CORE HR MODULE

• Enterprise: In the context of Oracle HCM Cloud, an enterprise is the overarching structure
that encompasses all the various organizations and entities within a company's HCM system.
It serves as the umbrella under which all HCM processes and data are managed.
• Legal Entities: These are distinct organizations that are recognized under the law. They have
the capacity to engage in contracts, own assets, and incur liabilities. In the realm of HCM,
legal entities are crucial for aspects like payroll, benefits administration, and compliance with
local regulations.

SETUP:-

• Navigate to the Setup and Maintenance work area.

• Go to the Manage Legal Entities task.
• Accept the default Country or select the appropriate one.
• Enter the Name and Legal Entity Identifier.
• Optionally, enter the Start Date and End Date.
• Select the Payroll Statutory Unit and Legal Employer checkboxes if applicable.
• If the legal entity isn't a payroll statutory unit, select an existing one for payroll reporting.
• Enter the Registration Information like Identifying Jurisdiction, Legal Address, Place
of Registration, EIN or TIN, and Legal Reporting Unit Registration Number.
• Save and Close.
• (Optional) Set the scope to the newly created legal entity for further configurations.

• Business Units: Business units are the operational entities within an enterprise. They are
often associated with specific functions, product lines, or geographic regions. Business units
play a vital role in organizing and managing various aspects of the workforce, such as hiring,
compensation, and performance management.
SETUP:-

• Navigate to the Setup and Maintenance work area.

• Go to the Manage Business Units task.
• Click Create.
• Enter the required details such as Name, Legal Entity, Set, and other relevant information.
• Save and Close.

• Legislative Data Groups: These are used to categorize and manage payroll-related data
based on specific legal and regulatory requirements. They ensure that payroll calculations
and reporting adhere to the laws and regulations of different regions or countries.
SETUP:-

• Navigate to the Setup and Maintenance work area.

• Go to the Manage Legislative Data Groups task.
• Click Create.
• Enter the required details such as Name, Country, Currency, etc.
• Submit.
 • Reference data sets

Reference data sets in Oracle Fusion HCM Cloud are logical groupings of reference data
that can be shared and reused across different parts of the organization. They help maintain
consistency and reduce administrative overhead by allowing you to define sets of data like
jobs, grades, or locations once and then make them available to multiple business units or
other entities.

The key benefit of reference data sets is the ability to share data efficiently. For instance, if
multiple business units within your organization have the same job titles, you can create a
single reference data set containing those jobs and assign it to all relevant business units. This
eliminates the need to create duplicate job records for each business unit, saving time and
effort.

Reference data sets also offer flexibility in data management. You can create different sets
for different purposes, such as one set for global data that applies to the entire enterprise and
another set for country-specific data. This allows you to tailor the available data to the
specific needs of different parts of the organization.

In addition to sharing data, reference data sets can also be used to control access to data. By
assigning specific sets to different business units, you can restrict which data is available to
users in each unit, ensuring that they only see and work with the data that's relevant to their
area of responsibility.

Overall, reference data sets are a powerful tool for managing and sharing reference data in
Oracle HCM Cloud, promoting data consistency, efficiency, and security across the
organization.

STEPS:- The reference document provides the following steps to create and assign
reference data sets to business units:

1. Navigate to the Setup and Maintenance work area.

2. Go to the Manage Reference Data Sets task.
3. Click the Create icon.
4. Enter the required details, such as Name and Description. The Set Code is
automatically generated.
5. Save and Close.
6. Navigate to the Manage Reference Data Set Assignments task.
7. Click the Create icon.
8. Select the Determinant Type as Business Unit.
9. Select the Business Unit from the list of values.
10. Select the Reference Data Set that you created earlier.
11. Save and Close.

• Departments
In the context of Oracle Fusion Human Capital Management (HCM), departments
are organizational units within a company that are responsible for specific functions
or areas of work. They serve as a crucial tool for organizing the workforce, assigning
responsibilities, and tracking performance.
STEPS:-
• Navigate to the Workforce Structures work area.
• Click the Manage Departments tab to access the Manage Departments page.
• On the Manage Departments page, click Create.
• On the Create Department: Description page, select the Create New option to create a
department with a single classification.
• Enter the necessary details for the department, such as Department Name and Location.
• Click Next.
• On the Create Department: Department Details page, you can associate a cost center
with the department.
• Click Next.

• On the Create Department: Review page, review the details you've entered for the
department and click Submit.

• Manage HCM Information: This is a task within Oracle HCM Cloud that allows
you to configure essential settings for your enterprise or legal entities. These settings
impact various aspects of HCM, including workforce structures, person management,
and payroll.
• Person Number: A unique identifier assigned to each individual within the HCM
system. It's used to track and manage all aspects of a person's information and
interactions within the organization.
• Person Number for Contacts and Pending Workers: This refers to the ability to
assign person numbers to individuals who are not yet employees (pending workers) or
who have a relationship with the company but are not employees (contacts). This
allows for tracking and managing their information even before or outside of an
employment relationship.
• Person Number Generation: The method by which person numbers are assigned. It
can be manual (entered by an HR specialist) or automatic (generated by the system
based on predefined rules).
• Person Records Duplicate Checks: A process that helps prevent the creation of
duplicate person records by checking for matches based on criteria like name, date of
birth, and national identifier.
• Assignment Number: A unique identifier assigned to each specific work assignment
or role that a person holds within the organization. It's used to track and manage the
details of each assignment, such as job, location, compensation, and more.

Setup Steps

• Manage HCM Information

1. Navigate to the Setup and Maintenance work area.
2. Search for and select the Manage Enterprise HCM Information task (for
enterprise-level settings) or the Manage Legal Entity HCM Information
task (for legal entity-specific settings).
3. Review and configure the various settings available, such as the employment
model, person number generation method, and default effective dates.
 4. Save your changes.
• Person Number, Person Number for Contacts and Pending Workers, Person
Number Generation

These settings are typically configured as part of the 'Manage HCM Information' task.
You'll find options to:

o Enable or disable person numbers for contacts and pending workers

o Choose the person number generation method (manual or automatic)
o Define rules for automatic person number generation, if applicable
• Person Records Duplicate Checks

This is also configured within the 'Manage HCM Information' task. You'll find the
'Person Creation Duplicate Check' option where you can define the criteria used to
identify potential duplicate person records.

• Assignment Number

Assignment numbers are usually generated automatically based on the person number
and worker type. You can configure the format of these numbers in the 'Manage
Enterprise HCM Information' task.

STEPS FOR PERSON NUMBER :- Manual Person Number Generation

1. Navigate to Setup and Maintenance: Go to the Setup and Maintenance work area.
2. Access Manage Enterprise HCM Information: Search for and select the Manage
Enterprise HCM Information task.
3. Person Number Generation Method: Locate the setting for Person Number
Generation Method and select Manual.
4. Save: Save the changes.
5. Create Person Record: When creating a new person record, manually enter a unique
person number in the designated field.

Automatic Person Number Generation

1. Navigate to Setup and Maintenance: Go to the Setup and Maintenance work area.
2. Access Manage Enterprise HCM Information: Search for and select the Manage
Enterprise HCM Information task.
3. Person Number Generation Method: Locate the setting for Person Number
Generation Method and select Automatic.
4. Configure Rules (if applicable): If your system allows, configure the rules that
dictate how the system will generate person numbers. This might include:
o Prefix: A set of characters added to the beginning of each person number.
o Starting Number: The initial number the system will use.
o Number Range: The range of numbers the system can assign.
5. Save: Save the changes.
6. Create Person Record: When creating a new person record, the system will
automatically assign a unique person number based on the configured rules.
GRADES

Grades

• Definition: Grades represent levels of compensation for workers within an

organization. They can be created for various pay components like salary, bonus, and
overtime rates.
• Grade Sets: Each grade is assigned to a grade set, which acts as a container for
organizing grades. The "Common" set makes grades available across all business
units, while specific sets can limit grade usage to particular business units.
• Grade Steps: These are incremental levels of progression within a grade, allowing
for finer distinctions in compensation within a grade.

Grade Rates

• Definition: Grade rates define the actual pay values associated with each grade. They
can be fixed amounts or ranges and can be set up for different pay types (salary,
bonus, overtime).
• Association: Grade rates are linked to specific legislative data groups, allowing for
variations in pay rates across different countries or regions.
• Grade Ladders: For grades with steps, rates are defined within grade ladders.

Grade Ladders

• Definition: Grade ladders group grades and grade steps in a sequential order,
representing typical career progression paths within the organization.
• Types:
o Ladders with Grades: These ladders use grades without steps, and the rates
are inherited from the grade rates defined earlier.
o Ladders with Grade Steps: These ladders use grades with steps, and the step
rates are defined within the ladder itself.

Setting Up Grades, Grade Steps, and Ladders

1. Manage Grades: Navigate to the "Manage Grades" page within the "Workforce
Structures" work area.
2. Create Grade: Click "Create" to open the "Create Grade: Grade Details" page.
3. Enter Grade Details: Provide the necessary information, such as Grade Set, Name,
and Code.
4. Add Grade Steps (if applicable): If creating grades with steps, click "Next" to access
the "Create Grade: Grade Steps" page and add the desired steps.
5. Submit: Review the grade details and click "Submit" to create the grade.
6. Manage Grade Ladders: Navigate to the "Manage Grade Ladders" page.
7. Create Grade Ladder: Click "Create" to open the "Create Grade Ladder: Grade
Ladder Details" page.
8. Enter Ladder Details: Provide the required information, such as Grade Set, Name,
Grade Type (Grades or Grades with Steps), and other relevant details.
9. Add Grades: Click "Next" to access the "Create Grade Ladder: Grades" page and add
the desired grades to the ladder.
 10. Define Step Rates (if applicable): If creating a ladder with grade steps, click "Next"
to access the "Create Grade Ladder: Rate Values" page and define the rates for each
step in each grade.
11. Submit: Review the grade ladder details and click "Submit" to create the ladder.

Jobs

• Definition: In the realm of Oracle HCM Cloud, a job delineates a specific role or set
of tasks within an organization. It encapsulates the core responsibilities, duties, and
skills associated with that role. Jobs are often characterized by their flexibility and
adaptability, making them well-suited for dynamic industries where organizational
structures and roles evolve frequently.
• Job Structure Approach: The structure of jobs in Oracle HCM Cloud is designed to
accommodate the unique needs of different organizations. Key elements of this
structure include:
o Basic Details: These encompass fundamental attributes like the job's effective start
date, the job set it belongs to, its name, and a unique code. The job code must be
distinct within a given set, allowing for the creation of jobs with the same code in
different sets (e.g., 'DEV01' in both a US and UK set).
o Benchmark Information: This allows you to designate a job as a benchmark,
signifying its use as a reference point for other jobs in terms of compensation and
responsibilities. You can also link jobs to external benchmarks for comparison
purposes.
o Progression Information: This establishes career pathways by identifying the next
logical job in a career ladder. This information aids in processes like promotions and
transfers by suggesting suitable job options.
o Job and Grades: You can associate valid grades with each job, defining the
acceptable compensation levels for individuals holding that job. If your organization
utilizes positions, these job grades also serve as default grades for associated
positions.

Positions

• Definition: A position represents a specific instance of a job within the organizational

structure. It's linked to a particular department or location and often has a defined
headcount and budget. Positions are typically employed in industries with more rigid
structures, detailed budgeting and headcount control, or high turnover rates.

Setting Up Jobs and Positions

The setup process for jobs and positions involves utilizing specific tasks within the Oracle
HCM Cloud interface.

Jobs

1. Navigate to Workforce Structures: Access the Workforce Structures work area.

2. Manage Jobs: Select the Manage Jobs task.
3. Create Job: Click the Create button.
 4. Enter Job Details: Provide the necessary information, including the job set, name, code,
effective date, benchmark details (if applicable), and progression information.
5. Assign Valid Grades: Specify the grades that are considered valid for this job.
6. Save: Submit your changes to create the job.

Positions

1. Navigate to Workforce Structures: Access the Workforce Structures work area.

2. Manage Positions: Select the Manage Positions task.
3. Create Position: Click the Create button.
4. Enter Position Details: Provide the required information, such as the position's name, code,
business unit, job, location, effective date, headcount, FTE, and any other relevant attributes.
5. Save: Submit your changes to create the position.

• User and Role Management:

o Create user accounts for employees, managers, and HR professionals.
o Assign appropriate job roles to each user based on their responsibilities.
o Configure role provisioning rules to automatically assign roles based on
criteria like job or department.
• Security Profiles:
o Define person security profiles to control access to sensitive employee data.
o Create data security policies to restrict access to specific data elements or
functionalities based on user roles.
• Workflow and Approvals:
o Configure approval workflows for various HR processes, such as leave
requests, performance reviews, and compensation changes.
o Define approval rules to determine the routing and approvers for each
transaction type.
• HCM Experience Design Studio:
o Customize the user interface for different user roles, tailoring the look and feel
of ESS, MSS, and HRSS pages.
o Configure page layouts, field displays, and actions based on user roles and
business requirements.

Specific Considerations for ESS, MSS, and HRSS

• ESS (Employee Self-Service):

o Enable self-service features like personal information updates, time-off
requests, benefits enrollment, and payslip access.
o Configure relevant notifications and alerts for employees.
• MSS (Manager Self-Service):
o Enable manager-specific tasks like approving time off, initiating performance
reviews, and viewing team performance data.
o Configure appropriate approval workflows and notifications for managers.
• HRSS (HR Self-Service):
o Grant HR professionals access to tasks like creating and managing employee
records, processing payroll, and generating HR reports.
o Configure data security to ensure HR professionals can only access and
modify data within their authorized scope.