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Release 11
Oracle Global Human Resources Cloud Getting Started with Your Implementation
Authors: Megan Wallace, Angela Brown, Tina Brand, Essan Jirman, Denise Fairbanks Simpson
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Oracle Global Human Resources Cloud
Getting Started with Your Implementation
Contents
Preface i
4 Application Users 41
Defining Application Users for Oracle HCM Cloud Service: Explained ...................................................................... 41
6 Data Upload 51
Uploading Data for Oracle Global Human Resources Cloud: Explained ................................................................... 51
Oracle Global Human Resources Cloud Preface
Getting Started with Your Implementation
Preface
This preface introduces information sources that can help you use the application.
Guides
To find guides for Oracle Applications, go to the Oracle Help Center at http://docs.oracle.com/
Documentation Accessibility
For information about Oracle's commitment to accessibility, visit the Oracle Accessibility Program website at http://
www.oracle.com/pls/topic/lookup?ctx=acc&id=docacc.
Click your user name in the global area of Oracle Applications Help, and select Send Feedback to Oracle.
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Oracle Global Human Resources Cloud Preface
Getting Started with Your Implementation
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Oracle Global Human Resources Cloud Chapter 1
Getting Started with Your Implementation Oracle HCM Cloud Introduction
Warning: This guide covers the basic requirements needed to create an implementation project. The tasks
presented in this document are intended for a quick introduction or pilot implementation. This document does
not include all setup and security tasks that are appropriate for a complete implementation.
References to related help accompany each of the steps. The help is available from Oracle Fusion Applications Help or from
the Oracle Cloud Documentation Library, unless specified otherwise.
Public Cloud - Services are available to the general public and offered on a subscription basis, with no requirements
to buy additional licenses or support. The services are hosted over the Internet by Oracle or Oracle business partners
that offer business process outsourcing (BPO) solutions.
E
A Inc.
Co.
Data
Center D
Co.
B
Inc. C
Ltd.
Public Cloud
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Getting Started with Your Implementation Oracle HCM Cloud Introduction
Private Cloud - Application- and technology-managed services that are offered for Oracle software and hardware
and are available internally, behind a firewall and are hosted over the Internet by Oracle or Oracle business partners
that offer BPO solutions. Oracle provides management, monitoring, patching, security, and upgrade services.
Data
Center
Private Cloud
On Premises - Hardware, software licenses, and support that you buy and host at one or more of your sites. You are
responsible for monitoring, security, patching, and upgrades.
Data
Center
On
Premises
Hybrid - You can choose to maintain your existing legacy applications on premise and buy products that are hosted
in private or public cloud, or any combination of these options.
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employee alignment, and regulatory compliance with integrated enterprise social networking tools, business intelligence, and
mobile data access.
Global Workforce
Global Human Global Payroll
Payroll and Reputation
Resources Interface
Workforce Localizations Management
Deployment
Workforce Workforce Time and Absence
Predictions Management Labor Management
Total
Compensation Incentive
Compensation Benefits Compensation
Management Compensation
Statement
In addition to embedded analytics, you may have access to dashboards with additional analytics as well as the Reports and
Analytics work area where you can access or create further analyses.
Embedded Analytics
Embedded analytics enable actionable insight by providing access to information or data which will help complete a
transaction.
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Real-Time Reporting
Real-time reporting accesses relevant reports and analytics for each individual work area. Predefined analyses are available,
but you can also create and edit analyses from the Reports and Analytics pane or work area. Optionally, access the Oracle
Business Intelligence (BI) Enterprise Edition through the Reports and Analytics pane. New objects and changes to existing
objects that you make in Oracle BI Enterprise Edition are reflected and available from Oracle HCM Cloud Service.
Interactive Dashboards
Interactive dashboards provide:
Information summaries that show a view of the big picture as well as prioritization
Information monitoring that offers quick action and further exploration
The main dashboard within Oracle HCM Cloud Service is the Welcome dashboard, which is a collection of dashboards. Two
other types of dashboards are also available:
Transaction dashboards which contain content that is core to one or more business processes
Business intelligence (BI) dashboards which contain content that is complementary to one or more business
processes
Note: If you plan to continue using an Oracle Applications Unlimited HR application in coexistence with Oracle
HCM Cloud Service, you will not follow this order of implementation. Contact your system integrator to determine
the order to implement your offerings.
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Getting Started with Your Implementation Oracle HCM Cloud: Get Started
Purchasing and activating any Oracle Cloud service is described in the Oracle Cloud Getting Started with Oracle Cloud
document. All of the following references in this section point to that document.
Note: Not everything in that document is relevant to Oracle Cloud Application Services, for example details
about Oracle Java Cloud Service and Oracle Database Cloud Service.
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Getting Started with Your Implementation Oracle HCM Cloud: Get Started
Next Steps
The administrator who was identified during the activation process:
Optionally create initial administrator and implementation users before enterprise structures setup.
Alternatively, the administrator sets up enterprise structures and then creates service users, including
functional implementors.
Functional implementors perform configuration and setup steps.
Developers can add custom features and extend the application.
Aspects of security that are specific to Oracle Cloud Application Services include the following:
Initial environment
Sign-in process
Initial user administration
Infrastructure
Additional Information
For complete information on security in Oracle Cloud Application Services, refer to the Securing Oracle HCM Cloud
guide. See the Implementation Users chapter.
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lists, implementors and application users can access setup tasks by searching for the task in the Setup and Maintenance
Overview page. After task lists have been generated, users can access their assigned tasks or the task lists for the offerings
included in their project. For example, the Define Common Applications Configuration task list for each offering includes the
Define Implementation Users tasks.
The following procedure assumes that the administrator has not yet configured an offering and set up task lists.
1. Access your Oracle Cloud Application Services from the link provided by Oracle.
2. Sign in using the administrator user account and password provided by Oracle based on your activation request.
Initial sign-in prompts you to reset your password.
3. Access tasks as follows:
Related Topics
Define Implementation Users Tasks: Points to Consider
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Global Workforce
Global Human Global Payroll
Payroll and Reputation
Resources Interface
Workforce Localizations Management
Deployment
Workforce Workforce Time and Absence
Predictions Management Labor Management
Total
Compensation Incentive
Compensation Benefits Compensation
Management Compensation
Statement
The following procedure identifies how to generate the setup tasks. The documentation in this list is in the Oracle Applications
Cloud Using Functional Setup Manager guide.
Using the Oracle Cloud Services URL, sign in to Oracle Cloud Services as a user with the application
implementation consultant role.
Select Setup and Maintenance under the Tools category in the Navigator to go to the Setup and
Maintenance work area.
See: Overview chapter - Manage Application Implementation: Overview
3. Browse offerings on the Getting Started page.
On the Getting Started with Oracle Fusion Applications page, view all Oracle Fusion Applications offerings.
Drill down on the Oracle HCM offering of your choice to view a description, documents, and reports related to
the offering on the Documents page.
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Note: To use the Enterprise Structures Configurator to set up your basic enterprise structures,
you must select the Enterprise Structures Guided Flow feature on the Configure Offerings page.
It is selected by default.
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Enabling Features
Features are optional or alternative business rules or methods used to fine-tune business processes and activities supported
by an offering or a functional area. If features are available for the offering or functional areas, you can enable them to help
meet your business requirements, if desired. In general, the features are set with a default configuration based on their
typical usage in most implementations. You should always review the available features for the offering and functional areas
and select them as appropriate. Dependent features appear visible when the feature choice they depend on is selected for
implementation.
Enabling Offerings
To enable offerings, follow these steps.
1. Open the Setup and Maintenance work area (Navigator > Setup and Maintenance).
2. In the Setup and Maintenance Offerings page, select the offering you're using, then click Configure.
3. In the Configure page, select the Enable check box for the offering. Also select the Enable check box for each of
the functional areas you want to use.
4. Click the Features icon for the offering or functional area you have enabled, then enable any features you require.
Select Done when complete.
5. Select Done to return to the Offerings page then repeat the same steps for each of the offerings you are using.
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Determine
Divisions
Position Usage
Define
Legal Entities Enterprise-Level
Attributes
Reference Data
Sets
Business Unit
Set Assignments
Assign
Reference Data
Sets to
Locations
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For setting up Human Resources, each task is performed by the Application Implementation Consultant, unless specified
differently. All documentation references are from the Oracle Global Human Resources Cloud Implementing Global Human
Resources guide unless specified differently.
On the Manage Implementation Projects page, assign tasks related to the setup of enterprise structures to
implementation users who have the Application Implementation Consultant job role.
See: Managing an Application Implementation chapter, Oracle Applications Cloud Using Functional Setup
Manager guide
2. Sign in as the assigned user and find your assigned tasks.
Sign in using the Oracle Fusion Applications URL and the user account and password associated with your
implementation user role.
Perform the task Load US Geographies if you are using US Payroll. For Chinese locations and China Payroll,
perform the task Load Chinese Geographies.
Geography information is used in Oracle Fusion Applications for address entry and geography-based business
processes, for example, territory management and shipping.
You may have been given a geographies file to load. Alternatively, Vertex files may be available.
See: Geographies for HCM chapter
4. Manage geographies.
Perform the task Manage Geographies to enable the list of values for address fields in user interfaces.
Perform the task Establish Enterprise Structures to determine the high-level structures of the enterprise using
an interview style process.
Note: If you are also implementing Global Payroll, you must define the Cost Allocation Key
Flexfield prior to defining the legislative data group. See: Setting Up Global Payroll, Task 8
Manage Cost Allocation Key Flexfield.
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Perform the task Establish Job and Position Structures to determine an approach for jobs or jobs and
positions that match your operational needs for workforce deployment, management reporting, and
approvals.
See: Enterprise Structures: Initial Configuration chapter
7. Review enterprise configuration.
Perform the task Review Enterprise Configuration to review a high-level functional summary, as well as a
detailed technical inventory of all objects that will be created. There is an additional option to print a hard copy
of the information.
See: Enterprise Structures: Initial Configuration chapter
8. Load enterprise configuration.
Perform the task Load Enterprise Configuration to generate the structures for your enterprise and workforce
deployment. This process creates the physical entities you define in the enterprise, and jobs and positions
interviews.
See: Enterprise Structures: Initial Configuration chapter
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Program
Plan Plan
in Program Not in Program
Option Option
in Plan in Plan
in Program Not in Program
Setting Up Benefits
Users with the Application Implementation Consultant job role perform each Benefits setup task. All documentation
references are from the Oracle Global Human Resources Cloud Implementing Benefits guide. The following table describes
the basic setup tasks that you must perform and identifies the relevant guide chapters.
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1 Manage Eligibility Profiles Create and edit combinations Eligibility Profiles for Benefits and
of required and optional criteria Other Objects
to evaluate eligibility for benefit
objects,
Eligibility profiles are not
required, but they are
recommended.
2 Manage Benefit Life Events Configure employment, personal, Life Events for Enrollment
and family changes for eligibility Opportunities
evaluation, enrollment, and
disenrollment. Collapsing Life Events to Filter
Enrollment Opportunities
3 Manage Year Periods Define the time periods that Program and Plan Creation and
programs or plans are in effect. Validation
4 Manage Benefit Plan Types Define and edit plan types to Benefits Object Hierarchy for
group benefit plans according Creating Offerings
to the type of benefit provided,
such as medical, dental, or life
insurance.
5 Manage Benefit Options Create reusable plan options, Benefits Object Hierarchy for
associate the allowable plan Creating Offerings
types with each option,
and specify dependent
and beneficiary designation
requirements.
Benefit options are not required
in all cases, and it's entirely
possible to have a freestanding
plan with no options beneath it.
6 Manage Benefit Plans Create and edit packages Benefits Object Hierarchy for
of benefit plan offerings Creating Offerings
and establish administrative
procedures and rules for the Program and Plan Creation and
plans. Validation
Program and Plan Basic Details
Program and Plan Eligibility
Program and Plan Enrollment
Designation Requirements
Plan Certifications
Flex Credit Configuration
Integrated Workbooks for
Loading Data
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7 Manage Benefit Programs Create and edit packages Benefits Object Hierarchy for
of benefit program offerings Creating Offerings
and establish administrative
procedures and rules for the Program and Plan Creation and
programs. Validation
Benefit programs are not Program and Plan Basic Details
required, but are helpful because
they enable you to group many Program and Plan Eligibility
plans and plan types together for
easier administration. Program and Plan Enrollment
Designation Requirements
Flex Credit Configuration
Integrated Workbooks for
Loading Data
8 Manage Rates Create and edit rules for Rate Creation and Calculation
administering a periodic fixed
or variable rate amount to be Variable Rate Profile Creation
distributed to, or contributed by,
participants. Benefit Coverages
Related Topics
Program Creation Methods: Points to Consider
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Consolidate
Process
Salary and
Wages Payroll Payroll
Inputs Overtime Calculation Users
Bonuses Taxation
Human Other Pay Terms
Resources Earnings and
Deductions Conditions
Individual Payroll
Compensation
Updates Manager
Benefits
Payroll
Administrator
Third- Party
Instructions
Employee
Time and Labor
Distribute and Reconcile
Absences
Payroll Costs
Tax Filings Role-
Employee Pay Based
Third-Party Payments Access
Outputs
All documentation references are from the Oracle Global Human Resources Cloud Implementing Global Payroll guide, unless
otherwise noted.
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1. Use the Define Geographies for HCM task list to verify predefined geographies and load any additionally required
local geographies.
2. Use the Define Legal Entities for HCM task list to create a legislative data group for each country you operate in. Also
create at least one legal entity designated as a payroll statutory unit for each legislative data group.
3. Use the Define Legal Reporting Units for HCM task list to create any additional tax reporting units that you need.
4. Use the Define Chart of Accounts for Enterprise Structures, and Define Accounting Configurations for HCM task lists
to create charts of accounts, ledgers, and accounting calendars. When you create a bank for a payment source,
you must select a legal entity that is assigned to a ledger for the associated legislative data group. These financial
components are also required for payroll costing.
Payroll Statutory Units, Legal Employers, and Tax Reporting Units: How They Work Together
Payroll Setup Tasks for Financials: Explained
For setting up Global Payroll, each task is performed by the Application Implementation Consultant.
Perform the Manage Features by County or Territory task to select the correct payroll product for each of your
legislations to ensure that payroll-related features work correctly in your implementation.
See: Country Extensions chapter
Perform the Manage Consolidation Groups task to process the results from more than one payroll run in a
single action or to process the results for one payroll in separate actions.
See: Pay Frequency chapter
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See: Oracle Global Human Resources Cloud Implementing Payroll Costing guide
Defining Features by Country or Territory Application Implementation Consultant Setup and Maintenance
Defining Elements, Balances, and Formulas Application Implementation Consultant Setup and Maintenance
Managing Payroll Process Configuration Application Implementation Consultant Setup and Maintenance
Groups
Manage Payroll Interface Extensible Flexfields Application Implementation Consultant Setup and Maintenance
Manage Payroll Interface Lookups Application Implementation Consultant Setup and Maintenance
Managing Personal Payroll Information Payroll Coordinator Payroll Administration, Payroll Calculation,
and Payment Distribution
Note: Other topics may provide additional setup guidance specific to your third-party provider.
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1. In the Define Geographies for HCM task list, verify the predefined geographies and load any additional local
geographies, as needed.
2. In the Define Legal Jurisdictions and Authorities task list, perform the following actions:
Create a legal jurisdiction if not already created or predefined for your country or territory.
Create a legal authority for each government body you interact with.
Create at least one legal entity designated as a payroll statutory unit (PSU) for each LDG.
Optionally, create calculation cards for statutory deductions for each PSU, if supported by the LDG.
5. In the Define Legal Reporting Units for HCM task list, perform the following actions:
Create any additional tax reporting units (TRUs) that you need.
Optionally, create calculation cards for statutory deductions for each TRU, if supported by the LDG.
6. In the Define Business Units for HCM task list, create business units that you use to associate other objects.
Use the Manage Currencies task and then select the country's currency to set the currency precision value.
Select the correct type of country extension for each of your countries and territories to ensure that payroll-related features
work correctly in your implementation. For example, the earnings element template for Payroll Interface creates necessary
objects, such as input values, balances, and formulas, so that the Calculate Gross Earnings process includes the element.
Use the Manage Features by Country or Territory task to set the country extension for each country or territory to
Payroll Interface.
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Tip: To upload a batch of payroll definitions, use the Batch Loader task in the Payroll Administration,
Data Exchange, or Checklist work area.
4. Use the Manage Elements task to create any earnings or deduction elements. After creating an element, edit it to
create at least one element eligibility record. The newly created element generates database items that the Calculate
Gross Earnings process can use to get earnings information and the extract process can use to get deduction
information.
Note: Before you enable multiple entries of the same element, confirm that your third-party provider
can manage them.
5. Use the Manage Elements task to create element eligibility records for predefined statutory deduction elements. You
must complete this task before you hire employees.
See the Integrating with Oracle HCM Cloud guide for more details about data loading.
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Batch Loader task in the Payroll Administration, Data Exchange, or Checklist work area
Manage Personal Payment Methods task in the Payment Distribution work area (for individual employees)
See the Integrating with Oracle HCM Cloud guide for more details about data loading.
Related Topics
Creating Legal Entities, Registrations, and Reporting Units: Examples
Payroll Statutory Units, Legal Employers, and Tax Reporting Units: How They Work Together
Configuring Extensible Flexfields and Lookups for Inbound Payroll Interface: Procedure
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All documentation references are from the Oracle Fusion Global Human Resources Cloud Implementing Time and Labor
guide, unless otherwise stated.
The Define Time and Labor task list includes the following task lists:
1. Create time period definitions that produce repeating periods for use in time card entry, approvals, time rules
processing, and absence accruals.
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4. Create groupings of time attributes as categories. Use these categories to group time entries for summarizing,
validating, and transferring time and for processing time rules.
See: Define Time and Labor chapter
Creating Time Categories: Worked Example
Using Time Category Condition Components: Explained
Time Categories: How They Work with Time Consumer Sets and Time Entry Rules
5. Create time consumer sets that specify approval periods, validation rules, and time transfer rules for each time
consumer.
See: Define Time and Labor chapter
Time Consumer Sets: Explained
Creating Time Consumer Sets: Points to Consider
6. Create group definitions that are used by Oracle Fusion Time and Labor.
See: Define Time and Labor chapter
HCM Group Membership: Explained
Defining Groups: Worked Example
7. Create templates that enable reuse of a formula to define multiple rules.
See: Define Time and Labor chapter
Define Time and Labor: Overview
Creating a Time Entry Rule Template: Worked Example
Creating a Time Calculation Rule Template: Worked Example
Rule Template Components: How They Work Together
8. Create time entry and time calculation rules based on rule templates. Time entry rules validate time entries and
generate messages. Time calculation rules generate calculated time, which is transferred to time consumers.
See: Define Time and Labor chapter
Creating a Time Entry Rule: Worked Example
Creating a Time Calculation Rule: Worked Example
Rule Template Components: How They Work Together
9. Create sets of time entry and time calculation rules that can be assigned to a group of workers using the worker time
processing profile.
See: Define Time and Labor chapter
Creating a Time Entry Rule Set: Worked Example
Creating a Time Calculation Rule Set: Worked Example
Rule Template Components: How They Work Together
10. Create worker time processing profiles that associate rule sets, a time consumer set, and time card periods to
report, validate, approve, and transfer time.
See: Define Time and Labor chapter
Setup Profiles: Explained
Worker Profile: How It Is Derived
Troubleshooting Time Card Profile Assignment: Explained
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11. Create worker time entry profiles that associate a layout set and time entry actions to control access to any time
entries.
The Define Absences task list includes the following task lists, which are available in the Setup and Maintenance work area.
Corresponding tasks are also available in the Absence Administration work area.
All documentation references are from the Oracle Fusion Global Human Resources Cloud Implementing Absence
Management guide, unless otherwise stated.
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Absence Absence
Absence Plans
Certifications Reasons
Absence Types
Absence
Categories
1. Begin by optionally extending lookups, value sets, and flexfields based on your requirement. Write fast formulas if
you want to include rules in the absence objects in addition to the predefined ones. Create rate definitions if you
want to define payment rates for absence plans.
2. Create absence plans to define rules for time accruals and entitlements.
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5. Create absence types, such as sickness leave or vacation, and associate plans, reasons, and certifications with
them.
See: Oracle Fusion Global Human Resources Cloud Implementing Time and Labor, Repeating Time Periods
chapter
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Salary
Management
Workforce Individual
Compensation Rewards
Oracle Fusion
Compensation
Total
Personal
Compensation
Contributions
Statement
Compensation
Analysis and
Reporting
Setting Up Compensation
The tasks in the following list relate to setting up Oracle Fusion Compensation. These are the basic steps for setup. Most of
these tasks appear in the setup task list that was generated in the Setup and Maintenance work area; however, in your task
list the tasks may be interspersed with other tasks that do not need to be performed before you can use Compensation.
When setting up Compensation, each task is performed by the Application Implementation Consultant. All documentation
references are from the Oracle Global Human Resources Cloud Implementing Workforce Compensation guide.
Perform the task Manage Salary Basis to create a salary basis that identifies the payroll details used to pay
base earnings.
See: Base Pay chapter
Perform the task Manage Individual Compensation Plans to create plans for managers to award off-cycle
compensation to individuals and for individuals to manage their own charitable and savings contributions.
See: Individual Compensation Plans chapter
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Perform the task Manage Compensation Plans to create and manage workforce compensation plans and
associated budget details.
See: Overview, Worksheet Display, Column Properties, and Workforce Compensation Plan Details chapters
Perform the Manage Statement Definitions task to set up templates that determine the layout and content of
the generated total compensation statements.
Perform the Manage Compensation Categories task to create categories that group similar or related
compensation items, for example, Cash Compensation, Benefits, Time Off, or Stock History.
Perform the Manage Compensation Items task to define items that represent, for example, the actual amounts
paid to workers, costs incurred by the company, or value of accrued time off.
See: Total Compensation Statements chapter
Note: You can create statement definitions using either of the following methods:
Create the item and category components as you the build statement hierarchy.
Define these building block components first, then associate them to a statement
definition.
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Content Library
Content Types
Competencies Degrees
Content Items
Bachelor of
Leadership
Science
For setting up Profile Management, each task is performed by the Application Implementation Consultant. All documentation
references are from the Oracle Global Human Resources Cloud Implementing Global Human Resources guide, Workforce
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Profiles chapter. You can also view the Workforce Profiles chapter in the Oracle Talent Management Cloud Implementing
Talent Management Base guide.
Perform the task Manage Content Subscribers to review subscriber codes for functional areas that use the
content library and the specified content types for each functional area.
See:
Perform the task Manage Profile Rating Models to create and update models for rating the performance,
potential, and proficiency level of workers.
See:
Perform the task Manage Educational Establishments to create and update a list of educational
establishments that your workers have attended.
See:
Perform the task Manage Profile Content Types to create and update the different types of information to
track in profiles.
See:
Perform the task Manage Profile Content Items to create and update items for content types.
See:
Perform the task Manage Instance Qualifiers to create and update the qualifiers that identify unique
occurrences of the same profile item.
See:
Perform the task Manage Profile Types to create and update templates for creating person and job profiles.
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See:
Assign
Manager Performance Self-Evaluation
Goals Goals /
Performance
Goal Plan
Share
Colleague
Goals
Manager Evaluation
Align
Target
Tasks
Outcomes
Competencies Competencies
Development
Goal Plan
Person Profile Person Profile
Assign
Manager Ratings
Goals Development
Share Goals Talent Review
Colleague
Goals
Compensation
Target Tasks
Outcomes
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For setting up Goal Management, each task is performed by the Application Implementation Consultant. All documentation
references are from the Oracle Talent Management Cloud Implementing Goal Management guide.
Perform the task Manage Worker Goal Setting Profile Option Values to define profile option settings and
values to control behavior for goal management.
See Profile Options chapter
Perform the task Manage Goal Library to create and update goals in a central library so that they are available
for use in goal plans, performance documents, talent reviews, and talent pools.
See Overview and Integrations and Goal Library chapters
Perform the task Manage Review Periods to create and manage review periods so that you can use them to
organize your processes around goal management and performance evaluations into time bound business
cycles.
See Review Periods chapter
Perform the task Manage Goal Plans to manage and update goal plans.
Perform the task Manage Goal Eligibility Profiles to restrict goals to individuals.
Perform the task Manage Talent Notifications to enable or disable goal management notifications.
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Performance
Template
Performance
Document
Worker Profile
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For setting up Performance Management, each task is performed by the Application Implementation Consultant. All
documentation references are from the Oracle Talent Management Cloud Implementing Performance Management guide.
Perform the task Manage Performance Roles to define roles to expand the scope of the performance
evaluations to include feedback from participants other than the worker and the worker's manager.
See: Performance Roles chapter
Perform the task Manage Eligibility Profiles to create and update combinations of criteria to determine eligibility
for performance documents.
See: Eligibility Profiles chapter
Perform the task Manage Process Flow Definitions to create process flows for performance evaluations to
determine which tasks to include, and the order the tasks are performed.
See:
Perform the task Manage Sections to create the sections to include in the performance document template.
Perform the task Manage Performance Document Types to create performance document types to
differentiate types of performance evaluations, such as annual or project-specific.
See: Overview and Integrations chapter
Perform the task Manage Questions to create questions and format question types to use in questionnaires.
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Perform the task Manage Questionnaire Templates to define questionnaire templates from which to create
questionnaires to use to solicit feedback.
See: Questionnaires, Performance Roles, and Performance Process Flows chapters
Perform the task Manage Questionnaires to define questionnaires to determine the layout, and add questions
and sections to use to solicit performance feedback.
See: Questionnaires, Performance Roles, and Performance Process Flows chapters
Questionnaires: Explained
Creating a Questionnaire: Procedure
Participant Feedback: Explained
Performance Process Flow Setup: Points to Consider
9. Manage performance templates.
Perform the task Manage Performance Templates to create templates for performance documents, including
the structure, processing rules, content, and periods.
See: Performance Templates chapter
Perform the task Manage Target Ratings Distribution to define the target distribution of performance ratings to
compare the desired and actual ratings distributions.
See: Target Ratings Distribution and Performance and Potential Box Chart Labels chapters
Perform the task Manage Eligibility Batch Process to determine which performance documents a population
of workers is eligible to use for their performance evaluation.
See: Eligibility Batch Process chapter
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HR Specialist Facilitator
Create Talent Schedule Talent
Review Template Review Meeting
Delegate
Meeting Prepare Data
Preparation of No Submit Data
Content
Participants Data?
Yes
Grant Access to
Other Managers?
Prepare Data
Submit Data
Content
Line
Managers
Meeting
Participants
Facilitator
Manage Action
Plan
Conduct Talent
Submit Data
Review Meeting
Workers
Manage Goals
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For setting up Talent Review, each task is performed by the Application Implementation Consultant. All documentation
references are from the Oracle Talent Management Cloud Implementing Talent Review and Succession Management guide.
Perform the task Manage Talent Review Notifications to enable or disable talent review notifications.
See:
Perform the task Configure Talent Review Dashboard Options to configure the options for the talent review
meeting component, including the dimensions and visual attributes of the box chart analytic.
See:
Perform the task Manage Talent Review Lookups for HRT_NOTES_TYPE to categorize review notes for future
reference.
See:
For setting up Succession Management, the task is performed by the Application Implementation Consultant. All
documentation references are from the Oracle Talent Management Cloud Implementing Talent Review and Succession
Management guide.
Perform the task Manage Succession Management Lookups to review and maintain
HRM_READINESS_CATEGORY lookup values that are assigned to succession plan incumbents and
succession plan candidates to categorize their readiness to succeed to positions.
See:
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Oracle Global Human Resources Cloud Chapter 4
Getting Started with Your Implementation Application Users
4 Application Users
Defining Application Users for Oracle HCM Cloud Service:
Explained
Once the basic structures for the offerings you are implementing are set up, you can create Oracle HCM application users.
User roles are part of the Role-Based Access Control (RBAC) model. Every user within Oracle Fusion is given a role to be able
to perform the duties of the role. This figure illustrates the roles used to perform the functional duties within Human Capital
Management.
Human
Human
Payroll Payroll Benefits Compensation Resources
Resources
Manager Coordinator Manager Administrator Vice
Manager
President
Human Human
Payroll Benefits Compensation
Resources Resources
Administrator Specialist Manager
Specialist Manager
Human
Benefits Compensation
Resources
Administrator Analyst
Analyst
The following list identifies setup tasks for creating HCM application users.
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Description: Assign tasks related to user creation and role provisioning to implementation users who have the
IT Security Manager job role.
Documentation: Managing an Application Implementation chapter, Oracle Applications Cloud Using Functional
Setup Manager guide
2. Sign in as the assigned user and find your assigned tasks
Description: Sign in using the Oracle Fusion Applications URL and the user account and password associated
with your implementation user role.
Navigate to the Assigned Implementation Tasks tab to find assigned tasks.
3. Define HCM data security for initial application users
Performer: IT Security Manager
Description: Perform the tasks in the task list Define Data Security for Human Capital Management to create
security profiles and HCM data roles for application users. Assign security profiles directly to abstract roles,
such as Employee and Line Manager, using the Manage Data Role and Security Profiles task.
Create at least one HCM data role for the Human Resource Specialist (HR Specialist) job role that provides
View All access to HCM business objects.
Documentation: Implementation Users chapter, Oracle Human Capital Management Cloud Securing Oracle
HCM Cloud guide.
4. Manage HCM role provisioning rules
Performer: IT Security Manager
Description: Perform the task Manage HCM Role Provisioning Rules to create role mappings, which define
the conditions for automatic and manual provisioning of data and abstract roles to application users. Create
role mappings for common roles, such as Employee, Line Manager, and Payroll Manager. These few role
mappings will handle most of your role assignments.
Create at least one role mapping for HR Specialists who will hire other workers. Ensure that this role mapping
provisions appropriate roles (including the View All HCM data role created in Task 3, above) to HR specialists
automatically. The role mapping should also include roles that HR specialists can provision manually to other
users.
Documentation: Provisioning Roles to Application Users chapter, Oracle Human Capital Management Cloud
Securing Oracle HCM Cloud guide
Role Mappings: Explained
Role Mappings: Examples
Role Provisioning and Deprovisioning: Explained
5. Create a user account for a Human Resource (HR) Specialist and provision roles to the HR Specialist
Performer: IT Security Manager
Description: Navigate to the New Person work area and perform the Hire an Employee task to hire at least one
HR Specialist who can hire other workers.
When you hire an HR Specialist, a user account is created automatically for that worker. Roles for which the
worker qualifies automatically in relevant role mappings (for example, those that you created for the Employee
and HR Specialist roles in Task 4, above) are provisioned to that worker.
Documentation: Workforce Lifecycle Management chapter, Oracle Global Human Resources Cloud Using
Global Human Resources guide
Creating Person Records: Examples
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Performer: HR Specialist
Description: Navigate to the New Person work area and perform the Hire an Employee task to hire an
employee.
The employee's user account is created automatically. Roles for which the employee qualifies automatically
in the relevant role mapping (for example, the role mapping that you created for the Employee role in Task 4,
above) are provisioned to that worker.
Documentation: Workforce Lifecycle Management chapter, Oracle Global Human Resources Cloud Using
Global Human Resources guide
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Getting Started with Your Implementation HCM Work Areas and User Roles
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Data Workforce
New Person
Exchange Structures
Human
Resources
Manager
Person Document
Mass Updates
Management Records
Human
Data
Resources New Person
Exchange
Dashboard
Human
Resources
Specialist
Person Workforce
Mass Updates
Management Processes
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Benefits Plan
Administrator Configuration
Benefits
Manager
Benefits Enrollment
Specialist
Benefits
Administrator
Benefits
Manager
Evaluation and
Benefits Reporting
Specialist
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Manage Compensation- Analyze, model, budget and allocate compensation across borders and boundaries
Compensation Plan
Administrator Configuration
Compensation Analyze
Analyst Compensation
Management
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Payroll Calculation: Calculate, validate, and balance payroll, maintain personal payroll information, and confirm payroll
readiness
Payroll Checklist (appears as Checklists in the Navigator menu): Confirm payroll readiness and calculate, validate,
and balance payroll
Payment Distribution: Calculate payment distributions and distribute payroll payments
Accounting Distribution: Distribute payroll accounting information and calculate cost distributions
Regulatory and Tax Reporting: Manage regulatory and tax reporting information
Payroll
Manager
(Global
Payroll) Regulatory
Payment Accounting
Checklist and Tax
Distribution Distribution
Reporting
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Oracle Global Human Resources Cloud Chapter 6
Getting Started with Your Implementation Data Upload
6 Data Upload
Uploading Data for Oracle Global Human Resources Cloud:
Explained
Oracle Fusion HCM provides import solutions for loading the following:
Initial enterprise structures, such as legal entities
Setup data, such as jobs, departments, and benefit plans
Transactional data, such as employee records
Transaction history, such as salary changes and performance
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One-time-only data batches, as it offers very limited support for data update
The process of generating a spreadsheet and uploading its contents using HCM Spreadsheet Data Loader includes these
steps:
1. You generate the spreadsheet for a specific business object.
2. After entering data in the spreadsheet, you import it to the Load Batch Data stage tables.
3. As each row is imported to the stage tables, its status is updated automatically in the spreadsheet. If import errors
occur, then you fix them in the original spreadsheet and import the corrected rows to the stage tables again.
4. Any data that you import successfully to the stage tables is loaded automatically to the application tables by the
Load Batch Data process.
5. If errors occur during the load to the application tables, then they are reported automatically in the original
spreadsheet when you click Refresh. You correct any load errors in the original spreadsheet and import the
corrected rows to the stage tables again.
Once all data is successfully loaded, you can validate it in the Oracle Fusion interfaces. For example, if you load positions,
then you can search for them on the Manage Positions page.
Using HCM Spreadsheet Data Loader, you can load the following Oracle Fusion HCM 11g Release 9 (11.1.9) business
objects:
1. Locations
2. Grade ladders (grades)
3. Grade ladders (grades with steps)
4. Grades
5. Job families
6. Jobs
7. Departments
8. Positions
9. Persons (employees and contingent workers only)
10. Work relationships and assignments
11. Workers
12. Assignments
13. Educational establishments
14. Salaries
15. Talent profile rating models
16. Talent profile content types
17. Talent profile content items
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Some of these spreadsheets support multiple related objects. For example, the Grade Ladders (Grades) spreadsheet can
be used to load grade ladders, grades, grade rates, and grade-rate values. The Persons spreadsheet includes Person
Documentation.
HCM File-Based Loader can be used in all circumstances. However, for simple, one-time-only loading of small or medium
data volumes, you may prefer HCM Spreadsheet Data Loader to HCM File-Based Loader for its speed and ease of use.
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Note: Use of both the HCM Spreadsheet Data Loader and the HCM File-Based Loader for related data in the
same environment is not recommended. This restriction exists because the file-based loader keeps track of
the data it loads to determine whether data is to be created or updated. If you load related data in the same
environment by other means, then the file-based loader will be unaware of those changes, which may cause
errors. Use HCM Spreadsheet Data Loader only if you can use it to load all of your data.
The process of extracting data from its source environment and uploading it using HCM File-Based Loader includes these
steps:
1. In Oracle Fusion HCM, you define any Oracle Fusion business objects that are referenced by your source data
and extract cross-reference information for those business objects. The cross-reference information is written
automatically to the Oracle WebCenter Content server.
2. You import the cross-reference information to your source environment and map it to your own data.
3. You map your data to the Oracle Fusion business-object model, extract your data, and deliver it to the WebCenter
Content server.
4. HCM File-Based Loader imports your source data to the Load Batch Data stage tables and resolves primary and
foreign-key references in the data.
5. Load Batch Data loads your source data from the stage tables to the Oracle Fusion application tables.
Once all data is successfully loaded, you can validate it in the Oracle Fusion interfaces. For example, if you load persons, then
you can search for them in the Person Gallery.
Using HCM File-Based Loader, you can load the following Oracle Fusion HCM 11g Release 9 (11.1.9) business objects:
1. Actions and action reasons
2. Locations
3. Business units
4. Grades
5. Grade rates
6. Job families
7. Jobs
8. Salary bases
9. Educational establishments
10. Rating models
11. Talent profile content items
12. Talent profile content item relationships
13. Persons (employees, contingent workers, nonworkers, and pending workers)
14. Person contacts
15. Person documentation (citizenship, passports, and visas only)
16. Departments
17. Positions
18. Work relationships and assignments, including contracts for the 3-tier (single assignment, single contract)
employment model
19. Salaries
20. Element entries
Objects are listed here in the recommended initial load order, which respects dependencies between objects.
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Load the batch from a file. Use the Submit a Payroll Flow task in the Payroll Checklist work area to submit the
Load Batch from File flow. You can specify a transformation formula to determine how the data in the source file is
transformed and loaded into a batch.
Data is imported initially to the Payroll Batch Loader stage tables, and you correct errors in the spreadsheet. The Transfer
Batch process loads data from the stage tables to the application tables.
You can use the Payroll Batch Loader to load payroll data during setup or for periodic updates.
You can use these spreadsheets to load Benefits data during setup and for periodic updates.
For Compensation, the following object-specific spreadsheet is available in the Compensation work area: Stock Grants.
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In addition, spreadsheet loaders are available from user interfaces for the following availability entities:
Competencies
Organization and worker goals
Performance ratings
You can load talent data from third-party suppliers or an existing library during setup. You can also use these spreadsheet
loaders for periodic updates.
Departments
Jobs
Legal entities
Locations
These spreadsheet loaders are effectively superseded by HCM Spreadsheet Data Loader (for departments, jobs, and
locations) and the Enterprise Structures Configurator (for legal entities). They are mentioned here for completeness.
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Getting Started with Your Implementation
Glossary
database item
An item of information that has special programming attached, which formulas and HCM extracts use to locate and retrieve
the data.
element
Component in the calculation of a person's pay. An element may represent a compensation or benefit type, such as salary,
wages, stock purchase plans, pension contributions, and medical insurance.
job role
A role, such as an accounts payable manager or application implementation consultant, that usually identifies and aggregates
the duties or responsibilities that make up the job.
payroll relationship
Defines an association between a person and a payroll statutory unit based on payroll calculation and reporting requirements.
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