Solution: Role Mapping to Provision Roles to Other

Users
Solution: Activity Solution: Role Mapping to Provision Roles to Other Users
Step Act ion
1. On the Assigned Implementation Tasks tab, click the Go to Task icon for the Manage
HCM Role Provisioning Rules task.

3. On the Create Role Mapping page, enter the desired information into the Mapping
Name field. Enter "XX HR Specialists Benefits US".
4. In the Conditions region, click the Department list of values.
5. Click the Search... link in the Department list of values.

6. In the Search and Select: Department window, click in the Name field and enter "Benefits
US".
8. Select the Benefits US department in the search results.
10. In the Conditions region, click the Job list of values.
11. Click the Search... link in the Job list of values.
12. In the Search and Select: Job window, click in the Name field.
13. Enter the desired information into the Name field. Enter "Human%".
15. Select the Human Resources Specialist job in the search results.
20. Select the Active item in the Assignment Status list of values.
21. In the Associated Roles region, click the Add Row button.

24. In the Search and Select: Role Name window click in the Role Name field.
25. Enter the desired information into the Role Name field. Enter "Benefits%".
27. Select the Benefits Administrator role name in the search results.
29. On the Create Role Mapping page, select the Requestable option for the Benefits
Administrator role.
30. Deselect the Autoprovision option for the Benefits Administrator role.

32. A confirmation message appears.
Click the OK button to dismiss the message.
34. On the Assigned Implementation Tasks tab, confirm that the status of the Manage HCM
Role Provisioning Rules task is In Progress.
35.

Requesting Roles
To enable users to request roles for themselves, you create a role mapping in which
you:
 Define the conditions that the requesting users must satisfy.

 Select the Self-Requestable option for those roles.
Users retain roles that they request for themselves until either all their work
relationships are terminated or the roles are deprovisioned manually.

Activity: Role Mapping for Self-Requestable Roles
Background
In the previous activity, you created a role mapping to enable HR Specialists in the
Benefits US department to provision the role Benefits Administrator to other workers. To
reduce the workload of HR Specialists and avoid delays in provisioning the role, it has

since been decided that employees should be able to request this role for themselves.
Activity Scope
In this activity, you will create a role mapping to enable all employees in the Benefits US
department to request the Benefits Administrator role.
Data
Rules task. Create a role mapping using the following data:
 The name of the role mapping is XX Benefits US Workers. (Replace XX with

 Department: Benefits US
 Add the predefined role Benefits Administrator.

 Select the Self-Requestable option.
 Deselect the Autoprovision option.
The role appears in the list of roles that workers in the Benefits US department can
request for themselves when managing their user accounts. Provisioning of the role
may still be subject to approval.

Rules task. Change the task status to Completed.

Activity Solution: Role Mapping for Self-Requestable Roles

Solution: Activity Solution: Role Mapping for Self-Requestable Roles
Step Act ion
1. On the Assigned Implementation Tasks tab, click the Go to Task icon for the Manage
HCM Role Provisioning Rules task.

3. On the Create Role Mapping page, enter the desired information into the Mapping
Name field. Enter "XX Benefits US Workers".
4. In the Conditions region, click the Department list of values.
5. Click the Search... link in the Department list of values.
6. In the Search and Select: Department window, click in the Name field.
7. Enter the desired information into the Name field. Enter "Benefits US".
9. Select the department Benefits US in the search results.
14. Select the Active value in the Assignment Status list of values.
15. In the Associated Roles region, click the Add Row icon.
18. In the Search and Select: Role Name window, click in the Role Name field.
19. Enter the desired information into the Role Name field. Enter "Benefits%".
21. Select the Benefits Administrator role name in the search results.
23. In the Associated Roles region, select the Self-requestable option for the Benefits
Administrator role.
24. Deselect the Autoprovision option for the Benefits Administrator role.

26. A confirmation message appears. Click the OK button to dismiss the message.
28. On the Assigned Implementation Tasks tab, click the Status icon for the Manage HCM
Role Provisioning Rules task.
30. Select the Completed value in the list of values.
32.

Role-Provisioning Strategies
You create role mappings to provision data roles and abstract roles to users. During
implementation, consider the following approaches to role provisioning:
Determine the roles that all workers of a particular type must have, and create role
mappings to provision those roles automatically. For example, to ensure that all

employees have the employee role, create a role mapping to autoprovision the role to
eligible users.
Determine the roles that all line managers must have, and create role mappings to
provision those roles automatically. For example, if all line managers must have both
the line manager role and a locally defined Expenses Manager role, then create a role
mapping to autoprovision those roles to eligible users.
Determine the roles that only some workers of a particular type will need. For example,
some human resource specialists may also need the benefits analyst role.
If you can autoprovision those roles based on specific conditions, then create role
mappings to provision those roles automatically. Otherwise, decide whether workers
can request those roles for themselves or whether they must be provisioned by other
users, such as line managers, and create the appropriate role mappings.
Remember that:
 Automatic role provisioning is a time-saver and recommended for standard roles,

such as abstract roles.
 For mass role-provisioning, automatic provisioning is highly efficient.
 A single role mapping definition can be used to manage multiple roles and a mix
of provisioning strategies, provided that the role mapping conditions are the
same in all cases.

Quiz: Define Data Security for HCM

Which of the following is not a predefined HCM security profile?

1. View Own Record
2. View All Positions
3. View All Jobs
4. View All Document Types

You can identify a set of person records in a person security profile by:
1. Legislative data group

2. Custom criteria

3. Person type
4. Payroll
5. All of the above

A user who has access to a person record has access to all of the person's
assignments.
1. True

2. False

An HCM data role links a job or abstract role to a set of HCM data.
1. True
2. False

You can create an HCM data role for any job role:
1. True
2. False

You can provision an HCM data role to a user only when the role status is
Request Complete.
1. True

2. False

Roles can be provisioned to users:
1. Automatically

2. By other users
3. On user request
4. All of the above

All roles in a role mapping must have the same provisioning option.
1. True
2. False

Define Data Security for HCM Highlights
 Describe HCM data security

 Manage organization and position security profiles

 Manage person and public person security profiles
 Manage document type, LDG, country, and other security profiles
 Provision roles to users
 Manage role mappings

Define Approval Management for HCM

Objectives

 Describe key concepts of Oracle Fusion Applications approval
management.
 Understand the predefined approval policies for Oracle Fusion HCM

workflow tasks.
 Access Oracle BPM Worklist to create and manage approval groups and
perform basic approval-policy configurations.

Approval Management Overview
Workflow is a process in which tasks are routed automatically among users for their
consideration or action. The tasks are routed in a defined sequence to achieve a
defined result.

A workflow human task is any workflow component that requires attention or action from
users. For example, a promotion request for a worker may require approval from the
two levels of the manager hierarchy above the task submitter:
To manage approval processes, Oracle Fusion Applications use the approval-

management extensions of Oracle SOA Suite human workflow services.

Workflow tasks for a user appear in the Worklist: Notifications and Approvals region on
the user's Welcome Dashboard; the user also receives an e-mail notification.

HCM Approvals Setup and Maintenance
Many Oracle Fusion HCM tasks have predefined approval policies. During
implementation, you can review the predefined approval policy for a task and change it
if necessary. You perform initial setup of Oracle Fusion HCM approvals from the
Assigned Implementation Tasks tab or from the task list for the offering that you are
implementing; relevant tasks appear in the task list Define Approval Management for

Human Capital Management:
After implementing an Oracle Fusion HCM offering, you maintain approvals by

performing the same tasks from the Setup and Maintenance work area.
To perform these tasks, you need the duty role BPM Worklist Administration Duty,
which is predefined for the Application Implementation Consultant job role.

Managing Task Configurations for Human Capital

Management
The task Manage Task Configurations for Human Capital Management navigates to
Oracle BPM Worklist, where you can configure the approval process for a selected
Oracle Fusion HCM task.

The Task Configuration tab for a task includes two subtabs:
 Event Driven
 Data Driven

Event Driven Tab
On the Event Driven tab, you specify general administration values for the task,
including expiration and escalation policies, notifications, and task access.

Manage Task Configurations for Human Capital Management > Oracle BPM Worklist
_______________________________________________________
 The Task Aggregation setting controls the number of worklist notifications a

user receives if the user occurs more than once in an approval process. When
Task Aggregation is set to None, no aggregation occurs, which means that the
use receives however many worklist notifications are generated. Otherwise,
worklist notifications can be limited to one per task, for example.
 The On Error Notify setting identifies a user or group to notify when an error
occurs in the approval routing process.
 Allow participants to edit future participants enables participants to edit or
remove future participants in the approval process.
 Enable autoclaim enables a participant who would otherwise have to claim the
task to perform an action without first claiming the task. Participants have to
claim tasks that are assigned to roles, for example.
Expiration and Escalation Policy

You can configure when tasks expire, are escalated, or renewed. Expired tasks are
automatically rejected.

Notification Settings
You use the notification settings to control who is notified when changes in task status
occur. If the task has rules (on the Data Driven tab) with the FYI response type, then
notifications are sent based on the rule conditions. You can use these notification
settings, or the rule conditions, or both. Note that the notification setting for the Error
task status is an alternative to the On Error Notify setting.
Task Access


The Task Access settings control access to the various categories of task content and
the actions available to the participants in the approval process.

Data Driven Tab
Use the Data Driven tab to specify the rules that determine how the task is routed.

Each task has at least one stage (ManageEmploymentApprovalStage, in this example).
All predefined approval policies for Oracle Fusion HCM have one stage only.
A stage can include one or more rule sets. Each rule set contains one or more rules. A
rule comprises an IF statement and a THEN statement.
 The IF statement includes at least one condition to determine when the rule is
applied. Multiple conditions can be linked by "and" or "or" operators.
 The THEN statement defines what happens (typically, who the task is routed to)
when the condition is met. The components of the THEN statement vary with the
list builder type. For the Supervisory list builder, you identify starting and top
participants; the top participant is the participant above whom approvals will not
be routed. A participant can be specified as a named user or as the manager of a
reference user (for example, the manager of the task initiator).
To create or edit rule sets, technical administrators must use Oracle JDeveloper.


The Auto Action Enabled setting determines whether actions (such as approve) can
be taken automatically by the list builder. If this value is set to True, then the associated
action must be identified in the Auto Action field; otherwise, this attribute must be set to
null. Automatic approvals can be used, for example, in rules where monetary values
below a certain value require no approval but other conditions and actions apply for
values that do require approval.

List Builders
A list builder is a mechanism to determine the task assignees, who are usually
approvers.
The following list builders are available:

 Supervisory: Is based on the Oracle Fusion HCM manager hierarchy.
 Job Level: Is identical to the Supervisory hierarchy, but with job level as an
additional consideration. The approval list is generated based on the starting
participant specified in a rule and continues until an approver with a specified job
level is found.
 Management Chain: Uses the management hierarchy as captured in LDAP
rather than in Oracle Fusion HCM. This list builder is not used in Oracle Fusion
HCM.
 Approval Group: A group of users defined in Oracle BPM Worklist as an
approval group.
 Resource: A named user or application role.
Position also appears in the list, but is not currently implemented.
Oracle Fusion HCM predefined approval policies all use the Supervisory list builder
with either 1 or 2 levels of approval.
To change the list builder for an approval policy, technical administrators must use
Oracle JDeveloper. You cannot change the list builder for a rule in Oracle BPM Worklist
other than by deleting the rule and creating a new rule.

Maintaining the Manager Hierarchy
Predefined approval policies for Oracle Fusion HCM tasks are based on the supervisory
(manager) hierarchy; therefore, the manager hierarchy must be up-to-date at all times.
For performance reasons, the complete manager hierarchy for each person is extracted

from live data tables and stored in a separate table, known as the denormalized
manager hierarchy.
Changes made to a person's manager hierarchy are reflected automatically in the

denormalized manager hierarchy. However, you can schedule the Refresh Manager
Hierarchy process to run at intervals to refresh the entire denormalized manager
hierarchy and ensure that it is as accurate as possible. You also run Refresh Manager
Hierarchy to populate the denormalized manager hierarchy when person records are
migrated to Oracle Fusion HCM from other applications.

Participant Actions in the Predefined Approval

Policies
Task actions defined for a task on the Event Driven tab determine the actions available
to participants in the predefined approval policies. For example:

 Approvers can reject the transaction. By default, the approval process stops
when the transaction is rejected.
 The second-level manager can push the transaction back to the first-level
manager, who then has a second opportunity to review the transaction.
 Ad hoc insertion of approvers in the approval process is permitted.
 Approvers can delegate their approval responsibilities to other approvers.
If you change the task actions defined for a task, then different actions and outcomes
become available to the predefined approval policies.

Notifications in the Predefined Approval Policies
Notification settings on the Event Driven tab for a task control who is notified at each
event in the predefined approval policies. The default notification settings for Oracle
Fusion HCM tasks are as follows:
 Workers to whom an approval task is assigned are notified on assignment.

 The worker who created the task (the task initiator) is notified when the approval
process completes.
 If errors occur during the approval process, the task owner is notified. (The task
owner has administration privileges on the task.)

Managing Approval Groups
An Approval Group is a defined group of users configured to act on a task in a specified

pattern. Approval tasks are routed to the approval group itself. To create an approval
group, you perform the task Manage Approval Groups for Human Capital Management,
which navigates to Oracle BPM Worklist:

Manage Task Configurations for Human Capital Management > Oracle BPM Worklist
_______________________________________________________
Approval groups can be static or dynamic:
 For a static approval group, you identify the group members and specify the task-
routing order within the group. If the approval group is used in conjunction with a
rule set that is predefined with parallel routing, the task is routed to all group
members at the same time.


 For a dynamic approval group, you need a custom Java class coded by technical
administrators to generate the approval group at run time.
Approval groups are stored at the server level and are not shared across domains. For
example, you cannot use a single approval group for Oracle Fusion Financials and
Oracle Fusion HCM.
Once the approval group is defined, you can use it in an approval-group list builder for a
rule. The predefined approval policies for Oracle Fusion HCM do not use approval
groups.

Activity: Reviewing Predefined Approval Policies for a

Task
Background

During this activity you will explore the existing approval policy definition for an Oracle
Fusion Human Capital Management task. This activity will demonstrate how to access
approval policy definitions, help you to understand how approval policies are defined,
and provide an opportunity for asking questions. You will not be saving any of the
changes you make.
Activity Scope
On the Assigned Implementation Tasks tab, perform the Manage Task Configurations
for Human Capital Management task, which opens the Oracle BPM Worklist. In the
Tasks to be configured pane, select any task (for example, ManagePersonApproval
(1.0) or Absences Approval (1.0)). The suffix (1.0) identifies the predefined approval
policy. Click the Edit icon in the Tasks to be configured panel header.
On the Event Driven tab:
1. Explore the settings in the first section.

2. Review the Escalation and Expiration policy values.
3. Review the Notification Settings. Add another notification if you wish.
4. Review the Task Access settings on the Task Content and Task Actions tabs.
On the Data driven tab:
1. Click the Edit icon in the Tasks to be configured panel header if the tab is not in
edit mode.
2. Expand the first rule in the selected rule set.
3. Review the IF and THEN statements of the rule and ensure that you understand
their effects.
4. If there are additional rules in the rule set, expand them and ensure that you
understand their effects.
Try creating a new rule if you wish:

1. Click the Add Rule icon.

2. Enter a name for the rule.
3. Expand the new rule to display its IF and THEN fields.
4. Click the Left Value icon to display the Condition Browser.
5. Open an object folder in the Condition Browser and select the attribute that you
want to use in the condition statement. For example, select Task > Payload, then
select one of the payload attributes.

6. Complete the condition statement by selecting an operator statement. Either
enter a value in the field following the operator statement or click the Right Value
icon to select a condition.
7. In the THEN section of the rule, select the list builder, which determines how the
list of approvers is constructed. Note that you cannot change the list builder
selection; you need to delete the rule and start again if a change of list builder is
needed.
8. Click Create Action.
9. If a response from approvers is required, select the response type Required. If
the notification is for information only, select the response type FYI.
10. Complete the remaining fields for the selected list builder value. For example, for
the Supervisory list builder enter the number of levels of approvers in the
hierarchy, identify the starting approver, and identify the top participant (a
participant beyond whom the approval process cannot go). Leave Auto Action
Enabled set to false.
Without saving or committing any changes, return to the Assigned Implementation
Tasks tab and set the task status. (To save any changes to the approval policy, you
would click the Commit task icon in the Tasks to be configured panel header.)

Activity Solution: Reviewing Predefined Approval

Policies for a Task
Solution: Activity Solution: Reviewing Predefined Approval Policies for a Task
Step Act ion

2. Enter the desired information into the Task field. Enter "Manage Task Configurations for
Human Capital Management".
4. Click the Go to Task icon for the Manage Task Configurations for Human Capital
Management task.
5. The Oracle BPM Worklist application starts in a separate window. Click
the Maximize/Restore icon to maximize the Oracle BPM Worklist window.
6. On the Task Configuration tab, select the task AddNewAssignmentApprovalTask (1.0) in
the list of tasks to be configured.
You can select a different task if you prefer. To ensure that you select a predefined
approval flow, select a task with the (1.0) suffix.
7. Click the Edit task icon above the list of tasks to be configured.
8. On the Event Driven tab for the selected task, click the Task Aggregation list of values.
9. Review the available values in the Task Aggregation list of values. Select the
current value.
10. Click the On Error Notify icon.
11. In the Configure Error Assignees window, click the OK button.
12. Click the list of values in the Expiration and Escalation Policy region of the Event Driven
tab.
13. Review the list of values in the Expiration and Escalation Policy region. Select the current
value.
14. In the Notification Settings region, click a list of values in the Task Status column to review
the available values.
15. Select the current value in the Task Status list of values.
16. In the Notification Settings region, click a list of values in the Recipient column to review
the available values.
17. Select the current value in the Recipient list of values.

18. In the Notification Settings region, click an Edit Notification Header icon.
19. In the Edit Notification Message window, click the OK button.
20. In the Notification Settings region, click the Reminders list of values.
21. Review the values in the Reminders list of values. Select the current value.
22. On the Event Driven tab, expand the Task Access region.
23. Scroll down to view the Task Access region.
24. On the Task Content tab of the Task Access region, click a list of values in the Individuals
with read access column.

25. Review the values in the selected Individuals with read access list of values. Select the
current value.
26. On the Task Content tab of the Task Access region, click a list of values in the Individuals
with write access column.
27. Review the values in the selected Individuals with write access list of values. Select the
current value.
28. In the Task Access region, click the Task Actions tab.
29. On the Task Actions tab in the Task Access region, click a list of values in the Individuals
with access column.
30. Review the values in the selected Individuals with access list of values. Select the
current value.
31. On the Task Configuration tab for the selected task, click the Data Driven tab.
32. Click the Edit task icon above the list of tasks to be configured.
33. For the currently selected rule in the current rule set, click the Expand icon to display the
details of the rule.
34. In the IF statement for the rule, click in the first data field to view the full value. This value is
an expression to derive a value, such as a transaction identifier.
35. To see how the first value in the IF statement was constructed, click the Left Value icon to
the right of the field to open the Condition Browser.
36. In the Condition Browser, click the Expand icon for the Task value.
37. Click the Expand icon for a value under the Task value.
38. Continue expanding values below the previously selected value.
39. When you have finished exploring the Condition Browser, click the OK button to close the
window.
40. In the THEN statement for the selected rule, click the Starting Participant icon.
41. Review the entries in the Add Variable window for the Starting Participant value. Click
the OK button to close the Add Variable window.
42. In the THEN statement for the rule, click the Auto Action Enabled list of values.

43. Review the values in the Auto Action Enabled list of values. Select the current value.
44. Minimize or close the Oracle BPM Worklist window.
45. On the Assigned Implementation Tasks tab, click the Status icon for the Manage Task
Configurations for Human Capital Management task.
47. Select the Completed value in the Status list of values.

49.

Define Approval Management for HCM Highlights
 Describe key concepts of Oracle Fusion Applications approval

management.
 Understand the predefined approval policies for Oracle Fusion HCM

workflow tasks.
 Access Oracle BPM Worklist to create and manage approval groups and
perform basic approval-policy configurations.

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Implementation Job Roles ....................................................................... 41

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Understanding the Geography Hierarchy Data Import File ........................... 92

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Quiz 3 ................................................................................................................. 135

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Define Workforce Structures ............................................................... 183

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Organization Trees and ESC ................................................................. 220

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Grades with Hourly Amounts ................................................................ 267

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Profile Management Notifications .......................................................... 311

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Define Workforce Profiles Highlights ........................................................ 357

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HCM Security Profiles Best Practices ...................................................... 391

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Provisioning Roles Immediately ............................................................ 435

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How Worker Availability Is Determined .................................................. 481

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Quiz 4 ............................................................................................... 522

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Key Decisions for Absence Lookups and Flexfields ..................................... 556

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Instructor Note: All Quizzes and Answers ................................................................ 597

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Document Sequence.............................................................................. 648

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Lesson 1: Workforce Deployment Course Overview

After completing this lesson, you should be able to:

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3. Describe Oracle Fusion Applications

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After completing this course, you should be able to:

 Identify the key concepts of Workforce Deployment that determine a

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In this course the instructor:

1. Presents introductory concepts

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Oracle Fusion Implementation Resources

 Oracle Fusion Workforce Deployment Implementation Student Guide (this guide)

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 Oracle Fusion Applications Documentation Information Center [ID 1382875.2]

This course provides a high-level overview of functionality that is reviewed in greater

 Oracle Fusion Applications functional training (course titles TBD)

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Instructor Demonstration Introduction: Exploring