Global hr

Module 1 :

Lesson 1:

Human capital management overview. Common questions, what are the primary business processes
of human capital management? How can I set up HCM with functional setup manager? And what are
the tasks I can perform through the workforce deployment cycle?

Oracle Human Capital Management, a comprehensive suite of products is your efficient solution to
streamline all aspects of your business's human resources processes. Maximize the value of your
workforce by aligning their skills and abilities with organizational needs. Human resources can help
you achieve this goal.

Using global payroll, optimize payroll administration to comply with local and global payroll
regulations, minimize errors, and avoid penalties for non-compliance. Prioritizing payroll compliance
reduces risks and ensures timely, accurate employee compensation.

Want to offer your employees a personalized benefits package? Create a global solution that includes
health, retirement, disability, and life insurance benefits. Tailor the packages to your organization,
size, industry, and budget to attract and retain top talent globally.

Compensation management provides customized programs for global and local organizations.
Compensation plays a vital role in attracting and retaining top talent. Therefore, it is essential to
develop compensation strategies that align with your company's unique business needs and
objectives.

With cloud compensation, you can create comprehensive compensation plans. These plans can cover
various aspects, including base salary structures, incentive plans, and equity programs. With cloud
time and labor, you can confidently manage and oversee your employees time, ensuring enhanced
precision in time tracking.

With cloud absence management, you can effectively manage employees absences and leave policies
globally and locally. This system allows you to easily keep track of time off requests and approvals, as
well as monitor employee attendance patterns.

Unlock your employees full potential with cloud talent management. Our cutting edge technology
allows you to effortlessly track and develop your workforce, ensuring every employee performs at
their best. Using Oracle recruiting cloud, you can conveniently and collaboratively recruit, screen, and
hire applicants, a crucial process for any organization's success.

Oracle learning allows businesses to deliver customized learning content that meets the unique needs
of their employees and is in line with the company's requirements. By using Oracle learning,
companies can provide an engaging learning environment that caters to their employees specific
needs, ultimately improving their performance.

Oracle functional setup manager offers a complete process for functional administrators to handle the
implementation and upkeep of Oracle Fusion Cloud Applications. A typical functional implementation
involves the following steps:

Identify the functional areas and features you want to implement and prepare accordingly for their
set up requirements. Optimize your business requirements by enabling the offerings, functional areas,
and features that best fit.

Use setup tasks to enter setup data for your enabled offerings and functional areas. Usually, set up
and verify transaction processes in a test environment before transacting in a production
environment.
Move your verified setup data from the testing environment to the production environment and
deploy it to all the users to initiate transaction processing. Update the setup data or configuration the
functional areas and features as needed to align with changing business requirements.

Let's log into the system. And I'm going to log in as an implementer. I'm going to move to the settings
and actions menu and go to setup and maintenance. And then from here, I'm going to select Actions.
We're going to select Go To Offerings. And here you can see all the different offerings available.

Our focus here is workforce deployment. When I highlight workforce deployment, you'll see off to the
right it says configure how you manage people and their employment, including payroll, status is
enabled. Here you can see related documents.

And then once the workforce deployment has been enabled, you can then select opt in features. And
then you can see different things like workforce information, payroll absence management. So for
example, if I go ahead to workforce information, you can see it's enabled. You can view any history for
changes of the settings. We can go into the features and decide if we want to enable any of the
features that were indicated.

Similarly, if I go to payroll and I select Features. You can see those features related to payroll. So they
will change relative to the item that you selected on the main page. From here, it says that we can go
over to set up. And what that does is it brings us back out to the main page where we started, and it
highlights payroll.

As we work through this course, we want to be on workforce deployment because several people use
this environment. You may have to flip this to workforce deployment. We're going to be in areas like
enterprise profiles, legal structures, organization structures, workforce structures, so you can see
those items.

As I highlight from the setup of workforce deployment to the functional area, the list on the right will
change. The software will always default to your required tasks, but then there may be instances
where you need to go and switch to all tasks and we'll see that as we go through practices in this
course, some of my demonstrations.

We can also use the task panel to go to the search option if we want it to search for a specific task.
Instead of having to go through the different items, trying to remember where something might be
classified. If you know the task, you can just come and enter it right here.

So again, we'll be using this as we go through our discussions in this course. We'll use these in our
practices. Then we'll be able to leverage those tools to get things configured and then we're going to
test our setup. So that's functional setup manager.

Oracle Global Human Resources can help optimize productivity by implementing efficient business
processes. This overview outlines HR tasks throughout workforce deployment cycle. To efficiently
manage your workforce, creating basic organizational structures such as divisions, departments, jobs,
positions, and grades is essential. This will help you better organize your employees and assign them
appropriate roles and responsibilities.

As an HR specialist, your role is crucial in creating person records and maintaining user accounts. This
responsibility ensures the accuracy and integrity of our workforce data. Now, we will be using an
implementer sign on as well as signing in as an HR specialist by the name of Curtis Fetty. The practices
will indicate for you who you need to log in as. So just make sure that you're paying special attention
to that.

HR specialists assist with onboarding and manage the employment cycle of team members. Managers
can promote, transfer, or terminate their direct reports. With cloud global human resources, you can
access employment related information for your workforce and generate reports using OTBI.
So just to recap. Oracle Human Capital Management includes a wide variety of products to satisfy
your business needs. Functional Setup Manager facilitates initial setup and ongoing maintenance of
workforce tasks. And Global Human Resources enables you to implement business processes that
improve productivity and provide decision making support.

Lesson 2:

Defining geographies. Common questions around geographies for HCM. How do I manage
geographies in the application? What are geography types? How can I import geographies?

Geography refers to a physical space defined by boundaries used in applications to manage sales,
territories, transportation, taxation, logistics. A grouping of geographies is known as a geography
type, which may include geopolitical divisions, like countries, cities, towns, and villages, or physical
geographic divisions, such as islands, continents, and mountains.

Master reference geography use is the ultimate source of truth for creating user defined geography
uses and for working with geographical data like validating addresses or importing data. Master
reference geographies are geographical boundary names and physical boundaries classified as part of
the master reference geography use, such as the state of California, the province of Alberta, and the
country of India.

Every country must define its geographical structure before establishing the hierarchy, and the
geographical hierarchy must be established before validation. So let's consider these three
components when defining a country. You can create a geographical structure where types such as
state, city, and postal code are nested within the country.

After defining the geographical structure, you can establish the hierarchical relationship between
different geographical types within the country. For example, you can rank the state as the highest
level and the postal code as the lowest level within the country structure. After defining the
geography hierarchy, you can then specify geography validations for the country.

Geography structures can be defined using what we call the managed geographies task or imported
data task in the defined geographies activity. It's recommended to import the geographies using the
Import Geographies task. For instance, this diagram illustrates the geographical structure of the
United States.

When defining a company's structure, the geographical type country is implicitly positioned at the
highest level of the geographical structures designated as level one. Subsequent geographical types
added after the country are numbered in sequence.

You can see the information you must define for each country using the managed geographies page.
Start by defining the geography types. Then create the hierarchy and validation using the managed
geographies page.

As you define the geography hierarchy and validations the appearance of check marks against the
relevant columns, will provide a sense of reassurance. After completing the import process, you'll see
check marks for the structure defined and hierarchy defined columns showing your progress. Let's go
into the system.

I'm logged in as an implementer. And I'm going to go over to Settings and Actions and then Setup and
Maintenance. My setup is going to be Workforce Deployment. And my functional area is going to be
Enterprise Profile. Then we can see, under the Enterprise Profile, that we've got managed
geographies.
I'm going to use the country code of US. And you can see her for the United States that we've already
been configured. Our country code is US. And then there are several checkboxes. Geocoding defined
is for the latitude and longitude coordinates for a location that will help with mapping.

Address cleansing is used when someone enters an address and the system may come back and say,
did you really mean this instead? So for example, the postal code where I live is Awendaw, South
Carolina, because that's where our post office is. But I technically live in the town of Mount Pleasant,
South Carolina.

Whenever I enter Mount Pleasant with my postal code, many times when I'm on supplier sites, they
might come back and say, well, did you really mean Awendaw, South Carolina? Because of that postal
code, that would be an example of address cleansing.

Structure defined is where you see levels and geography types. And then hierarchy defined is where
you see the values used in the geography. And then you've got validation defined. So for example, if I
go into structure defined, you can see that for US structure, we've got geography level of state,
country, city, and postal code. County, sorry, city and postal code.

Now, right now, this is saying that geography exists at this level. So what that's saying to us is we
cannot stick a geography type in between, even though there are several others that we could use.
We can't stick anything in between. We can add something to the end, but not in between.

We also can't delete what's there. And again, the reason for this is we've decided what the nesting
structure is going to be. So within country, state, county, city, postal code, if I go out of here, I say
cancel because hierarchy is already been defined for the United States.

So again, if I come down to south Carolina, I expand that. So we're in the country of the United States.
The state is South Carolina. My county is Charleston. My city is Mount Pleasant. And then you'll see
that there are several postal codes. A 29429 is my postal code.

If I go up to Awendaw-- Is it even on here? Let's see. Charleston county? Yes, there it is. And then I
expand Awendaw, again, you can see 29429. So I'm technically associated with two different cities,
even though the postal code is the same. You'll see that this information has all been imported using a
vendor and we'll talk about which vendor we're getting ready to use.

I'm going to come out of here. I want to show you something called address formats. So I'm going to
come out of here. And I'm going to come over to the task panel. I'm going to click Search. Search for
address formats.

Now, I'm going to come in and for the country, I'm going to select the United States. And I'm going to
click Search. So here you can see that we've got a postal format and we've got a tax format. So hold
that thought for a moment, because this is going to come back and we're going to see where this
becomes relevant.

But if we come back to the slides, we talked about the structure and the hierarchy. So the structure is
building the pieces that are going to make up what you're going to include, and then you decide what
values represent each of those areas.

Now, obviously I'm focusing high level on core HR. But if you want more detailed information and
guidance, the geographies for HCM chapter and the using common features for HCM in Oracle Help
will give you valuable resources providing the support you're going to need if you need more details
here.

So we said a geography-- Maybe geography is Tokyo or Brazil, it refers to a specific location on the
earth's surface. So you have the following options when importing geographies. You can import
Oracle license data from locate for the countries where the data is available. You can utilize import
management to generate geography records. It is recommended to use the import geographies task
for importing geographies.

You also have the option to add alternate names or codes to existing geographies during imports. And
there is more information in how do I import geographies and list of available countries for locate
geography reference data in the Oracle Help Center.

For data integrity reasons, you cannot add or modify geography structures after importing the
hierarchy. So prior to the import process, carefully consider including all relative geographic types.
You want to think maybe basing sales territories on counties maybe.

Remember to include geographic reference information for other applications as it's often shared. So
for example, financial applications may require geographic structures to comply with local tax laws. So
HCM is not the only application using geographies.

Review the predefined address styles for the countries from which you will be importing and modify
them as necessary. Address styles indicate the necessary elements of a street or tax address. So let's
go back into the application and I'm going to start with the postal format.

And so what you can see here is that we've got this postal address for the United States. And then
we're seeing the address information that we're going to include. Now, there could be variations. I'm
just going to click on Help here.

You can create different variations for an address style format with each variation having its own
layout. So for example, a postal address, you can create three different variations. Maybe it's going to
be a general delivery address, a rural address, or a military address.

In this case, we've only got one variation and you can see that here. If I click Done and I go into the tax
address format, there's actually two variations for tax format. Variation number two, shows these
values being included in the address. But if I go to variation number one, we've got several additional
items that are being included. And think about payroll, payroll is going to need to ensure taxing is
appropriate.

The other thing that you'll see is when you perform this setup, now US has already been configured,
but you can see that the country has been attached to this address format. If I go back into the slides.
Just to finish up. Before importing any geography data, make sure to verify its source and reliability.
I'm going to leave us right here with this information and then I'm going to pick back up with talking
about setting up geography validation. I hope you found this information helpful.

Lesson3:

In the previous section of this lesson, we started to familiarize ourselves with geographies. We talked
about geography types. So are you including, cities, counties, postal codes. What's the order in which
the items are going to display? Are you loading the hierarchy that represents within the country of the
US that you've got a state within the state, you've got a county within the county, you've got a city
within the city, you've got a postal code.

So let's just go ahead and remind ourselves what that looks like. So from workforce deployment to
enterprise profile to manage geographies. I was using the country code of US. And we said that
geocoding is the longitude and latitude for map presentations. Address cleansing would be, hey, I
entered Mt. Pleasant with 29429. Did I really mean all Awendaw?

And then we said we've got this structure. So here are the items that are available to include in a
structure. You can certainly create and add geography types on your own. But because for the United
States, we've already defined our hierarchy, we've already loaded our hierarchy. We can't delete or
manipulate anything that's here. We can't include anything in between, but we can certainly add
something to the end if we wanted to.
So your geography types are, what are the different pieces you're including that make up that whole?
Hierarchy. And so I was using South Carolina as an example. Then within the state we had the county.
Within the county, we had the city, and then within the city, the postal codes. So the address formats.
The structure and the hierarchy. How does this all come together?

Talking about geography validation. So this is going to involve mapping and validating the address
format for a country, including overall control for each format. So what you're going to do is map each
type of geographic location to a corresponding address attribute. So for example, you can map the
state geographical location to the state address attribute within the United States.

Specify the types of geographical locations that will appear in the list of options during address entry
for other interfaces. Select which types of geographical locations will be considered for tax validation.
So for example, for the North American address format, you can specify the country state and city
that are being used in tax validation.

Then set up address validation to help users fill in missing address information and validate addresses
during entry. Address validation checks whether geographic elements of an address such as the state,
city, and postal code are valid based on the master geographic data.

So back into the system. I'm going to go to validation defined. And this is where you've got the two
different address formats. So now what we're saying for ourselves is, based on the different address
formats, the geography type is being mapped to what address attribute?

So the address format is where we said this is what we want the address to look like. Then we had our
geography types that we then use to load our hierarchy. Well, how does the software marry that up?
Well, it's using this page to say this geography type actually goes to this address attribute.

Then it's saying, are you going to enable a list of values? So instead of free form entry, can I actually
choose it or select it from a dropdown? Are we using the attribute in tax validation? Are we using it in
geography validation? And then if the validation doesn't meet up to standards, what do you want to
do?

So I'm going to go ahead out of here. And I'm actually going to sign in as Curtis because I need to be
signed in as a person. Then for me, I'll go to personal information. Contact information. Then I'm
going to scroll until we see address.

So I'm going to go ahead and click on Edit Address. And do you see where address line one is just free
form and obviously somebody needs to enter the their address, the number of their house, and the
street that it's on. But then you'll notice that city, state, postal code, and county, as well as the tax
district all have a dropdown. That's available because we selected those dropdowns.

So we did the mapping of the geography type to the value of the address field. And then we said
whether or not we wanted to enable a list of values and if we wanted to perform validation and what
occurs during the validation.

So quick story. When I first moved here, this was a brand new area in this part of South Carolina. And
when I went to go update my address in Oracle's HR application, We were so new that my postal code
wasn't even part of what they have loaded for the hierarchy.

So when I kept trying to enter it, it kept saying, this is not valid, this is not valid. It kept telling me I
couldn't update it. And then I finally contacted HR, and what they found out was that the postal code
was so new that it hadn't even been communicated to anybody yet and I needed to wait for them to
add the postal code to the hierarchy so I could enter my address.

And that's because oracle had their validation set to error so it wouldn't let me enter it until that
geography was actually updated. So just something to consider.
Now, the other thing to note is when you're entering a postal code, it's going to come back and it's
going to say, hey, I've got these variations on that postal code. So instead of going to city and state, I
went right to postal code and then I'm going to select the one that reflects and you'll see that it
updates the city, state, and county.

So there you're seeing geographies in action. So you're mapping your attributes, you're enabling list of
values, or you using it in tax validation and do you want to validate the address?

Continuing on. Setting for country extensions allows you to customize address styles and verification
levels for configured countries or territories. By default, each country's extension is set to human
resources or none, so the validation is not there. But for more details, you want to consult the
localization support and supported translations document on my Oracle support.

Key points to take away from this lesson. A geography is a physical space on earth, such as a location
or region that's defined by a boundary. You can create a geography structure in which geography
types such as state, city, and part of the country structure. Geography validation determines the
geography mapping and validation for a country's address style.

Now this demo has me creating an address format. I took you in and showed you one. I think that just
makes a lot more sense. So we're going to leave it here and I hope you found all of the information I
provided useful.
Module 2:

Lesson 1:

Setting Up Enterprise Structures. Common Questions, what is an enterprise structure? What is

enterprise structure configurator or ESC? And what are the benefits of using ESC?

The enterprise structure is a crucial part of the system as it determines how employees, positions and
other workforce-related data are organized and managed within the application. This diagram
displays the enterprise and workforce structures task that must be completed as part of your
implementation.

You can carry out these tasks within the enterprise structure configurator discussed in this lesson or
access the individual tasks to create an update configuration options. Certain tasks are optional and
may involve reference data sharing.

Reference data sharing, also known as set ID, allows you to group set enable reference data, such as
departments, jobs, or grades to share across different parts of the organization and avoid duplication.
This diagram shows the steps for setting up your company using the enterprise structure configurator.

The enterprise structure configurator, or ESC, is an interview-based tool that will help you set up a
basic enterprise structure. To access the ESC, you need to select the enterprise structure-guided flow
feature for your offerings in the setup and maintenance work area.

If you do not use the enterprise structure configurator, you must set up the enterprise structure using
the individual tasks that correspond to each enterprise component. And we'll see some of that as we
go through the course. We'll see the ESC in this lesson, but then we'll see the individual tasks in
subsequent lessons.

Through one guided process, you can create many of the organizational structures, such as divisions,
legal entities, business units, and reference data sets all at once. The ESC task allows you to create
multiple enterprise configurations for easy comparison and selection of the best option for your
enterprise.

After determining your enterprise structure and your job and position structures, you should review
them, make any necessary changes, and then load the final configuration. The ESC allows you to
revert to a previous enterprise configuration. So if you no longer want to use it, simply click the
rollback configuration button on the manage enterprise configuration page to undo any changes to
the enterprise structure.

Now, let's examine how you establish your enterprise structure. Use the guided flow in the
established enterprise structure task to enter basic information about your company, including the
primary industry. You create divisions, legal entities, business units, and reference data sets. These
topics will be discussed in detail in later lessons.

Until you load a configuration, you can continue creating and editing multiple configurations until you
find the best one for your enterprise. This enterprise structure consists of two divisions operating in
four countries. For each configuration in ESC, you define the high level structures within the scope of
an enterprise.

Division in HCM defines the management organization hierarchy using generic organization hierarchy.
Legal entities represent the employer and or the payroll statutory unit or what we call PSU. A legal
employer is an entity that employs people, while a PSU or payroll statutory unit, is responsible for
paying its employees and reporting tax and social insurance.
I'm going to go ahead into the system. I'm logged in as an implementer. And I'm going to go to
settings and actions and set and maintenance. From here, I'm going to go to the task panel and
search. And the task we want to search for is to establish enterprise structures. We're going to go
ahead and select that.

And there is one out here already, but I'm going to go ahead and create one from scratch. Give it a
name and a description. And then you're going to see it talks about establishing your enterprise
structure. So enterprise name, I'm going to leave at vision corporation, give it a short name.

And then I'm going to select a primary industry. Primary industry is going to help later on with
whether or not we should use jobs alone or jobs with positions. Then we're going to select our
headquarters country. I'm going to say United States, and then it's going to ask for a legal name.

So I'm going to put in my initials. and call it legal name. And then I'm going to give it an ID and then a
registration number, legal reporting unit, registration. And then it's going to ask me to select a legal
address. So one of the things to understand about the enterprise structure configurator is it's basically
an encapsulated shell.

So it's not looking at anything outside of itself to go get things like addresses and things like that nor is
this being committed to the individual tasks within the application because it's really just a prototype.
And until we physically load it, the individual tasks are all going to be confined within this prototyping
tool.

So when I click on the dropdown, I could search. But since this is brand new, I'm not going to have any
addresses. So I'm going to click on create and I'll just call this DLB legal address, 123 Main Street. And
then I'm going to go to postal code. And then we're seeing geographies in place.

So it will look to geographies and then it's going to populate the other fields. Click OK. And then
you've provided enough information to configure a simple enterprise with a single legal entity
operating in a single country. Do you want to continue the interview to set up more legal entities or
complete the set up for a single legal entity in a single country?

I'm going to say continue with the interview to set up more legal entities. Then I'm going to go ahead
and click next. Now, what's happening is the next place it's bringing me is to divisions. So if I go back,
this is the enterprise information. It doesn't show me any of the other items again because I've
already set them.

And then it says, OK, you want to go next? You can go to divisions. And this is where you can start to
add your divisions. So let's say division one is going to be finance. What's the country? And then
what's the location?

Now, right now you'll see my DLB legal address out there because I created it within this prototyping
tool. So it is recognizing it or I can go create another. I'm just going to go ahead and select that one,
but then I'm going to create another division and this one is going to be insurance.

This time I'm going to select the United Kingdom, but I need to add my location here. So instead of
searching because I already used it, I'm going to click on create and this one's going to be for
insurance division. And let's see if this post code works. There we go.

So we select it. It gets populated. I click OK. Now, just because I created it, you got to make sure that
it is populating for you. So now I've got two different divisions. Again, everything is encapsulated in
the prototyping tool.

When I click next here, you can see that we've got one legal entity. I could generate automatically.
And so I can say on division one, on division two. So now we've got the UK. And then we would create
that identifier, the registration number, legal reporting unit number, and then legal address.
And you'll notice in this case, it's coming up with that UK division because that is what I attached to
that division. So now we've got new legal entities. Then I'm going to go ahead and click next. And this
talks about creating business units, operating for units of business.

We can say that we automatically generate the business units based on either legal entity or divisions
or we can just say manually create them. I'm going to go ahead and say based on divisions and then
I'm going to select them to create my business units. So this is where we're creating business units.

And then we click Next and it adds those business units there with a location. We'll talk about that in
a second. And then our country, the status is active. Here you've got the names that were created,
the codes that it's using. So you could certainly go in and alter the codes and the names to reflect
what you want them to. You could add additional business units once we've got our business units
defined.

This talks about leveraging reference data sets. And when we began our discussion in this lesson. We
talked about things like departments, locations, job codes, grades, being set enabled, meaning they're
built by sets. And then sets are mapped to business units.

So we've created the enterprise set, which is a default set. It's like a dummy set that we've got in the
environment. You don't have to use it if you don't want to. A lot of customers don't. So we're not
going to leverage it. But then we've got set one and set two. So I can call this the US set. No, this
would be the UK set, I think division two. UK set. And I'll call this the US set.

And now that I've got my sets defined, we're going to go ahead and click next. And then it says OK. So
for these divisions, which sets do you want to use? The enterprise set is similar to the sets that I
created. Or do you want to use something called the common set? Now, we'll get into more details in
a later lesson about this.

But let's say that you've got a value that you want shared across all of your business units, let's say the
job title of manager, manager exists everywhere, well, I don't want to have to maintain manager jobs
in different sets simply because I have multiple sets.

So what I could do is attach it to the delivered common set and this set has code behind it, which
actually makes it available for every business unit, so the jobs in every business unit would list
manager. I'm just going to go ahead and select the individual sets for right now.

And then this talks about override set assignment. If we click on override set assignment, let's say for
argument's sake that we want there to be different locations, different jobs, although we could attach
jobs to common, and even though we're saying that for our jobs here, we want just this set, this
business unit would have available to it any jobs created using that set and common.

But maybe for things like department, we might want this to just be common. Maybe departments
based on our financial structure are just always going to be available for everything. So we're not ever
going to create an individual set. So we can just choose some mapping here. And that holds true for
anything that's set enabled. And then you could do the same.

Then lastly, it's going to say, OK, well, you've got these locations, the legal address, and the UK
insurance division. What set do you want the default set to or what set do you want to attach this
location to? Well, I'm going to say set one. And then for the UK, I'm going to say set two because
they're going to have their own locations.

And then at this point, we've gone through-- we created our enterprise, populated some information,
answered a question. Then we created divisions, legal entities. We went to how do you want to create
business units to actually creating some business units, populating those data sets, and then
assigning, which set is going to be used? And then lastly, what set we wanted our locations to belong
to.
So I'm going to go ahead and do a save and close. And you could now see that there is a second
example of an enterprise out here encapsulated on its own. Now, right now, it's not been loaded. And
if you're watching this, please do not load a configuration into the environment because we've
already got sample data set up.

I can go ahead and click on review details and it gives me this nice technical summary of everything I
created to see if maybe there's something that I wanted to go in and modify. Under management
reporting structure, it creates a default organization tree that's hierarchical in nature. And so you can
see this is legal entity, this is division.

Above division is where we had our enterprise-- if I could move this-- is where we started with our
enterprise. And so you can you can use those to view the structure. And then, again, you can
download the technical report and review it and see if it looks the way you need it to. Now, there's
another piece of the enterprise structure configurator for configuring jobs and positions. I'm going to
leave this here for now. When we come back, we'll pick up with that discussion.

Lesson 2:

Picking up where we left off. After defining your enterprise structure, you're going to use the
established job and position structure process to decide whether to use jobs only or jobs and
positions. The primary industry that we selected in the established enterprise structure task provides
the application with enough information to make an initial recommendation. It determines whether
you want to use jobs only or jobs and positions.

After choosing to use jobs or jobs in positions, you'll be prompted to establish a descriptive flexfield
structure for jobs and for positions if applicable. Now, descriptive flexfields are segments that are on
these records that are not deployed but are available for you to deploy to assist in tracking additional
data that was not delivered out of the box. It's a configuration where you could deploy the descriptive
flexfield. We'll see how it plays into this discussion.

When defining a job or position, you input a value for the name or the job or position. To further
specify this name, you can establish attributes to capture desired information. So for instance, you
can create an attribute for the position title and another for a position number.

You can also define attributes at the contextual level. So for instance, if you need to capture
information for positions specific to each business unit, you can define attributes at the business unit
level for those positions. Then when creating positions, these attributes will display in addition to any
enterprise level attributes.

So enterprise level attributes means the attribute is going to display on the job or the position
regardless of the business unit it's attached to. A contextual attribute is only going to display when the
job or position is used by a specific business unit or set. And we'll see that in a moment.

So starting with enterprise level attributes, they can be set up to identify separate components of
unique job and position names, and that's just to help simplify management. Every position within the
company is clearly defined and represents a specific role.

Each position can be managed independently from the person filling it. So for example, the job title
and the position number provide extra details about the managers responsibilities as illustrated here.
But let's talk a little bit more about these attributes.

I'm going in the system and I'm going to highlight the enterprise structure that I demoed in a previous
section of this lesson. Once I've got it highlighted, I'm then going to say configure jobs and positions.
The first thing that it's going to start with, it's going to say, that primary industry that you selected,
when you initially generated this structure, you selected finance and insurance.
And what it's saying is that jobs are recommended for this industry, meaning you don't really need to
use positions, but that doesn't mean that you can't. We're just saying that we're recommending that
it's not necessary.

So you could say, I want to use this option. You can move along, can say, no, I want to explore other
options, and then it's going to ask you about managing replacements. So select the statement that
best describes your course of action when a worker leaves your enterprise. And it gives you a couple
selections here, I'm just going to pick any one of them.

And the summary, it says, use jobs to represent how people work in your enterprise. So yeah, I want
to do that. Or no, I want to use positions and hierarchies for reporting. So even though it's asking you
these things, it's making recommendations, you can still say, hey, I want to use positions.

Keeping in mind, though, that we're still in this contained prototyping tool, nothing is being entered
into all the individual tasks. It's not saying that this is what you're doing. We haven't loaded it. It's just
saying, hey, this is what you should do.

Now, the next thing it's asking about is enterprise level position and enterprise level job. So we're
saying any position in your environment or any job in your environment, we're going to deploy a
descriptive flexfield.

Now, is this deploying the descriptive flexfield? Absolutely not. All this is saying is, hey, when we're
going to create positions and jobs, we're going to have this attribute. So maybe the attribute that
we're adding on the position, it'll be the first sequence. The attribute name is going to be position
description.

And then it's going to ask for a type. So these segments could be a number, a text, or a date.
Obviously, since I'm looking for position description, I'm going to say text. But all this is doing in the
prototyping tool is for that technical report to say, hey, we've uncovered the fact that when we create
positions, every position needs to have this particular field deployed. We're just marking it as a
placeholder.

Same thing for maybe job level attributes, maybe, for attribute name, this is going to be job
description, if I can spell. And this too is going to be text. So it's saying no matter when I create a job,
no matter when I create a position, we're going to have a descriptive flexfield deployed.

This is not deploying the descriptive flexfield. We're just keeping a placeholder to say we're going to
deploy a descriptive flexfield regardless of the business unit, the position being created for, or the set
that the job is being created for.

Next, however, though, is where we've got the contextual attributes. So maybe when we're creating
positions for a certain business unit, we're going to deploy a field and it's going to say, well, what do
you want the business unit group name to be?

And then it's going to say, which business unit is this going to be reflective of? And then you would
select it. And then it's going to say, so we're going to call it DLB demo. We're using this business unit.
We've already got the this attribute deployed at the enterprise level. There are no other contextual
level values deployed.

So we can go ahead and click OK. And then we can see that there-- When it comes to job attributes,
so positions are built by business unit. So whenever I create a position for this business unit, we're
going to deploy a value.

When it comes to jobs, though, jobs are built by sets and it's saying, well, for what set do we want?
Are we keeping track that we're going to deploy? Let's say that the set is going to be-- we'll say one,
two. This one we're going to call travel.
Sequence one, I forgot to do this on the other one. And then this is going to be text. So let me actually
go in there and edit this so that we could make it. So this is going to be sequence one. We'll call this--
And maybe this is going to be a numeric value.

So we're saying for business units, we've got a value. And then for any time a job is created for the set
ID that I selected, we're going to deploy a descriptive flexfield. So here are our enterprise and
business unit for positions. Here's our enterprise and reference data set for jobs. Then you can do a
save and close.

Now, when we go look at the technical summary, you could see now that we're indicating that we're
going to track some descriptive flexfields. We didn't do all the work it needs to actually deploy it.
We're just keeping track of the fact that we're going to do it.

So enterprise structure configurator, prototyping tool allows you to come up with all different
scenarios, gives you some visuals, and then at some point, if and when you want to load it, you would
select load the enterprise configuration. We're not going to do that in our training environment ever
at all because many people use this environment.

Wrapping up this lesson. Key points. The ESC is an interview based tool that guides you through the
process of setting up a basic enterprise structure. Using the ESC, you can create many of the
organization structures at one time through one guided process.

I do want to point out that, yes, we were able to create division samples. We were able to create legal
entity samples, business units, reference data sets, and locations. But what we didn't include here is
departments. We didn't do anything to actually create jobs and positions.

So again, this is just giving us a base structure for the organization. There's still a lot more work to be
done. And even though we added things like division and legal entities, if you decided to load this
particular version of the tool, you would still have to go to the individual tasks and apply all of the
additional setup fields, which is why we're going to take a look at the individual tasks in subsequent
lessons.

And then the ESC task even enables you to create multiple enterprise configurations so that you can
compare different scenarios. So I walked through setting up an enterprise and job and position
structure. Hopefully, this discussion and the demos helped you glean the insight into this tool.

Lesson 3:

Managing Enterprise HCM Information. Common questions to consider. How can I manage enterprise
HCM information? What are the assignment options that the enterprise can use? How can I generate
person, worker, and assignment numbers? An enterprise is necessary because it acts as an umbrella
for the whole implementation.

The manage enterprise HCM information task includes settings for your enterprise like workday
information, generating person and worker numbers, provisioning users and roles, managing
positions, and several other settings that we'll take a look at. Let's start with the first being workday
information. So the FTE, or Full-Time Equivalents, is a measure of an employee's workload based on
their standard working hours and frequency.

You can input values for standard working hours, frequency, standard annual working duration, and
units of measure through the manage enterprise HCM task. Alternatively, you can use default values
from specific entities. Starting with the job. The jobs values will default on a position. If any attribute
value is not specified for the job, the check is done on the location specified in the position. If these
values are specified in the location, they default on the position.

If any attribute values are not specified at the location, then the check is done at the department
specified in the position. If these values are specified in the department, they're defaulted. If any of
the attribute values are not specified at the department level, the system checks the enterprise level.
If these values are specified at the enterprise level, then they are defaulted at the position.

Let's go ahead into the system. And there are several ways that we can get to this component. We
can use the workforce structures app. I could go to Show More and find the workforce structure
section and use a quick action. But since we spend most of our time in Setup and Maintenance, I'm
going to go ahead and navigate there.

We want to make sure our setup says Workforce Deployment. And we're going to go down to
Workforce Structures. And then I'm going to switch required to all. And then we're going to see
manage enterprise HCM information. Now, since this is the only record that exists because it is the
enterprise detail, there is no search page, so it automatically opens.

I'm going to come over and do Edit and then Correct. And you'll see that we've got our effective date
at the top. We've got our enterprise name, Vision Corporation. That's who we use in our
environment. We've got it set to active. And then you can see here we've got workday information.
So again, we're trying to set work expectations. So we've got start and end times, standard working
hours and your working frequency.

A standard annual working duration is where you could define the standard annual working duration
for an enterprise. These things can also be overridden at the legal employer, the department,
location, job or position, which we talked about looking at the slide. If you define the standard annual
working duration for more than one work structure, the hierarchy is derived using what we discussed
on the previous page. And then you've got your annual working duration units.

And the values could differ, but the duration is the same as the duration defined for the standard
annual working duration. So these are all used to help calculate that FTE. All right. So going back into
the slides. That's our workday information, helping define that work expectation, that workload, that
full-time equivalents.

Next up, we move to the employment model. And the employment model has two entities, a work
relationship and an assignment. So we call these tiers. So tier one, work relationship, is going to be
the person's connection to a legal employer. Legal employer drives many, many things in the
application. The second tier of assignment is going to be the job related specifics. So to set up your
employment model, you can go to manage enterprise HCM information, and we've got different
options.

So we can choose a single assignment. If I go into the application, what we're talking about here-- so
we're done with workday information. I'm going to collapse that. We're under Enterprise Information
and we're talking about this field right here, this employment model. Now, you'll see several here that
have a three in front of them. Those were deprecated. Those were from prior releases. We left them
there because there might still be a few customers that might be leveraging these things, but our
options are for two tier, right?

So we could say 2 tier single assignment. Every company uses the single assignment employment
model, which is automatically created when a work relationship is established, and it includes only
one assignment. So what we're saying is, per legal employer, a person can only have one job record. If
we go back to the slides, we can also use what's called single assignment with contract.

By selecting this option, you've got the choice to include contract information in a single assignment,
if you wish. So basically what that's going to do is if I select that value for 2 tier single contract, single
assignment, it's going to add an additional field on the assignment record to link a contract name so
that you could signify that that person is working and is covered by a contract.

Then we've got multiple assignments. So all work relationships within the organization or by the legal
employer, because similar to the working hours that can be overridden, this employment model being
set at the enterprise can be overridden at the legal entity level. So what this is saying is if I'm using
multiple assignments, I could add additional assignments. They're optional. You don't need to use
them even though your employment model might be set to 2 tier multiple assignments. But what it's
saying is it's allowing for a person to have multiple jobs.

So I might be the dean of students at a university, but I'm also a professor of math. So I work for the
university. That would be the legal entity, that would be my work relationship. And then I would have
those two different assignments with the respective values. And so back into the system, we can see 2
tier multiple assignment.

And then our last example here is multiple contracts with a single assignment. So it's possible to
incorporate multiple contracts with each contract being linked to a single assignment. So again, it's
another option here 2 tier multiple contract, single assignment. Again, it just depends on the level of
data that you're going to need to track.

You can also see that there are many, many settings on this page. So I think what I'm going to do for
now is I'm going to leave it here with our workday information and our employment model, and we'll
come back and pick up with person number generation.

Lesson 4:

Continuing on with our discussion on manage enterprise HCM information, here we're picking up with
person number generation methods. So what you need to know is that every person in the
application gets a person number. So those are employees, non-employees, and even contacts. So I
work for oracle. My husband David is my contact. He has a person number.

So you've got different methods to select from in order to generate that number. The first is to
manually enter a person number when you're creating the person record. You would actually be
prompted during that process to enter a person number that you want to use.

The default method for generating person numbers is the automatic prior to submission method,
which creates person numbers when creating person records. Or the automatic upon final save
method, which generates person numbers only after the add person transaction has been approved.
You won't be able to see the person number while creating the person record. However, you can view
the person number on the Person page after the transaction has been approved.

So let's go ahead back into the application. I'll go back into Edit and then Correct. And what we're
talking about is person number generation. So these are our options. Now we've got this set to
Automatic upon final save.

But I do want to mention that if during your add person process, you've included contacts to be a part
of that process, contacts get a person number as soon as they're saved. So even if we've got this set
to Automatic upon final save, the contact is going to get a person number prior to the submission, and
that's just the way that the system works. Now, if you're going to be using one of the automatic
person number generations, you're obviously going to have to set your initial person number so that
it knows where to pick up from.

Next, we talk about worker number generation. So by default, worker numbers are not used. You can
enable worker numbers at the enterprise level using the manage enterprise HCM information task.
And if you enable worker numbers, each employee and contingent worker work relationship. So we
talked about there being two tiers. A work relationship is the person's connection to a legal employer,
and then you've got your assignment, which is your job-related information.

So with this worker number generation, we're saying every employee and contingent worker work
relationship has a worker number assigned. And worker numbers can be allocated in a couple
different ways. All right. If you opt for manual generation, it's recommended to establish a numbering
sequence that's suitable for local requirements. If you choose automatic, then worker number
generation numbers can be assigned from either an enterprise sequence or the legal employer
sequence.

Let's go into the application. And what we're really talking about here is this worker number
generation field. Now, by default, this is not used. And what we're saying is that if you enable this,
regardless of which method you choose, that means for every work relationship, a person is going to
get a worker number.

So their person number is going to be static. That's going to stay the same. We're saying that every
time they have a work relationship, so let's say somebody was working for your company, they
terminated, they were rehired, they would have the same person number, but they'll have different
worker numbers.

And this really came from e-biz. It was one of the ways that they managed some of their employee
data when it came to multiple employment records or what we're calling work relationships. If you
were coming from a software like Peoplesoft, we never used this, so it wouldn't even be anything that
we would consider. So it's an additional tracking number.

We've also got person creation, duplicate check. So using the manage enterprise HCM information
task, you can configure duplicate checks when importing or creating person records. You can also
request a duplicate person check for individual objects when you load using HCM data loader. So
you've got these options to choose from for those duplicate checks. So it's used for importing as well
as adding. And so you've got several different options here that you can have the system check for.
Want to make sure that you're not adding somebody into the environment more than once.

And then we've got user and role provisioning options. And so we're going to use these to control the
default management of certain user account features. So the options that can be configured using
manage enterprise HCM information task are, first, the option for user account creation controls
whether user accounts are automatically created when a person, user, or party record is created. So
what I mean by that is as soon as a person gets hired, the system automatically creates a user sign-on
for them, for them to at least be able to access self service.

You have the ability to manage rule provisioning by adjusting the user account rule provisioning
setting. So, for instance, managers could manually assign roles to users. But roles can also be
automatically removed from users, let's say, during a termination process. Or maybe if somebody is
moving from a payroll administrator to an hr specialist, their payroll rules would be removed, their HR
specialist rules would be applied.

The user account maintenance options determines whether user accounts are automatically
suspended when the user is terminated and then reactivated if the user is rehired. And then the
option for user account creation for terminated workers controls whether a user account request for
terminated workers are going to be processed or suppressed. So we're really just saying as people are
moving around, as they're being managed, and you can see that here for user ID role provisioning
information. So account creation, account maintenance, account role provisioning, what happens
with terminated workers.

I think this is a good point to break here. So we looked at person number generation, worker number
generation, and user and role provisioning. We'll stop it here and we'll pick back up with our next
topic.

Lesson 5:

When we began our discussion on the Manage Enterprise HCM Information task, I did point out that
there were many fields for us to discuss. So we're breaking these discussions up into smaller parts.
Here, we're going to pick up with position management.
So you can configure different settings for position management using the Manage Enterprise HCM
Information task-- for example, position synchronization. And this is going to involve inheriting values
from a specified position. So I create a position. I put it on a person's assignment. Whatever values we
had on the position will populate the assignment. So it involves the synchronization.

Now, position hierarchy is defining the relationship between positions. So when you enable HCM
position hierarchy, you can specify a parent position for that position on either the Create or Edit
Position pages in workforce structures. We'll see that a little later on. When you search for positions
based on parent position, the software will show all child positions for that specific parent position.

We've got what's called the position incumbent validation process. When this is activated, it serves to
restrict users from selecting a position for assignment if that position lacks vacant, full-time equivalent
or head count. So if I've got a position that says full-time FTE with one person filling that FTE and
somebody already holds that position, they're active. If I tried to use that position for another
assignment, the software would come back and say, nope, sorry, can't do it. Somebody's already in
that position. There's no vacant head count.

And then position code generation-- so position is going to be uniquely identified by a code. You have
the option to configure the code generation method. And then you could refer to the Managing
Positions lesson for more information. So I'm going to show you the settings here. A lot of this will
come back around when we actually get into that discussion. But let's go ahead and show you these
fields.

So we took a look at user role provisioning, enterprise information. We talked about worker number,
employment model. We talked about person number. We talked about initial person number. We
talked about the person creation duplicate check.

Some things that we don't use are the employment terms and salary levels. Those fields are holdovers
from when we used to let people use 3 tier. People group flexfields, that's got to do more with other
applications, not core HR. So I'm just going to go ahead and minimize this section. I'm going to
minimize the Work Day Information.

We don't do anything with payroll. I'm going to get rid of that. Currency's got to do with that. Same
thing with US balances. That's payroll.

But here, we see Position Synchronization. And so what you're saying is, OK, do you want to use
position synchronization? I mean, you could use positions and not use position synchronization. I
don't know why you would do that, but you could. So you would say, yeah, I want to enable it at the
enterprise. This could be overridden at the legal employer level if you wanted to.

And then you'll say, OK, well, what do you want synchronized? So these are all the fields that are
currently available for synchronization from the position to the assignment. We're even now allowing
for synchronization of mapped flexfields. So we'll talk a little bit about that more when we look at
positions.

And then when things default from the position to the assignment, are you going to allow overrides to
that data? So can a user go in and say, well, yeah, it's going to default, but I want to be able to
override it? Now, it's also saying, when I populate the Manager field, where am I getting that from?

So when you use the HCM position hierarchy to synchronize the line manager on the assignment,
there-- it's actually going to take the incumbent of the parent position and use that incumbent as the
manager on the assignment. You could also use position manager. And again, when we look at the
creating positions, we'll see those fields. But most commonly now, customers are using HCM position
hierarchy. That's something that came over the last couple of years. Prior to that, we only had the
option to use position manager.
And then you've got that position incumbent validation. We talked about that. So you can see that
here. But there is another position field that I want to talk about. And that's here-- Position Hierarchy
Configuration.

So what this is saying, this Use HCM Position Hierarchy, this is making the parent position available on
the position record. If this wasn't selected, we wouldn't see the Parent Position field. And are you
going to leverage position trees for something? Certainly, you could default it on. It doesn't mean you
have to do anything with it. But this allows for that parent position to display. And then it also gives us
the opportunity to determine how we want to populate the manager on the assignment.

There's also what we call employment configuration options. So these are going to be employment-
related options that control whether managers can update assignments with future-dated records
using self-service enrollment pages. You'll use this feature to manage the ability of users to terminate
workers with direct reports through the Terminate Work Relationship page.

You can choose the option for the approval region is collapsed so that when you go to any of the
pages that require a review, you don't have to automatically see that open. Sometimes what happens,
if your approval rule is very complex and you have that section expanded, what's happening is that in
order to display the page, the software is going through and it's actually creating the approval chain
so that you can see the visual. And that might take a little for the page to load. So that was something
that we had added over the past few years.

And then the default enterprise seniority date, this option allows you to control the automatic
population of enterprise seniority dates when you're initiating a new work relationship. And it's one
of the things that we can track. So if we come in here, this is what we're talking about-- so future-
dated record validation for employment.

So do you want to receive no notifications? Do you want to get a warning to say, hey, there are some
future-dated records out here related to what you're changing? Or do you want it to be an error, in
which case, maybe a line manager can't perform a function when there's future-dated records? So
that would be up to the HR specialist to perform it.

The validation for existing subordinates termination. If we say, hey, we're going to terminate
somebody, but we didn't remove them from all of their employees assignment records, do you want
that to be a warning? Do you want to get no message at all? You don't really care. Or do you want to
say, nope, we're not going to let you terminate a person that still has people reporting to them. We
need to make sure we move everybody to where they need to go before we're going to allow you to
terminate them.

Default seniority date. The recruiting integration, we're not currently using that. Do you want to use
the process to automatically convert pending workers? So we talk a bit about the different types of
workers in the Using Global Human Resources course. There is a process to just automatically select
people to be converted and then that approver region to be collapsed.

And then minimum search characters. So when searching, we can adjust the minimum characters
based on different objects. The minimum value you could set is one. You could use up to three
characters for, let's say, something like departments, where there are going to be many.

So you can set the minimum number of characters for searching workforce structures using Manage
Enterprise HCM. And those are actually going to be down here. And you can see those are going to be
things for jobs and locations and grades, positions.

And when we say organizations, those are going to be things for divisions, departments. They're
classified as organizations. And that's why you're seeing that there. So you get to set those minimum
searches.
Now, a couple of other things that I want to talk about-- this Workforce Structures Configuration
section. So some of the things we're seeing here-- how do you want your position codes generated?
Automatically prior to submission, automatic upon final save. Do you want to do it manually? If you're
doing the automatic version, you have to set your number.

Same thing with job code generation. Do you want them to automatically be created? Do you want
them manually be created? What do you want the initial job to be?

Similar to what we saw up here, when we were talking about employment configuration options,
where we had these future-dated record validations for the guided flows, same thing when we're
talking about workforce structure configuration. So the difference is this is dealing with employee-
level transactions. Here, we're talking about setup, configuration. That's what we're talking about in
this class.

So what do you want to do with any-- like a department or a job code or a location that might have a
future-dated row out there? Works the same. We're just doing it on a different object. Do you want to
have a default location country? Default evaluation system when you're creating your jobs and
positions?

What do you want to use as your default start date? We set ours to 1/1/1951. That's the date we
always use. But some other customers say, well, we weren't even in business then. We didn't even
become an organization till 2010. So maybe you create your default effective start date to be January
1 of 2010. And whenever you go in to create your objects, this will be the date that defaults.

And then let's see. What else did I want to point out? Position hierarchy we talked about.
Employment configuration. Nope, that's it. I think we've got it.

So a lot of settings controlling different behaviors. Let's go ahead and wrap this up. So key points-- an
enterprise is required because it serves as an umbrella for the entire implementation. Work day
information defines the standard working hours for each worker assignment in the enterprise or legal
employer.

And then the employment model comprises work relationship and assignment. We said two tier--
work relationship is my connection to a legal employer. Assignment is going to be my job-related
information. But then we also saw employment process settings, workforce structure configuration
settings, position management settings. So quite a few things going on, on that page. I hope you all
found this information helpful.

Lesson 6:

Manage legal entities-- some common questions to consider. How can I set up legal structures? What
are legal entities? And what are legal jurisdictions and legal authorities? Now, some of the things that
we're going to touch on here we're discussing because it's part of the creation of this legal structure.
But there are going to be some objects that we won't get into too much detail on, because they're
covered in other courses, like Payroll.

So the legal structures functional area is going to encompass the tasks that are associated with setting
up legal entities. So with managing legal address, you're going to specify a physical address to be used
for your legal entity reporting.

And then, we've got manage legislative data groups. Now, everybody has to have at least one per
country. So if you're a person operating in a single country, you're going to have at least one. In large
organizations, with multiple legal entities across countries, the function is more utilized to
systematically divide and organize payroll and compensation data. But at the very least, you're going
to have to have at least one per country.
And then, manage legal entity refers to the entity that is legally responsible for employment matters
and/or serves as what we call the Payroll Statutory Unit, or PSU. In the process, you need to create
your legal addresses. And we're going to take a look at setting up a legislative data group. Then you
manage your legal entities. Now, managing legal entities is really something that's shared across
applications.

So the only place we can configure that is in setup and maintenance. But when it comes to the items
within a legal entity that are HR-specific, we have a separate task called Manage Legal Entity HCM
Information. And that's where we're going to be able to set those specific parameters. Now, by
default, a legal jurisdiction also needs to be managed. This is a physical area, like a country, state,
county, a locality. Think more payroll-related stuff.

And then, managing a legal reporting unit is created automatically when a legal entity is created and is
identified as a legal employer. So when we say that the legal entity employs people, it automatically
creates this legal reporting unit, and we could leverage that for regulatory reporting.

So we'll start with legal address. So this is going to be the mailing address of the legal entity or
authority. It's the address that a legal entity uses to register with that legal authority. So you can use
legal addresses to send correspondence to a legal entity or authority using what we call the Manage
Legal Address task. You have to remember to create your legal addresses before creating legal
entities.

You can also create legal addresses when setting up legal authorities. So there is a way to do that. But
we just say it's just as easy to go to the task and just go ahead and set it up. So I'm going to go ahead
into the application. And I'm logged in as an implementer. And I'm going to go over to our Settings
and Actions menu in Setup and Maintenance. And we want to make sure our setup says workforce
deployment. And then we're going to go to Legal Structures.

And then, you can see Manage Legal Address. So with manage legal address, you can see the
addresses that are already there by searching on different criteria. Then you could also create your
legal entity by clicking on the Create value. You would select the country and then enter your address.
Then enter your postal code.

And with geographies in place, we can go ahead and select our geography, and it will populate our
values for us. Then, when we click OK, you can see that we now have our location added. And what
we can also do, when we click on this More, it'll actually show you on the map where this is, so pretty
fun. OK, back in the slides.

OK, next, we have legislative data groups. And these are going to be used to organize payroll and
compensation-related data. A legislative data group is going to represent a legislation under which
payroll is processed. It's linked with a legislative code, currency, and a unique cost allocation key. And
again, that's all covered in payroll. But basically, know that it's going to serve as a boundary that can
have the same setup and still adhere to local laws.

It can cover multiple jurisdictions within one country. It can encompass multiple legal entities that
function as payroll statutory units. But let's go ahead into the system. And I'm going to go ahead and
say Save and Close. Now, in class, we're not going to have you perform an activity around this. I'm
going to go to Workforce Structures and then All Tasks, and then Manage Legislative Data Groups.

So the one that we're going to be leveraging in class is US Legislative Data Group. I just want to give
you a chance to see what it is. It doesn't look like it's a whole bunch. You name it. You attach a
country. And you attach a currency. And then, this cost allocation structure has to do with payroll. So
it doesn't look like it's a whole lot.

However, when we create our Manage Legal Entity HCM information, we need to link that to this
legislative data group so the software knows what country we're operating in. And so then it knows
currency. So for us in Global HR, we need to concern ourselves with this, not so much from a payroll
perspective because we're not learning payroll in this class, but, when we create our base salary
structure, when we talk about grades and grade rates, this legislative data group is going to come into
play.

The other thing to know is that, when we attach a legislative data group to the Manage Legal Entity
HCM Information page, when we go to hire a person, add a person into the environment-- I talked
about there being two tiers, the work relationship, which is the person's connection to the legal
employer and then their assignment. Whenever we're adding people, the very first thing it wants to
know is, what's the legal entity that this person is going to be linked to? Because not only is it helping
us separate compensation-related data like grade rates. But it's also formatting addresses, formatting
names.

So just by simply naming our legal entity, US legal entity, it doesn't really know that it's US legal entity
until this legislative data group gets linked. So this is a very important piece of the pie. So to get things
started, we start with our legal address. And then we have to get that legislature of data group
indicated. I'm going to leave this here. And then when we come back together, we'll talk about, what
are legal entities?

Lesson 7:

So we've talked about legal addresses need to be configured. We talked about the purpose of the
legislative data group, even though it doesn't look like a very crazy table to set up. It's got a lot of
impact in the application.

So now we're looking at what are legal entities. A legal entity is a recognized entity that can own and
trade assets as well as employ people within a jurisdiction where the entity is registered. You need to
define a legal entity for each registered company or other entity that is officially recognized by the law
and for which you want to maybe record assets, liabilities, expenses, pay transaction taxes, maybe
perform intercompany trading.

In this example, the corporation has two divisions lighting and security, and based on selections in the
enterprise structure configurator, which we saw in another lesson, there are four legal entities
created; In fusion lighting Japan, infusion lighting US, infusion security UK, and infusion security India.

And again, this is just showing an example, but we're just saying that you could have multiple legal
entities, but you need to make sure you're in compliance with what that means for your organization.

Then this says, how do I define a legal entity? So a legal employer in Oracle Fusion Cloud, HCM, legal
entity configurator is defined as a legal entity that employs workers. Legal entities are required to
adhere to the regulations of the jurisdictions in which they're registered.

In Europe, companies can register in one member country and conduct business in all member
countries, while maybe in the us companies can register in one state and operate in all states. You
must periodically disclose your legal entities operations and comply with your various jurisdiction
requirements.

So these reports, which can be annual or more frequently are known as statutory or external
reporting. A legal entity can serve as a representation of your enterprise's management framework.
Either in part or in whole. So for instance, if your business operates in a large country like the United
Kingdom or Germany, you can establish each division within the country as a distinct legal entity.

You need to register payroll statutory units to fulfill payroll tax and social insurance obligations for the
company. So as the employer, you may need to pay payroll tax at both the national and local levels
again, all things that you would already be familiar with as a business.

So let's go ahead and talk about managing legal entities. So you can see here that I'm still in Setup and
Maintenance. My setup is workforce deployment and I've got legal structures. And I want you to
notice, with Manage Legal Entity, unlike the other things that I've already selected in our discussions,
you're going to see that there's a scope off to the right-hand side here.

Whenever you see this scope, you can't just go right into the Manage Legal Entity page because
what's going to happen is, it's just going to bring you right into the legal entity that's defined here. So
if I just click on the link for manage legal entity, it takes me right into that legal entity. Not what we
want to do.

If I click on the scope for manage legal entity, it's saying, well, what do you want to do? Do you want
to search for legal entities or do you want to manage legal entities? Well, we want to manage one.
And then it says, well, right now, the last person that set the scope was the person who was using 20
infusion financials, and that was me when I was recording the activities.

But here you can say, well, I don't want to look at that one. I don't want to select that one to do
anything to it. I want to create a brand new one. So you can click on Create New, and then apply and
go to task. Then it's going to bring you to the list where you can then select the Create Legal Entity.

So it's very important to understand that this scope is where you're going to decide what you want to
do now. Maybe I want to do a select and add apply and go to task. And then what it does is it'll give
me a list and it'll say, well which one do you want to look at? Well, maybe I want to look at this legal
entity.

So I would highlight it. I could search for a specific legal entity if I wanted to, to make the list shorter.
Maybe I just want to look at every legal entity that begins with an A or maybe I want to look at every
legal entity that begins with a U.

And so it starts to limit what you're seeing. So maybe I want to see this US legal entity, I would
highlight it, and then I would do a save and close. And then it's going to bring me into that legal entity.
Now, it might seem a little cumbersome but, now, you notice how this change to us one legal entity,
because all of these things are really related to each other.

So instead of having to re-enter the value every time you set the scope once, and then these three
items will follow that same scope. So I'm going to go ahead and change this back to the one I was
using. So I want to do a select an Ad and apply and go to task and then I want to search for mine. And
then I'm going to highlight it and then I'm going to do a save and close.

So then we can see, here's my name. Legal identifier. And then we've got payroll statutory unit and
legal employer. So this is where we start to define what we're doing with this legal entity. And legal
entity is not owned by HCM. Finance uses this. Sales uses this.

We're going to leverage it because we want to use it to employ people. So whether you're creating
this from scratch, you're looking at something as I am that I already brought up. You're going to give it
a name. You're going to enter legal entity identifiers. You're going to select whether this is a legal
employer and whether this is going to be a payroll statutory unit that stands on its own or is it going
under the umbrella of another payroll statutory unit.

For class purposes, again, we're not trying to get too much into payroll, so we're just going to select
both. But until you say that this legal entity employs people, you can't use this in HR. So if this does
not say legal employer, if this was deselected. You would not be able to use this to employ people.

So you need to make sure that you've got that set. Then what you would do is you would select your
legal entity address. Now, when we're reviewing this, you can also see that there's this legal identifier
that's there because I entered that when I added it.

So I just want to show you guys that when you come in and you say create new, which is what you're
going to do when you do your practice, apply and go to task and then when you select Create. There
are several other numbers. So not only legal address, but there's a legal entity identifier, there's an
EIN or TIN just based on what country you're in. There's a legal reporting unit registration number.

You can add these when you're creating the legal entity. But once the legal entity is created, you have
to go to the other components in order to update those things. So again, I'll go back into my legal
entity and you'll see once it's been created. The only thing that I can change is the legal entity
identifier. Those other numbers are stored on other components that are built when we created this
legal entity.

So you would define your legal address, which we attached. You would create your legislative data
group at least one per country. And then you need to create your legal entity and for HR purposes,
say that you employ people. So we're going to leave legal entity right here and we pick back up, we're
going to talk about managing legal entity HCM information.

Lesson 8:

All right. So we have talked about legal address. We discussed legislative data group. We talked about
creating a legal entity and identifying that it employs people. And once we've done that, we can use it
in HR

But we have additional things that we need to set from an HR perspective. So when we're using
manage legal entity HCM information tasks, there are several things that we're going to configure. So
let's go ahead into the system. And I am in setup and maintenance with setup being workforce
deployment under my functional area. It's legal structures. And this time we're going to go to manage
legal entity HCM information.

Now, my scope is already set, but I want to talk about this again. When you're working through this
and you're going to do your practices, are you searching legal entities or are you managing legal
entities HCM information? You're going to create new and then apply and go to task. This is going to
take you to your manage legal entity so that you can create your legal entity.

Once you're done, when you come to manage legal entity HCM information, you want to manage
legal entity. So you're going to do a select and add and apply and go to task. All right, so that scope
will take you a little bit to get used to once you do it a few times. So I'm going to go ahead and
highlight mine and do a save and close and this is going to bring me into managed legal entity HCM
information.

So I'm going to come up here and I'm going to go edit and I'm just going to say correct. Several things
that we're doing here. Now, the first thing that I'm going to have you notice once the page opens is
this workday information. We talked about workday information being used to help calculate full-time
equivalents, indicate the work expectations of people in the enterprise.

And we saw these settings at the manage enterprise HCM information page. Well, we have the ability
to override that workday information here at this level. So first enterprise, then we could do legal
entity. We're going to see workday information in several other places where it can be overridden.
We talked about the hierarchy of what the software is going to use.

Then under manage legal employer information, the salary and employment terms, that's something
that's held over from when we used to do three tier employment models. We don't do those
anymore. Some customers still had them enabled, so we couldn't just get rid of them.

We talked about that worker number generation. So for every work relationship a person has, they're
hired, they terminate, they're rehired, they go to work for another legal entity. Each one of those
work relationships gets its own number. So the person number remains static, but the worker number
increments each time. Now, this setting we also saw at the enterprise level, but we could override
that worker number generation at the legal employer level.
And then you've got your employment model. So the default at the enterprise was two tier single
assignment, and maybe that's what you leave at the enterprise, but maybe you've got one of your
legal employers that does do multiple assignments. So you don't want every legal employer to be able
to have multiple assignments. You only want this one. So you could select your employment model.

The other thing is this minimum working age that could actually give you a warning when you're
trying to hire somebody that's less than 16 in the United States. Then you've got some other settings
here that could be used as well, leveraging, reporting, those kinds of things.

Well, we've also got federal-related information, so EEO. Now, how does it know it's showing EEO? I'll
show you that in a second. New hire reporting rules, ACA reporting.

So started on your legal employer details for workday and legal information, but the federal is going
to be those settings that you're going to need for reporting purposes. And then we've also got
position synchronization. We also saw these settings up at the enterprise level and you could say by a
legal employer, so I want to use whatever is at the enterprise.

Or you could say, well, for this particular legal entity, I don't want to use position synchronization. Or I
could say I want to use it, but maybe we're going to do something different as far as which fields are
going to be synchronized and whether you're going to allow overrides to the populated values at the
assignments. Maybe you're going to use a different mechanism to get the manager identified on the
assignment. All right, so those are those three tabs.

But then we've got this payroll statutory unit. A whole lot going on for payroll down the left side of
the page. We're not going to get into any of that. I do want to talk about this associated legislative
data group. We created our legal entity. And I showed you one that said US, one legal entity.

And maybe the address is in the US, but there's nothing signifying that that particular company, legal
entity is linked to the US. And that doesn't happen until we come here and actually attach that
legislative data group so that when we go to hire or add a person to this legal entity, then it knows
what field formats for name, what for address.

It knows what regulatory fields to display, ACA fields on a person's assignment where they shouldn't
show when you're looking at somebody that you might be hiring in Canada. So this US legislative data
group becomes really important.

And if you create a legal entity and you neglect to associate a legislative data group here, if you tried
to add a person to this legal employer, the software would give you an error and it would say, you
can't do it because it wouldn't be able to interpret what country the legal entity belongs to and it
wouldn't be able to render the pages for what needs to be displayed.

Last couple of things here then. Ensure that you register your legal entities as mandated by local
business requirements and relevant laws. This includes registering your legal entities for tax reporting
so that you could report your sales tax or value added taxes.

You also need to define jurisdictions and the related legal authorities to support multiple legal entity
registrations. A legal jurisdiction is a physical territory, such as a group of countries, a single country,
state, parish, a city that falls under the authority of the legal system.

An illegal authority refers to a government or legal entity processing authority that enacts legislation,
imposes and gathers fees and taxes, allocates financial resources within a specific jurisdiction. So
again, more reporting type content. And then you've got a legal reporting unit and this is the lowest
level component of the legal structure that requires registration.

So a legal reporting unit, it's also known as a tax reporting unit, they're defined to group employee
records for tax and social reporting. This example just presents an enterprise with one payroll
statutory unit, multiple legal employers, and a tax reporting unit. So this just gives you a visual
example. But again, much more of that when you take the payroll course.

All right, so key points to take away. The legal structures. Functional area covers tasks related to legal
entity setup, although we did go into the workforce structure so that I could show you the legislative
data group. You're required to register your legal entities with legal authorities in the jurisdictions
where you conduct business, which is probably likely already been done. And legislative data groups
are a means of partitioning payroll and compensation-related data.

Lastly, you can designate legal entities as legal employers and payroll statutory units. And you need to
do that before you could actually hire people into them. So this has me doing a demonstration of
managing legal entity HCM information. We've already been in there. We were in legal addresses. We
were in legal entities, legislative data groups. But I guess that's just a reminder to make sure I do it.

So you've got some practices to do if you've provisioned an environment. So we're going to have you
create a legal address, create a legal entity, and then set up an employment model and link our
legislative data group. Watch out for those scopes. Please make sure you're paying attention there.

Lesson 9:

Creating reference data sets and business units. Common questions to consider. What are business
units? What are reference data sets? And how do business units work with reference data sets?

So we'll start off with business units. A business unit is a part of an enterprise that carries out one or
multiple business functions, and it can be organized in a management hierarchy. For instance,
infusion corporation establishes business units by grouping them based on lines of business.

A business unit can process transactions on behalf of multiple legal entities. Typically, it has a
manager strategic objectives, a certain level of autonomy, responsible for its profits and loss. If your
chart of account uses this type of hierarchy, you would roll up business units into divisions. And by the
way, we do not dictate what a business unit means to you. We're just showing you an example of
what one might look like.

Business units can be created manually or automatically using the enterprise structure configurator,
which was covered in a different section of this course. You can create the business units manually
using the manage business unit task, which is what we're going to do.

You must also manually create the reference data sets, which again we're going to take a look at. So
let's go into the system. And I'm logged in as an implementer. We're going to go to setup and
maintenance. And then we want to make sure that we're in set up for workforce deployment. And
then in our functional areas, we're going to set organization structures. And then there you see
business unit.

We're going to see how to create a set ID next, but let's go ahead and go into manage business unit.
So what you would do is you would come into the component, you would click on Create. And then
you would give it a name. You could assign a manager to a business unit for reporting purposes. You
could also link a business unit to a location. We'll talk more about locations, in another section of this
course. And then it's asking for a Default set ID.

Now, if you had a chance to observe the enterprise structure configurator section of this course, we
talked about there being lots of different items that can be linked to a set. So for us in HR, we're most
concerned with departments, locations, job codes and grades, those are the things that we're really
controlling.

And you can certainly decide which of your business units are going to share their values or which
ones might need to be independent. Maybe most of the items for each of your business units is going
to be independent, except for maybe, let's say, your departments, because you're all using the same
accounting scheme. So your locations could be independent, your job codes could be independent,
your locations could be independent, but you're going to share your departments.

So what you need to decide as you're building your business unit is, what do I want the default set to
be for each of those records so that when I use this business unit on a person's assignment, we're
going to control what values present based on that set.

Now, this can be overridden. And I did demo that when we looked at the enterprise structure
configurator, so you would select your default set. I'm just going to say common. Now, common set is
actually delivered with the cloud application and it's got code behind it. And we'll talk a little bit more
about that. I just needed to populate it because it's a required field. So I'm going to go ahead and do a
save and close.

Back into the slides. So I said there's no preconceived notion of what a business unit is. We're showing
you an example of what it could look like here in our structure. But let's talk about some of the
questions to consider when you're creating your business units and selecting related levels. so our
business units required at the functional level to represent, for example, sales consulting, product
development.

Are business units necessary at the country level to represent the countries in which the business
operates? Is it mandatory to share or restrict locations, departments, grades and jobs among different
areas of the organization? So again, you would make the determination of what you want those
business units to look like and then you would configure them accordingly.

But along with that, you'd need to make some decisions about your departments, your grades, your
jobs and your locations, How do you want those to be managed? Well, every business unit use all the
same set of all those things. Are there going to be some business units that will share some of the
values but have independent values for some other things? Those discussions need to be heard.

So when we pick up our conversation in the next section of this lesson, we're going to talk a bit more
about reference data objects and sharing them or not.

Lesson 10::

We've already talked some about business units, considerations around business units. We also
discussed that business units, when attached to a person's assignment, are going to be used to
control the sets of departments, location, job codes, and grades that are available for selection on
that assignment. And that's all being done through reference data objects.

So reference data sharing allows you to group set-enabled reference data such as those departments,
job codes, locations, or grades, and share the data across various business units within the
organization or not. Again, it just depends on what you want to do. But these are the components
we're concerned with.

Reference data refers to nontransactional, low-volume data in application tables that can be shared
across multiple organizations such as sales methods, transaction types, payment terms, to just give
some examples. We use reference data sets to organize business unit-specific data, optimizing data
sharing, and reducing duplication. So let's go into the system.

And I am still in Setup and Maintenance. I am in the Workforce Deployment Setup area. But this time,
in the functional area, I'm going to go to Enterprise Profile. And then I'm going to go ahead and select
to show all tasks. And then we're going to select Manage Reference Data Sets.

And I'm just going to click Search here. And you could see common and enterprise are both delivered
within the cloud application. Enterprise is really just there if you want to leverage it. Common actually
has some code behind it.
The enterprise set functions exactly the same way as a set that you would create on your own.
There's no code behind it. It's really just a label that we're going to use to manage sets of data. So let's
talk a little bit about this.

Let's say that I have-- let's say that I am head of Madison Square Garden. And at Madison Square
Garden, we know that the new York Rangers play there. And we also know that the New York Knicks
play there.

But when you look at those two sports teams, they have very different players. A hockey team has a
goalie. Right they have a right wing, a left wing. In basketball, you've got a guard. So those types of
jobs are going to be very specific to that sports team.

So let's say within Madison Square Garden is my legal entity. And then I have one business unit for
hockey. And I have another business unit for basketball. Well, each of those business units are going
to have their own specific jobs because the positions on the teams are different.

But there are going to be some things within those organizations that are going to be the same-- head
coach, defense coach, offensive coach, manager, general manager. Those things are going to be
common across those types of businesses. So what we could likely do in my scenario is we could
create one for New York Rangers. And then we could create another one.

And then what I would do is when I was going to create my two business units, I would create one for
the New York Rangers, one for the New York Knicks. And I would have these identified as the default
sets. So in my demo in the previous section, I just chose common because for that business unit, I'm
going to use any value for departments, locations, jobs, and grades that are attached to common.

But in this case, we're going to say no. We want to have individual sets of jobs. Location could be
common because they're playing at the Madison Square Garden. But the jobs are going to be unique.
Maybe their grades are going to be unique because their salary structure is going to be different.

So I would use the respective default set ID for each of those business units. And then I would create
my jobs for the New York Rangers, attaching them to this set, for the New York Knicks, attaching them
to this set. But any of those jobs, like I said, manager, offensive coach, defensive coach, general
manager, I would attach those jobs to the common set. And then it wouldn't matter which business
unit I was in. Anything I linked to common is going to be available regardless of what I put on the
business unit value.

So let's go back into the slides. So to enable reference data sharing, you have to create business units
and sets and then assign the sets to the business unit. So here, we're seeing we've got our UK
business unit. We've got our UK location set. And in that set-- so whenever I attach the UK business
unit to a person's assignment and I click on Location, I'm going to see London, Oxford, and Cambridge
because that was the set that I attached to the business unit for locations.

But I'm also going to see Tokyo, Paris, and Berlin because those values were attached to the common
set. So anything that gets attached to common is going to be available everywhere.

So again, going back into the system, enterprise, we deliver. It's there for customers to use. But it
behaves exactly the same way as any set you would create. Common, however, has code behind it. So
any department, location, job, or grade that I attach to the common set is going to be available for all
business units. There's no limit. So it'd be anything in the UK business unit, that UK location set, and
anything set to common.

Now, when assigning reference data sets to business units, you assign a default reference data set to
be used for all reference data types for the business unit. And then you have the option to override
the set assignments for one or more of the data types. So this example illustrates the organization of
InFusion Corporation. And that consists of two divisions-- lighting and security. And then each division
has two locations.
So when creating business units, InFusion chooses to organize them based on a country and business
function. And then, as a result, the following business units were created. So sales Japan, marketing
Japan, sales UK, sales US, sales India, and then marketing India. So each business unit has its own
specific locations, departments, and grades. So InFusion doesn't want to share their reference data.
Instead, a separate reference data set is configured.

So I'm going to go ahead back into the system. And I'm going to leave those there. I'm going to go
ahead and say Save and Close. And then I'm going to go back to Organization Structures. And I'm
going to switch to All Tasks.

I want to do something quickly. So in Manage Business Units, I said I can create one for New York
Rangers. And I would use the New York Rangers set. Isn't that what I put it as? Let's see.

Oh, no, I think I just did NYR. That's right. Yeah. And then I would save and close. And then I could
create my next business unit, the New York Knicks. And then do a Save and Close.

And then when it comes to managing my business unit set assignment, again, you have to watch this
scope. The same thing that we had with those legal entities we have here. So I'm going to go ahead
and say, I want to select the scope. And I want to do a Select and Add. Apply and Go to Task. And then
I'm going to find my-- so here's the Knicks. And here's the Rangers.

Now, I'm not going to click on the link. So this is really important. You don't want to click on the link,
because that's going to take you back to the business unit. You actually just want to highlight the row
and then do a Save and Close.

And what you can see is for all the reference data objects, everything has NYR. But maybe I want my
departments. I'm only going to build them using the common set. So I'm going to point that to the
common set. So using this page, you then have for departments, grades, jobs, and locations. Those
are the four things we're using for Core HR. You have the ability to do an override. So this page would
be used for that override. And then you would just do a Save and Close.

So key points-- reference data sharing enables you to group set-enabled reference data to share the
data across different parts of the organization. Some reference data in your organization may be
considered global. And other types of reference data can be specific to a certain business unit, which I
was illustrating. A business unit is a unit of an enterprise that performs one or many business
functions that can be rolled up in a management hierarchy. But it's completely up to you to decide
what that looks like.

So we have three practices. You're going to create a set ID. You're going to create a business unit. And
then you're going to map your business unit set assignment to a reference data set. Please watch
those scopes when you're working through the last part of this practice. Have fun, and good luck.

Lesson 11:

Setting up locations and organizations. Common questions to consider, how can I set up locations and
organizations? What are departments and divisions? What do tree structures represent?

So when we think about setting up locations and organizations, there is a sequence for completing the
setups, starting with locations. So locations designate areas for business operations, including physical
infrastructure of the workforce structures and specific locations for employees. Divisions represent
business or product-oriented subdivisions in HCM.

Departments are a unit within an organization associated to employees to represent cost centers and
can be used for data security. Managing reporting establishments represent an organization used for
statutory reporting other than tax and social insurance. And then managing organizational trees can
be defined using different orgs like divisions, departments, locations, legal entities, and then can be
used within data security for reporting, just to name a few.

So we'll start with a location, right? And this is going to refer to the physical address of a workforce
structure. And it could be the department's physical location, maybe the physical location where an
employee works. They're used for reporting, determining employee eligibility, possibly for
compensation and benefits.

You only need to enter information about a location once. Afterward, you can create other workforce
structures and then simply select the location from that pre-existing list. And we'll have an
opportunity to see this in action as I demonstrate it. And later, you'll practice it for yourself. You can
maintain addresses of external organizations such as employment agencies, tax authorities, and
insurance or benefits carriers by creating locations.

In order to create a location, you need to link it with a set. Access to the location set and other related
work force structure sets, like ones containing departments or jobs, is only granted to users who have
access to the set's business unit. So that's part of what can be done through security. This diagram
illustrates how location sets can control user access. You have the option to set a location as an
employee location. And additionally, you can link the location to the common set, which grants access
to users across your entire enterprise, regardless of the business unit.

So we're seeing here in this example, a user can't access the us business unit, so they can't access any
of the locations within that us set. They do have access to the UK business unit, which gives them
access to the locations built under the UK set. And as we said, the common set represents all.

So I'm going to go ahead into the system. And I'm going to go to My Client Groups. And then I'm going
to come down to Show More. And then I'm going to scroll until we see Workforce Structures. And
then I'm going to select Locations.

From here, we could either search for an existing location, we can add a location. So I'm going to go
ahead and search by set. And here, we can see that we've got several of the locations out here. I'm
just going to go ahead and select Headquarters.

Because I accessed an existing set, you'll see that we've got some actions here where I could correct
or duplicate the location and then go make modifications. I could update it. Correcting it would leave
the effective date as is and allow me to make changes. If I choose Update, then it's going to ask me to.
Include a new effective date. So I'm going to go ahead and cancel that and go back to Actions and
then Correct. And you'll see with correct, what it does is it brings up the date that was there.

So you'll give it an effective date. You could select a reason for correcting this workforce structure.
We'll talk about action reasons in another section in this course. Here, you can see your status. We've
got the location set for which this location will belong. And as we saw in our diagram, when it's set to
common, then it's going to be available regardless of the business unit that's associated with the
person's assignment. You'll give it a name and a code.

And then you've got this option that says, is this an employee location? So we did say that you can
keep track of external locations. Well, if we're going to associate this location with an employee, then
we would select that it is an employee location.

And then we saw at the enterprise level and at the legal entity level that we could define workday
hours. Well, here now, at the location, you can enter standard working hours and standard working
hours frequency. And we talked about the hierarchy of what the system looks for. So if there's
something at the location, the software will use it. If not, then it's going to go to the legal entity. If
there's nothing there, it will go to the enterprise. We're going to start to see more workforce
structures like departments that will also allow you to define these values.
And then there's some shipping and receiving information. And then, you scroll down, and you can
see the address area using the zip code. The software will use the geographies to populate the city,
state, and county. And then lower on, you've got some country-specific locations like Spain. And then
do you want to limit the use of this location to a specific legal entity? So legal employers operating at
this location.

This will also help filter the search, just as we saw with whether or not this location is an employee
location. Here, we've got some Spain settings, some Canada settings. And then at the bottom, we've
got US, France, India, and any place where we're going to need extra information at the location. So
you can go ahead and populate what's going to be required. And then when you're done, you would
submit your changes. I'm just going to hit cancel.

So location, a physical place for a workforce structure that we can attach to a department, a business
unit, but we could also attach to a person's assignment. So we're going to go ahead and leave this
here. When we come back, we're going to talk about how you define organizations.

Lesson 12:

Picking up where we left off. Here We're going to talk about how you define organizations, So you'll
create organization classifications, to reflect your company's structure, such as department division or
legal entity. You can assign multiple classifications to an organization to match your enterprise setup.

Make sure to define each organization in your enterprise as a separate entity with a single
classification. This will reflect your enterprise structure and allow for flexibility in case of expansion.
So for instance, if your enterprise acquires another company with a different line of business in a
country where you have employees, you can create a division, a legal entity and additional
departments.

Then define an organization with multiple classifications if it has multiple purposes. For example,
consider an organization within the sales department employing salespeople classified as a
department and a sales organization.

If you're not using the enterprise structure configurator, you can set up your enterprise structures
using the individual organization tasks. And even if you use the enterprise structure configurator, you
would still need to access these individual tasks because there are still going to be some fields that
need to be completed that were not part of that enterprise structure configurator .

So for instance, if you're part of an international enterprise with multiple operating divisions, you
need to define the enterprise divisions, the legal entities, then the tax reporting units, your payroll
statutory units, reporting units, business units and departments. So the structure could be quite
complex based on what your needs are going to be.

So divisions fall under this idea of organizations. So in the realm of managing multiple businesses, it's
essential to categorize them based on their strategic objectives and assess their performance. So a
division represents a business oriented sub-unit within an organization, and each is going to be
tailored to cater to unique market segments through distinct operational approaches.

It can operate in one or more countries and may consist of multiple companies or business units of
different companies. And a division serves as a profit center or an amalgamation of profit and cost
centers. The division manager carries the responsibility of attaining the business objectives with a
particular focus on generating profits so we do not dictate what a division represents. You're going to
decide what that looks like.

Let's go ahead into the system. And I'm going to go to my client groups and then show more. And
then I'll scroll until we get to workforce structures. And then I'm going to go to divisions. And just note
that divisions are not directly assigned to an employee without creating a descriptive flexfield.
If it's something that you want it to physically attach, you can deploy a descriptive flexfield, point the
flexfield to a value list that looks to the division organization, but you would need to deploy that
flexfield in order to get that to happen. If you don't deploy the flexfield, the only way a person is
associated with a division is by using an organization tree and then determining what other
organization might report to that division, such as a legal entity. So I might have my division and then
a legal entity reporting to it or a department reporting to it. You would make that determination.

So we come in, I'm going to go ahead and say Add division. And then, what you'll see here is, it's
asking you for your effective date. The reason for adding the division, you can enter a name and then
you can enter a reporting name that you might pull for OTBI reporting. And then you could identify a
manager that's responsible for this division.

Now, none of these fields are required. And again, determining how an employee is attached to a
division would be done through an organization tree, unless you're going to deploy a descriptive
flexfield on the person's assignment. And then have that flex field point to a value list that references
the divisions.

So again, no predefined representation, your organization decide what they want it to be. So we're
going to leave this here for right now. When we come back, we'll talk about what a department is.

Lesson 13:

We've talked about locations, and then we began our discussion on organizations. Divisions were an
example of an organization. Now we're going to talk about departments, right? So a department is an
entity to which personnel are going to be assigned. It encompasses one or more operational
objectives or responsibility that exist autonomously of its manager.

So notably, the objectives remain constant despite changes in managerial personnel, right? So the
manager of a department typically assumes responsibility for controlling costs, tracking assets,
managing employees. A cost center is the smallest segment of an organization used to allocate and
report costs, such as sales and marketing expenses.

So let's go ahead into the system. And I'm going to go to My Client Groups, and then Show More. And
then we'll scroll down. Once we get to Workforce Structures, we're then going to go ahead and select
Departments. And we could search using filters, or we can simply come here and say Add.

And it's going to ask for your effective date, the reason that you're adding the department, and then
the set that the department belongs to, right? And then that set gets mapped to a business unit if it's
going to be a specific set. If we leave the set at common, it's going to be available for any user,
regardless of what business unit they're associating to the person's assignment.

You'll give it a name. You'll give it a status. And here you can see where we can attach a location. So
when we talked about a location being attached to a workforce structure, here is an example of
where we're taking an existing location and attaching it to a workforce structure. You can then drag
and drop attachments if that's something that's necessary for the department.

You could indicate a reporting name and a manager. But we said regardless of the manager identified
here, we can certainly have a different manager for a person on their assignment. There's GL cost
center information, some country specific information for France, and then we've got our workday
information. So now we've seen it here at department. And it would use this unless there was
nothing, then it would go to location. If there's something there, it would use it. If not, it then go up to
legal entity, use that. Unless there's nothing there, then it would go to enterprise.

So there is that hierarchy of where we're going to establish that workday information. And then as
you continue on, then there's more country specific settings that are available. So a department cost
center, we could attach a location to it. Then we attach the department to the person's assignment,
and that could be through a position. It could be directly. And we'll see some of that as we move
forward. We're going to leave this here. When we come back, we'll talk about reporting
establishments.

Lesson 14:

In this part of our discussion, we're going to talk a bit about reporting establishments. A reporting
establishment refers to an organization utilized for HR statutory reporting with the exclusion of tax
and social insurance. In certain jurisdictions, such as France, a reporting establishment may also serve
as a tax reporting unit. A legal employer has a parent-child relationship with reporting establishments,
and the employer can have multiple reporting establishments. And reporting establishments are
required for non-payroll implementations if you want the HR statutory report process to select
employees for reporting.

So let's go ahead into the system. And this time what we're going to do is we're going to go up to the
Settings and Actions menu, Setup and Maintenance. Our setup is going to be Workforce Deployment,
and then we want to go to Legal Structures. And then here we can see-- we talked about legal
address, legal entity. We talked about managing legal entity HCM information. Now we're going to
talk about manage legal reporting units.

So let's go ahead and use US1. Apply and go to task. And we saw some of the settings that we're
seeing here when we created our legal entity. So it's generated as a child of that legal entity structure.
It's used for regulatory reporting. Think EEO in the US. We're going to leave this here. When we come
back, we're going to talk about tree structures.

Lesson 15:

The last topic for this lesson is going to be about tree structures. So a tree facilitates the
determination of parent child relationships between entities. The management of trees is conducted
within the workforce structures work area under my client groups and the following tree structures
are supported.

A department tree serves as a hierarchical representation of departments. While it's possible to

generate multiple versions of the department tree, only one version can be active at any given time.
So it's important to note that a department cannot be added more than once within the same tree
version. So you can't have it as multiple nodes.

An organization tree, which is going to be our focus here, provides a hierarchical representation of
various organizational entities within the enterprise, so it allows for the selection of any
organizational unit. So it could be divisions which we said without deploying a descriptive flexfield is
the only way we can link a person to a division would be through an organization tree. But org trees
can also include legal employers, business units, departments. Any other relevant entities that's going
to create a comprehensive organizational structure.

You can use the predefined position tree structures in the workforce structures work area, and you
could create multiple position trees. Then you could establish reporting relationships among divisions
and you could create multiple versions there as well.

And then you can customize the predefined geography tree structure to display the countries where
your enterprise operates. So each country can have a sublevel node for states and cities. So for
example, in the United States, you could then have Michigan and then have Detroit.

We're going to talk a little bit more about geography trees, when we talk about calendar events. But
let's go ahead and take a look at our org trees. So I'm going to go to my client groups. I'm going to go
to show more. We'll scroll down until we get to workforce structures and then we're going to locate
organization trees.
So we have some examples out here of organization trees, but I'm going to create one from scratch so
that this will better help you when you actually get to your activity. So what we would do here is we
can hover over this where it says create tree. We could also use our actions to create tree, whichever
you prefer. I'm just going to go ahead and click on the Icon.

And then it's going to ask you for a name. And then it's going to ask you for a code. And then you
could enter a description just explaining, maybe what the use of the tree is and the idea behind what
the structure is going to be. And then we're going to go ahead and click Next. We don't specify labels.
So we're going to go ahead and click Next. And we don't specify access rules. So at this point, I'm just
going to go ahead and click Submit. So you're really just giving the tree a name, basically.

And if I expand it right now, you're going to see there's nothing here because all I did was create the
tree name. Now, what we need to do is create the tree structure. So I'm going to highlight my tree.
I'm not going to click on it because if I click on it, all it's going to do is it's going to bring me right back
into the same place where I just was.

So I'm going to come out. I'm just going to highlight the row, and then I could click on this little drop
down to create tree version. Or I could come under actions and create tree version, whichever you
prefer. I'll use the actions menu this time. Now, we're going to give it a more precise name.

You could put in a description, add any notes, and now it wants an effective date. So I'm going to say
that this is going to start the first of this year. I'm not going to put in an end date, so I'm going to start
at the first of this year. Then I'm going to go ahead and click Next and it's going to tell me that a new
blank tree version created successfully, click OK to do node operations.

And then you can see we've got these icons here. So this will have me add nodes. This is going to have
me create a node, this will have me duplicate areas, edit. I could remove, I could delete, I could export
nodes. We're just going to stay real basic here. We're going to click on Add.

And then it's going to say, what are we looking for? We're looking for specific values and we're going
to say organization tree. And then I'm going to go ahead and click search. And then it's going to say,
well, what do you want to include? Well, we talked about the orgs having different classifications. So
departments versus a cost organization within finance, business units, divisions. You can even include
the enterprise. It could be legal entities.

So I'm just going to start with division and I'm going to go ahead and click Search. And we've got one.
Obviously, you'll likely have more than one, but I'm going to go ahead and highlight it and say add
tree node. So I've now included my US one division as my root node.

Now, I'm going to go ahead and attach other objects to it. So if I click on Add and I do search. Maybe
this time we're going to say departments. I'm going to search. And let's do accounting US. And then
I'm going to say add node.

Now, when I expand this tree version here, you could see the division and here you can see the
department. So I'm linking people to this division through this department. Now, maybe I'm going to
create a child of this department, or maybe I want to have another node off of my division. So I'm
going to go ahead and select Add. I'll do search. I'll select Apartment, again. Click Search. I'll select
another US department, add the node.

And now you can see that we've got two children reporting to this parent. Well, now maybe I want to
add a business unit to this department. And I'm just going through this example. It's entirely up to
your organizations to decide what parent child relationships exist. You can pick anything to be the
root node and then decide where the children nodes are going to go.

As I said, I'm just walking through a demo here. This time I'm going to say business unit. Actually, I'm
just going to put in US. So I'm going to say us one business unit, add tree node. And now what we've
got is this division has this department. This department has this business unit.
Again, no right or wrong answers entirely up to your organizations to decide what the parent child
relationships are going to be. And then these trees could be used for reporting. They could be used
for securing data. And hopefully you guys are going to take the HCM security course at some point so
that you could learn more about how trees can be leveraged.

Then what we would do is we would go ahead and submit once we've got our nodes. Tree version
was created successfully. And now you can see under my named tree, I've got my tree version. And
right now you'll see that this tree version says draft. It might take a while to build the tree so you
could leave it in draft, you could re-enter the tree.

Go to your nodes, specify what additional nodes you're going to want to include. Submit it again. And
once you've got everything as it needs to be, you need to change this from draft to active. So here you
would highlight, not select, but highlight and then go to actions and you want to set status and I want
to make the status active.

Well, in order to make the status active, we have to do an audit. I have a pretty small tree, so I'm
going to say do an online audit. If your tree was really large, you might want to schedule the audit to
run in the background just for processing purposes. And here you can see on that 100% this could
show you the progress of the details.

What this is doing is just making sure that what you did made sense, are effective dates in line with
the different objects that you selected. And then you could see at the bottom, validated the root
node. It did the effective date validation. It just checking to make sure things make sense across the
tree.

Once you get this completed, you can then go ahead and click on Done. And then you'll see that my
version is active. Let's go back to our slides. So there we saw an organization tree. Later on, we'll talk
about geography trees. When we get to calendar events, we'll talk a little bit more about position
trees.

Department trees are something that you could also leverage. We don't formally talk about them
here, but that tree would only have the organizational classification of departments. So wrapping up
our key points here.

A location identifies physical addresses of a workforce structure or employee. You set up

organizations as part of your implementation to reflect your company's organizational structure. A
division refers to a business oriented subdivision within an enterprise. And a department is an
organization with one or more operational objectives or responsibility that exists independently of its
manager.

So we've got some practices for you. We're going to have you create a location, we're going to have
you create a division and a department, and then we're going to have you construct your own
organization tree. Hopefully, these discussions gave you enough that you'll be able to successfully
complete them.

Lesson 16:

Defining actions. Common questions to consider. What are actions? How do I define an action? And
how do I associate an action reason with an action? The framework of the action comprises elements,
including the action itself, its type, and reason for further clarification, as well as the status of the
assignment.

The employment and assignment record changes are tracked by an action. The actions you create are
associated with predefined action types. The action type determines the predefined task associated
with an action, as well as the outcome when the action is selected.
Ensure a powerful and seamless workflow by associating each action with a corresponding reason.
This optional feature allows for enhanced analysis and reporting capabilities. Every assignment is
associated with a specific status. During the creation or modification of an assignment, an action is
chosen to classify the change and dictate the subsequent steps. Certain actions result in an automatic
adjustment of the employees' status.

So let's go into the system. And from my client groups, I'm going to select the action of hire an
employee. And here, you can see that we could include additional options, addresses,
communication, information, salary. For our purposes here, I'm just going to select Continue.

And you'll notice that this says, what is the employee hire date? What's the way you're hiring this
employee? So we've got that action there. What's the legal employer? And then a further reason for
why this hire is happening. And then when I click continue, because I didn't select anything. In
addition, it's going to give me personal details. It's going to give me employment details. I'm going to
cancel out of here.

And next, I'm going to say let's go to-- let's go to Show More. And then I want to go to, let's say,
Change Manager. Then it's going to say, OK, well, who do you want to change the manager for? I'm
just going to pick anybody. And then it's saying, OK, well, what additional information do you want to
include? And then it's going to bring you through when and why, managers seniority dates. So you
can see that the process itself is changing.

I'm just going to go ahead and select Continue. Then it's going to ask for the date of when the change
takes effect. And then we're saying Manager Change. You can see it's the only action. And then here,
you can see why. So these are the reasons for changing this person's manager. I'm going to cancel out
of this.

I'm going to go back to Home. And then from my client groups, I'm going to go to Show More. And
then I'm going to go to Change Assignment. Again, we'll just pick somebody. And then what you'll
notice here, it's like, OK, well, what are you changing? Payroll details, salary compensation, direct
reports. Right now, nothing is included besides seniority date. So let's say, I'm going to change all of
this stuff. And then I'm going to go ahead and click on Continue.

Now, here, when we get to the when and why, we put in our date. And then we've got our reason.
But what I want you to notice is, these are several reasons that are attached to an assignment change.
What this means is that we don't have a separate quick action for these items.

We're saying these items all exist under that Change Assignment. So where for the new hire, we just
had the action of hire. And for the change manager, we only had the action for change manager.
Here, because we say change assignment, we could leave it at assignment change. But we could select
Demotion, Job Change, Leave of Absence, Position Change, Return from Leave, Start Probation Period,
and Suspend Assignment.

This might be a question that could come up in the exam if you're going to work on the certification
exam. So just acknowledge and understand that the quick action that we select will determine the
actions that are actually available for selection. So let's go back into the slides.

So what are actions? So changes to human capital management records, such as adjustments to
employment and assignment records, are tracked through these actions. These actions serve to
identify the cause of the creation or modification when records are updated or created.

You can utilize actions to classify the nature of change. So, for instance, each predefined termination
action is linked to a termination reason of either voluntary or involuntary rate just to aid in the
categorization of the termination. So the things that you need to consider. The quick actions that
exist. The action available for that quick action. We saw with Change Assignment, we've got several
actions that we can choose from.
The other thing I want you to consider, though, is when we were looking at adding locations and
organizations, we had a place to enter a reason when we were adding a location or a department,
when we were adding a division. We could have a reason for why we were adding, or why we were
updating, or why we were correcting. So actions are most commonly associated with assignment
changes, but know that they can also be associated with workforce structures. So we're going to leave
this here, and we'll pick back up with how you define them.

Lesson 17:

so how do I define an action? When you create an action, you need to associate it with a predefined
action type. The type is going to identify the task and determines the action's behavior when selected.
So, for example, you could create an action called hire part time and associate it with the hire an
employee type, then it will appear in the actions list on the hire employee page.

Action and action reasons can also vary by country. Following the mapping, employment pages will
show actions and reasons specific to the employee's legal employer country. We can also specify role
specific actions and reasons. After this set up, the employment pages will show actions and reasons
relevant to the logged in users roles.

So let's go ahead and take a look at this. So from My Client Groups, I'm going to go ahead and select
Show More. I'll scroll down until we get to Workforce Structures. And then I'm going to go ahead and
select Configure Actions. And you can see when we got in here, several already exist. Let's go ahead
and look at hire. No, let's look at change assignment. Oh, Assignment change. There we go.

So here you can see that you have to give it a code. You have to give it a name. You can enter a
further descriptor, and then you'll see this type. So the type is change employment. If I go look at
some of the other actions we saw when I selected the change assignment quick action, they will all be
attached to change employment.

And then here you can see, OK, well, what's my assignment status going to be if I'm using this action?
Well, this is just change assignment, so we're likely not changing assignment status. Are we using this
action in a contract? Yes or no? So for customers using contract management. Do we want to control
this to a certain country or certain countries? So then only the country of the employee will be
referenced, right? So based on the legal entity country, then this will or will not show based on what
countries were selected.

What's the start date? Do we want to associate it with a role? So that would be for the logged in user.
So the country is going to be for the legal entity of the person you're performing the transaction on.
The role would be who's the logged in user? Do they have this role so they can see this action or not?
Is it reorganization related? Yes or no? And then you could deploy descriptive flexfields.

I'm going to go out of here. And then we're going to go back to Show More, Workforce Structures,
Configure Actions. And this time, I'm going to go ahead and say Add. So we said you're going to give it
a code. Then you could put in your description. And then it's going to say, OK, well, what do you want
to link it to? So again, if we go down, we can find employment change.

Oh, it's change employment, not employment change. And that's going to reflect the flow as I was
demonstrating earlier. Is this going to change the assignment status? In this case, we're going to say
no. And then when do you want it to go into effect? We'll talk about reasons in a moment. I'm going
to go ahead out of here because now I want to show one more example. So we saw an existing, we
did an add, but now I want to actually bring up an existing that shows how it will change the status.

So we want termination. So we brought up termination with terminate work relationship. What I

want you to notice is we don't get to choose what the assignment status is going to be here. We can
say that this is voluntary or involuntary, right? So we can have different types. But it already knows
that this assignment status is going to be termed. And then let me go out of here. We'll go back to
Show More, Workforce Structures, Configure Actions.
And so as you can see, you can configure as many actions as you like, but they all have to be
associated with a type, and the type is going to drive what that business process looks like. We're
going to leave this here. When we come back, we're going to talk about reasons.

Lesson 18:

Let's continue our conversation here with, how do I associate an action reason with an action? You
have the flexibility to associate the same action reason with multiple actions or with a specific action
based on your business requirements. This will create a global action reason list, reduces the need to
create multiple action reasons.

And when you associate the action reason with the action, you can also choose the country to which
you can assign the action reason for the action, the selected roles that can view the action reason
during work or transactions. They have to match the country or role for the action. So to keep the
action and action reasons global and not specific to any country or role, don't select any value for
country or role. And then the specified duration, including start date and end date, for which the
action reason's going to be linked to the action. So let's go ahead to the system.

And then from My Client Group, I'm going to go to Show More. And then I'm going to go to Workforce
structures. And this time I'm going to go to Action Reasons. And then you can see that we've got
several out here. I'm just going to go ahead and pick any one of these. Well, I don't like any of those.

Let's do budget adjustment. So you can see you're going to give it a code a name. Then you can give it
a description. You could deploy descriptive flexfields if there's anything in addition that you need to
track. I'm going to go ahead and hit cancel here. Go to Show More, Workforce Structures, Action
Reasons.

If we wanted to add a new value, looks the same, you're going to give it a code, you're going to give it
a name, description. And you only need to create the reason-- the action reason once, but then you
could attach it to as many actions as you deem necessary. So one more time go to Workforce
Structures and Configure Actions.

There we go. Assignment Change. All right. And here, we talked about the action. When I select
Continue, here you can see the reasons. So the action that I picked was assignment change. And the
reasons that I have are career progression, resignation, primary assignment, award tenure. And if I
click edit on any one of these, you can see that I can indicate when I want this reason to go into effect
or when I want it to end.

And this is not 2012. This is 4712. It uses a Julian date. You could select a country or a role and make
this reason specific to that country or that role similar to what we did with the action, but you can do
it with the reason.

So we're going to leave our conversation here. When we come back, we'll talk about what an
assignment status represents.

Lesson 19:

Let's talk about what assignment status is. So assignment statuses are used to track whether an
employee is currently associated with an active or inactive assignment. So this table provides an
overview of several of these values.

So certain actions will trigger an automatic change in assignment. We saw some examples of that as I
was going through my demos. So for instance, when an assignment is created, its status is
automatically set to active payroll eligible.
The values of HR status and payroll status are connected to the assignment status, and then they're
automatically set in this example to active and process when we use the change assignment value.

Let's go ahead into the system. And from my client groups, I'm going to go to show more. Then we'll
scroll until we get to workforce structures and then we're going to go to assignment statuses. Right in
here, you can see that we've got several active no payroll, active payroll eligible. I'll just select any
one.

And so, again, you've got the status itself a code, what the pay status is, and the HR status is, an
effective start date. And then, do you want to limit this to a certain country? So this assignment status
can only be used for Canada.

Do you want this to be the default status for a particular action? And does there have to be a
predecessor type status in order to be able to use this status? So maybe for like a rehire previously
they have to have been inactive no payroll.

So you can create as many variations of these as you as you like. For example, let me go back, show
more. And then assignment status. Let's do. So yeah, we don't have anything that says leave of
absence, so we can certainly go in and create.

And then you could select your pay status. This could be leave of absence with pay or without pay. I'm
going to just say no and then inactive. And then again, we could put it to a certain country. Select your
date. Do we want this to be the default? Does there have to be a predecessor original status in order
to be able to use this one?

So why are we talking about assignment status? Well, obviously, it has an impact on what's going to
happen within the system, how a person gets counted towards head count for HR, whether they're
being processed by payroll. But why are we talking about this within action framework?

And we did see this setting within the action reason. So for the action, we can control that the action
can actually update the assignment status. So let's take a look at this example using change
employment and change location action types.

So what we're seeing here is that we've got an assignment change. With a reason of change,
employment information. And then we've got a change circle which is also connected to reassign new
location. And that's what we were talking about, generally. You've got your action and then you've
got your reason.

Well, now let's say that we've configured another action, this time under change location, but using
the reason of reassigned to new location because we said that is an option, we can have a single
action reason attached to multiple actions.

So in this case, under change location, we've got the reason of reassigned to new location, but we
also configured the location change action to update the person's assignment status to active payroll
eligible. So it was an option, not a requirement.

But this is just illustrating that example where we could use one action reason on multiple actions and
then we've got some action reason combinations that don't set a status, and then we've got an
example of where we do set a status.

So key points from our discussions in this section. Actions, track changes to human capital
management or what we call HCM records. When you create an action, you need to associate it with
any of the predefined action types because that determines the flow.

And then you can optionally associate reasons with actions, which is primarily useful for analysis and
reporting purposes. And this had me configure an assignment status, which I actually went through.
And then lastly, we have a practice for you to create an action reason and action.
Lesson 20:

Setting up base compensation. Common questions to consider, what are grades and grade rates? How
do grades and grade rates work with legislative data groups? And how do grade rates work with
compensation and payroll?

So what I will tell you is in this lesson, we're going to focus on base compensation, not any of all the
additional functionality that exists within HCM Cloud. In order to get that content covered, you want
to look into the compensation courses that we have within the cloud learning subscription.

So let's start with grades. When you think about grades, they really signify the relative rank level or
status of an employee. They serve as the fundamental components in the administration of
compensation structures.

Grade rates are referring to the detailed delineation of the salary structure. So the monetary values,
currency specifications, and legislative data groups associated with each designated salary grade
within an organization.

And then grade ladders. This feature consolidates grades into ladders, allowing for grouping of grades
or steps in a sequence that align with a typical progression of your organization. So we'll get to that
point, but we're not going to talk about how to automate those steps to have somebody actually
move through the ladder that's covered in the other compensation courses.

But lastly, we're going to talk about salary basis. And you establish the base pay structure based on
either singular component or multiple components. Again, here we're just focusing on salary,
although there are multiple components that can be configured. We're just looking at that base.

And we said you could refer to the base compensation training for more detailed information. But
again, we're going to look at these core pieces.

So we'll start with grades. So grades are going to be your predefined levels used to manage employee
compensation. It's leveraged within performance and progression. You have the option to set up
grades with or without grade steps as shown in this example. And grade steps are going to be specific
increments of progression within a grade.

So almost think about a grade as an umbrella. You might have a grade structure for your executives
and for your exempt employees and non exempts and maybe union A and union B. And then as we
said, we can incorporate those grades or grades with steps within a grade ladder. And this is a visual
giving you those pieces. We'll take a look at each of them individually.

So you can assign grades to various pay components. So base salary is what we're working on, but
there also is the ability to put structures in for bonuses and overtime rates, which, again, you'll be
able to cover in other compensation courses.

You can define one or more grades to create multiple levels for specific jobs or positions within your
structure, as in the examples I just gave. And then you can share grades across business units using
sets.

Assigning a grade to a common set makes it available for all of the business units, while assigning it to
a specific set limits it to a single business unit or, really, to those business units for which we've linked
that specific set. This is not unlike what we saw with locations, what we saw with departments. These
things are all built by sets and then are mapped to business units. The common set makes the value
available for all.
What I'm going to do now is, I'm going to go ahead into the system. And from my client groups, I'm
going to go to show more. And then I'm going to scroll down till we get to workforce structures. And
then we're going to go to grades.

And we can search grades, we can add a grade. I'm going to walk through both. So let's just say-- and
we'll just select one of these. But you can see here we've got administration grades, management
grades, professional grades. Again, it's really just labeling the structure for a part of the organization.

And we can see basic details. You've got your effective date, your name, your code, and the set that it
belongs to. We don't have any grade steps. I'll talk more about those in a little bit. And then you can
see that this is the only historical row for this grade.

I picked up an existing one. We could use the update action which allows us to enter a new effective
date, add row, and then maybe make some changes. Here we can see some legislative info for the UK.
Or we could use the actions for correct or delete. You can only delete a grade if it's the-- if it's not the
only row.

But we also said that we can go in and we could add. So I'm going to go ahead and select Add. I'll
leave the effective date the same. Why are we adding this grade? We can create reasons for adding.
What's my status? My set, name.

And we said we can add steps here, but when we add them really all we're doing is creating the labels
that we're going to use later on. So many times a customer won't go this route when they're adding
steps for a grade because this is again, just giving it a label. They'll wait until they get to the ladders to
do that. And then you've got your country specific fields at the bottom.

So again, this is just creating the umbrella under that structure. We're going to leave this here. When
we pick back up, we're going to talk about grade rates. So I'll go ahead and submit. And we'll pick back
up.

Lesson 21:

We're going to pick up here with what our grade rates? So grades are the umbrella or the structure
that we're configuring in the organization. Grade rates are going to contain the pay values related to
each grade, which can be fixed or can be arranged. They can be different types. They basically serve as
the guideline to validate proposed salaries for a worker on a specific grade during compensation
processes.

This figure illustrates a grade that has two rate types associated with it. We've got salary rate type
with a monthly frequency and a range of minimum 4,000, maximum 7,000, and that's for Grade
Admin 01. And then there's a bonus rate type with an annual fixed amount of 500. So just know that
these are possible.

We only care about salary in this class. Payroll and compensation would take these things to another
level. We're just showing an example of what that might be. But then, obviously, comp and payroll
would have to get involved to get all these other pieces associated with the person.

So let's go ahead and take a look at grade rates. So for my client groups, I'll go to Show More. We're
going to go down to Workforce Structure. And then we're going to find great rates. And then, again,
we can search or we can add a grade. I'm just going to start with a search first.

And so what you can see here is we've got these variations on grade rates. So US Hourly Grade Rate,
US Annual Salary Grade Rate. We've got several other options out here. I'm going to start with the US
Hourly Grade Rate. And then I'm just going to go to Actions. Correct.
So you've got your Effective Date, the reason that you may be correcting, adding, or updating a grade
rate. And then you've got your Rate Type. So this is where we saw on the slide that we've got several
that we can select from. For our class purposes, we're only caring about salary.

And then you've got your Frequency. And the Frequency is going to drive the Annualization Factor.
That's how we're going to annualize the annualized for actually being paid in payroll. And then you've
got your Legislative Data Group. Now, I can't change this Legislative Data Group because it's already
been linked, but this is a critical piece of this overall structure. The minute we associate a legislative
data group with a compensation related object, it's going to be used in that country only. When we go
into the action, I'll show that to you.

Your currency comes in. You can add attachments. And then at the bottom, it's saying, OK, well, let's
go ahead and add our grade rate values. And you'll notice here that we've got several. So this will
allow us to search the grades. You could do it by Grade Name, Grade Code, Grade Set. And this is
where you would add new grade rates for the different grades.

So let's take a look at that again. So I'm in the US Hourly Grade Rate table. What we're looking at the
bottom is Grade Admin 01 has a rate of minimum/maximum, and midpoint. Admin 02, under this
grade rate, has minimum/maximum midpoint. And as we start to scroll down, not only do we have
our admin grades associated with this grade rate, we've also got professional. We've got
manufacturing.

And then we can certainly add more, if that's something that we needed to do. But to a rate linked to
a legislative data group for the country, you're going to indicate which grades for which you want to
assign rates. So I'm going to go ahead and cancel out of here. And then I'm just going to go back, and
I'm going to click Add. We've got our effective date, our action.

I have to pick a legislative data group. It's required because that's going to drive the currency. It's
going to drive the country for which we can use it. And I'll leave this at salary, and I'll say annual with
my annualization factor. I'm going to call this DLB Salary.

Then, I'm going to come down. I can't search on anything because this is brand new. So I would click
Add. And then we would look for-- let's say, the minimum is going to be 90,000. Maximum is 160,000.
Software calculates the midpoint. You can certainly modify that if you'd like. And this doesn't even
have to be a minimum or maximum. It could just be a value. You don't need to have a range. It could
just be a value.

Now, I could certainly add additional grades to my rate, DLB Salary, certainly in order to support the
structure. But just wanted to show you what this looks like brand new. So I'm going to go ahead and
submit. And we're going to leave this here. We'll come back, and we'll pick up on what our grade
ladders.

Lesson 22:

Next up in our discussion on base compensation talks about what are grade ladders. So grade ladders
are going to outline the levels and corresponding pay for employee progression. So that's the whole
idea here.

This figure illustrates different grade ladders. We've got one for technical grades, another one for
management grades, a third for administrative grades. And we're just saying that these ladders are
going to give us that progression. So T1 to T2, to T3, to T4, management, administrative. You're
deciding what this ladder is going to look like.

Now for us, we're going to take a look at ladders, but we're not going to discuss anything about how
to create the progression itself. We're just showing you where you could create the incremental
changes. But we're not going to actually set up the rules and everything in order to get those to
happen.
So we're going to start from My Client Groups. Go to Show More. Scroll down until we get to
Workforce Structures. And then we're going to talk about Manage Grade Ladders. And then let's do--
actually, let me-- does not equal XX.

Let's take a look at the ER nurse union. So I'm going to go up to Edit and Correct. What you'll see here
is on the first page for your grade ladders, you've got the set that you want to pull the grades from,
what you're calling it, and whether you want this to be grades alone or grades with steps. And I'll
show you an example of both. And then your status.

And then you're going to start to build the grades that you want to include, what that progression is
going to be. From there, you go to the rate values area. And here, what you would do is you would
select your legislative data group. And then you would select your grade rate.

And then you can see where we've got the grade within the legislative data group where we selected
the incremental increases. Now, this particular example is showing us a grade ladder that's got grades
without steps. So I'm going to go ahead and cancel out of here.

And I'm going to go in. I'm going to select the firefighter grade ladder. And what I want you to see
here is this now has grade with steps. So grade and then step 1, 2, 3, 4, 5. And then grade 2, step 1, 2,
3, 4, 5. Here, what becomes different is when we go to the rate values, and you can see our legislative
data group there. And this is going to be our grade rate. And then within that grade rate you've got
your steps.

So Fire 4 Step 1. Fire 2. And you could also-- which one can you-- sometimes you could actually
change the sort. Doesn't look like it's letting me do it here. But what's happening now is if you're using
grades on their own, you attach a grade to a grade rate, you've got your minimum maximum or
you've got your value. When you're talking steps, when we looked at the grade component, I said you
could name your steps, but it wouldn't be until you got to the ladder that you would actually be
assigning a value.

Now, in this case, we just assigned it a value. It could have been a range if we wanted it to be a range.
So if I go Edit, Correct. We've got a value in there, but I certainly could have made that a range
minimum and maximum, but steps will not have a value associated to them until you create the
ladder.

So last thing I want to show. If we go to Create, new ladder here, you've got your effective date, what
set. I'll name this DLB.

And then it says, OK, what do you want this to be? Do you want this to be a ladder just with grades or
a ladder that has grades with steps? You'd need to decide which. And then when you go next, it's
going to say, OK, well, what grades do you want to include? So you would search for them. Select it.
Then maybe I'm going to go, just so we can look at some examples.

And then I would say Prof 1, add it to ladder. Then it says, is this going to go to the top or do I want
this to go after? Right now, only DLB is in there, so I'm going to say I want it to go after. Then I could
select Prof 2. And then this time I could say after Prof 1. And then 3 add to ladder, and I could say
after Prof 2. So you decide what that structure is going to look like.

Once you've gotten what's going to be included, you'll click next. And it says, OK, well, you have to
pick your legislative data group. So I'm going to go to US legislative data group. And then we have to
select our grade rate.

Wait, it's not going to show me anything because I didn't put that there. Hold on. Let's use the hourly.
OK so here you can see the grade with the grade rates. I never went in through my demos and
actually put anything in with the rates, so it's blank. But anyway, this is where you would then see
what those minimum, maximum midpoints, then you would click next so that you could review your
results, add any attachments if necessary, and then you would submit.

And so again, creating that increment, but we're just not going to go into the rules of how you get the
increment to happen. I hope you found this information helpful. We come back, we'll talk about how
grades work with assignments and a few other things around salary basis.

Lesson 23:

Here, we're going to talk about how grades work with assignments. In another section of this course,
we're going to talk about what are called profile options. And profile options are really just settings in
the application that turn features and functions on and off. So when you're setting up assignments,
you can choose the appropriate grade for the job or position.

So if you set the site level profile option for PER_ENFORCE_VALID_GRADES to yes, you'll be able to
choose a grade exclusively from the list that you have defined for the job or position. If you set this
site level profile option to no, then you'll be able to choose from all available grades. So if you say yes,
I want to enforce valid grades, then it's only going to allow the user to pick from the grades attached
to the job or the position. If you say no, then the individual can pick any grade.

If you enable the site level profile PER_DEFAULT_GRADE_FROM_JOB_POSITION to yes, and there is
only one valid grade for a job or position, then that grade is going to be automatically used for the
assignment. If, however, there are multiple grades, the default can't be set and you would need to
choose one. If you set this site level profile option to no, then no default will be applied, and you
would manually select a grade. So again, they're just features that you could flip on and off.

Now here, we're talking about how grades and grade rates work with legislative data groups. So if
you've got grades that are common across multiple business units, you can assign them to the set
that's associated with the business unit and then set up the rates that are specific to a legislative data
group. So let's talk about this.

This diagram shows how you can utilize sets to distribute grades among various business units and
then modify the grade rates for each legislative data group. So, for instance, if your company has
engineering positions in the United States, the United Kingdom, and Australia, you can establish
grades for a set that is shared among all the countries and then set different grade rates for each
country in their respective currencies. Very important for that distinction. The grade itself could be
shared around the world. The grade rates are going to be by legislative data group and can only be for
that country.

And then how grade rates work with compensation and payroll, right? So the most common use for
grade rate is to set salary ranges within a salary structure. So a salary structure is linked to an
employee's pay and specifies the currency, frequency, and grade ranges, which is some of what we've
been talking about. And then the grade rate can be associated with the salary structure and the salary
record, and that's going to ensure that the salary is aligned with the defined grade rates.

In this scenario, Jean is in grade a1 with an annual salary of 6,000. The assigned grade rate range for
grade A is $5,000 to $80,000. Thus, Jean's salary falls within the specified grade rate range. However,
if Jane's salary is adjusted to $90,000 by her manager or an HR specialist, a warning will be generated
as the new salary exceeds her salary range.

Well, there actually happens to be a profile option about how this particular warning works. So you
could either make it nothing at all, you could make it a warning, or you could make it a hard error
where somebody wouldn't be able to enter a compensation amount outside the range.

So those are just some of the ancillary considerations around base compensation. Last thing we're
going to pick up on is salary basis. So we're going to leave this here.
Lesson 24:

Our discussion here is going to center around a salary basis. So the salary basis is going to consist of
predefined rules and parameters that determine how an employee salary is calculated and managed.
This is how the salary basis configuration interacts with salary records and payroll processing.

The interval used to quote and record salary such as hourly or annually, indicates how often the salary
is paid. So the annualization factor is going to be a numeric multiplier based on the payment
frequency. So both the payment frequency and the annualization factor are used to calculate the
annualized salary that's shown on a salary record.

The salary basis element within the payroll system contains the salary amount that's entered on the
corresponding salary record. This amount is subsequently transmitted to payroll for further
processing. Any salary components set up on the pay basis are used on the pay record to detail salary
adjustments for reports, such as merit and location.

The salary metrics and validation messages that people see on the salary record are determined by
the grade rate and differential profile associated with the salary basis. However, it's optional to
associate them with the salary basis, so they may not be part of every salary basis configuration.

So let's go ahead into the system and from My Client Groups, under Show More. This is the one thing
that we're not going to go to Workforce Structures for. We're going to go to Compensation. Did I pass
Compensation? I think I did. Let's go back up.

Let's go into the system. And from My Client Groups, I'm going to go to Show More. But this time,
we're going to go to Compensation instead of Workforce Structures. So within Compensation, we're
going to find salary basis. And I'm going to search by name for US. And I'm going to do US one annual
salary. And here you can see the name, the code, the legislative data group. And can make limited
changes to the salary basis type and display options.

So here you've got your salary basis type. So this says salary amount is determined by the user,
meaning I'm going to go to the person's salary record and I'm going to say this is what I want them to
get paid. You could say that salary amount is determined by incremental components or determined
by simple components or is determined by rates.

These give you variations of how the compensation is going to be entered on the compensation
record. So let's say, for example, you have to break a person's compensation out to multiple
components. So maybe what the base pay is for the job, but then you could add location differentials,
you could add merit differentials, cost of living adjustments, maybe somebody bringing years of
experience to the table and you want to break those out individually. Then you could set those
determined by different components. We're just looking at users going to enter it. Then you've got
your annualization factor.

We come a little bit lower here and here we can see the element that the salary record is going to be
linked to. So we're entering it in HR. How does it get over to payroll? Well, it's linked here to the
element. You see the parameters for the element.

And then on the salary ranges here, you can see what grade rate we've attached. Now we said a grade
rate is not required, but a grade rate being attached to the salary basis will help with that indication
of, is this person inside or outside the ranges?

This talks a little bit about differential profiles. I'll come back to that in a second. But here I want you
to see that we've got those base ranges indicated based on what we selected for this grade rate. So
these are all the grades and the rates that came from that setting.
We also said that there is a validation and I said that you can configure what you want the violation
behavior to be. So you could say allow any amount which would not give you any indication at all that
you're outside of somebody's range.

You could say give it a warning to say, hey, you're less than a minimum or more than the maximum,
which is pretty common. Or you could actually make it a hard error to say, no, absolutely not. You
can't pay this-- the individuals in this grade less than this amount, and you can't pay them more than
that amount. But that's done at the salary basis as well.

So I like to think of this as, indicates how you're doing your entry. What do you want the system to do
with range validation? How are we getting it over to payroll and what rate are we using for the grades
included?

Now, I said there's something about this differential profile if we go back into our slides. You're able
to tailor salary range differentials to modify basic salary bands based on the grade rate linked to the
salary structure, which we just saw.

The differentials may vary to account for differences in cost of living across various locations or
varying degrees of hiring challenges. Because that's something we have to consider. So for example,
let's say you want to pay the following based on us locations. Salaries for employees in central us are
in the base range of the grade rate, and salaries for employees in the south are a discounted range
with a 0.8 factor. And for employees on the east and west coasts, they're in a premium range with a
1.1 factor.

So if I were to come back into the system, we saw these base ranges. If I wanted to attach a
differential-- we've got several different variations out here. Let's do zone differentials. And then what
you can see is, if somebody is on the East Coast or the West Coast, the East Coast, they're going to get
a 0.6 differential. The West Coast, they're going to get a 0.4. So what that means is we'll look at the
minimum and we'll multiply that by 1.6 for East Coast. We'll multiply it by 1.4 for West Coast.

So it's just you're selecting the differential profile. When do you want it to go into effect? And then
you can see that we're using a compensation zone. Now, there's obviously more on creating these
differential profiles when you take the compensation course. But that's what we're looking at here,
just for base compensation.

So what are our key point takeaways from our discussions here in this section? First is that you use
grades and grade rates to ensure that workers are compensated according to the grade structure that
you create. Grade rate values can be either a fixed amount or a range. And I showed you examples of
both.

And a salary basis is associated with an employee salary and defines the currency frequencies and
grade ranges. But I also like to say it creates the connection between core HR entering somebody's
salary and it actually getting over to payroll.

Demonstration reviewing profile option settings for grades. I didn't actually take you into profile
options just yet. We're going to do that when we get to that section in this course. But just recall that
I talked about those settings for enforcing valid grades from the job or position. I can only pick those
grades versus I could pick any grade or if there's exactly one grade indicated on a job or position, I
could have that one default or I'd have to pick it manually if there's more than one.

We are going to have you all create a grade, create a grade rate, and set up an annual salary basis. I
hope you found this information informative and have fun.
Lesson 25:

Managing jobs. Common questions to consider. What are our jobs? What are job families? And how
do jobs work with grades and profiles? So we'll start with jobs. Generic role independent of any
department or location. Many industries need to operate without fixed positions, relying instead on
jobs to maintain flexibility and adapt to organizational changes.

This approach allows companies to allocate their workforce dynamically as the jobs existent is not tied
to the individual fulfilling it. For instance, at XYZ Corporation, the director of technology department
oversees developers, quality assurance specialists, and technical writers.

Following the resignation of three developers, the director can strategically reassign headcount.
Rather than reinstating all three in development, the director opts to hire one individual for each of
the roles, development, quality assurance, and technical writing.

When establishing a job, it must be linked to a job set which serves as an organizational division of
jobs. For instance, a job set might encompass global jobs across all business units or roles for specific
business units.

This figure illustrates what sets of jobs can be accessed when a manager creates an assignment for an
employee. For example, when a hiring manager hires an employee for the sales India business unit,
the list of jobs is filtered to show jobs from the jobs set and the common set which enables sharing of
reference data across business units. And this is not unlike what we saw with locations, with
departments, with grades. They're built by sets.

And then job families. So a job family consists of a collection of jobs that share related functions,
qualifications, titles, albeit with distinct roles. They serve a useful purpose for reporting. Establishing
job families is optional, however, you must create them prior to assigning a job family when creating a
job. Common examples of families include finance, administration support, and logistics, among
others.

So let's go ahead into the system. And I'm going to go to my client groups and I'm going to select
Workforce Structures. And you'll see here we've got jobs and job families. So if I need to use job
families when I'm creating jobs, I have to create those families first.

So let's go ahead and start with job families. And I'm just going to search by status of active. And you
can see we've got several out here, I'll just select one. And then for actions, I'll just go ahead and
select Correct and you can see it's really just a label that we're going to assign because, again, its
function is going to be more around reporting when we're trying to group jobs together.

Once you've established the families that you want to use and you have them all in place, the next
thing we need to do under workforce structures is take a look at jobs. Again, I could search for an
existing job, or I can go ahead and add a job.

You'll enter your effective date, your reason for creating the job if you created them the status. And
then you've got your set, you can leave it at common, which means this will be available for all
business units. Or you can change it to be something more specific that's maybe only available for
certain business units. Then give it a name, give it a code, and then we could select that job family. So
maybe we're going to associate this with executive.

And then you've got your definitions here. This job going to be full time or part time. Job functions are
also something that you could associate. Is it regular or temp? What's the level of the job? And this
comes into play when you're dealing with approval processing. It's one of the options that you have.
So if you take the workflows and approvals course, you'll learn more about how that level comes into
play with approval processing.
Then what's the manager level? Are you going to be assigning a schedule group? And then this starts
to talk about progression and benchmark jobs. So let's go ahead back into our slides.

And then here it says, a benchmark serves as a reference points for various jobs in reports like salary
surveys. It assists organizations in attracting and retaining top talent by ensuring that they offer
competitive salaries based on market data. The information regarding benchmarks is intended solely
for informational purposes.

And then progression jobs. And these are going to allow for the establishment of a job hierarchy and
they're going to be utilized to generate a list of options for the job field in the promote worker and
transfer worker tasks. The list encompasses the subsequent jobs within the progression job hierarchy.
And so those are your progression jobs, your benchmark jobs.

Does this job require a medical checkup, yes or no? Maybe if it's a truck driver job, then medical check
ups are going to be required regularly. And then we can see that we've got standard working hours
and frequency. So here we've seen these at department, we've seen these at legal entity, we've seen
these at our manage enterprise HCM information. The further down the line you go, the higher
relevance the object presents.

So if we've got something on the job that'll take precedence to department, department would take
precedence over legal entity. Legal entity would take precedence over our manage enterprise HCM
information. You could deploy flexfields. Maybe you want to add a field for this job related to whether
travel is required or not. You can include attachments, you can add URLs.

And then you could include a grade ladder. So we'll talk about that in a minute, coming up in a couple
of slides. And here's where you would attach your valid grades. And these really work in concert with
each other. But again, we'll see that in a minute.

And then as we scroll down a little bit further, we've got some other specifics around school boards.
And then we've got legislative information for the US EEO categories and job groups and EEO for
functions. There's some things out here for France Legislative information, Canada workers
compensation information, Mexico, Brazil.

So let's go back into our slides. So again, benchmark information, progression information. Next, what
we see here is determining evaluation criteria. And when you think about evaluation criteria for a job,
it can be established encompassing an evaluation system, a timeline, working condition, and the
measurement units for the system.

And by default, there are two available. One is the Hay system serves as a standardized evaluation
framework that assesses job performance. Alternatively, you have the option to create a custom
evaluation system allowing you to set your own job evaluation criteria and corresponding values.

Now for further details, please refer to the evaluation criteria for jobs and positions section in the
implementing global human resources guide. Now, based on the configuration in our environment
and on this Redwood page, we don't have the area where you associate the evaluation system.

So I'm going to come out of here, and then I'm going to go to home. And then I'm going to select
settings and actions and go over to setup and maintenance. And then for setup workforce
deployment, my functional access is going to be workforce structures. I'll flip required to all and then
I'm going to scroll until I see manage jobs.

So this is the classic view of the page and I'm going to search for Health Care Head Nurse. And then
I'm going to go ahead and select it. And again, I'm using the classic page only because our
environment doesn't have the evaluation section available. But here you can see evaluation criteria,
and if I just go to edit, you could select Hey System, which then has the Hey system fields for you to
populate.
But you could also say custom, in which case you would then deploy the descriptive flexfields to
support that information. So those are the ones that are available. We're going to leave our discussion
here, when we come back, we'll talk about how jobs work with grades.

Lesson 26:

Moving into how jobs work with grades. It's possible to establish one or multiple grades relevant to a
job. So it could have one or it could have many. When utilizing positions, the grades assigned to the
jobs will serve as the default grades for the corresponding position linked to each job.

And to streamline employment processing, you can set an optional default grade ladder for a job or
position. This default grade ladder maintains data integrity by verifying the consistency between the
grades assigned to a job or position and the selected grade ladder.

So let's go ahead into the system and from my client groups, I'm going to go to workforce structures.
I'm going to select Jobs. Let's go ahead and search Common. And let's take a look at instructor.

And then I'm going to go ahead and say Correct. And then I'm going to scroll down. So I touched on
this briefly and I said, we're going to come back later. Grade ladder has an impact on the grade. So if I
were to select a grade ladder here.

What the software will do is you see it removed, all of those grades. Because what it's going to do, it's
only going to allow me to select grades that are included in this grade ladder.

So when we talked about grade ladders, we discussed how they could be used to define the
progression from one grade to the next or from one step to the next within a grade before we move
to a grade. But in this case, what they're doing is it's enforcing the actual grades that I'm allowed to
select to attach to the job.

Little tricky thing about when you're adding grades, though. You could select-- and this is whether or
not you're using a grade ladder. You would pick it and then save and then you would add, and then
get the next one and then save that one. So that's just the way that the page is laid out. But anyway,
so it's limiting the grades that I'm allowed to pick by that grade ladder. So it just streamlines that
process.

And then this talks about how jobs work with profiles. So linking jobs to profiles allows for the
specification of work requirements along with the necessary competencies, qualifications, whatever
other skills needed for a particular role.

So this figure demonstrates the information, including in a model profile, compared to that found in a
job description. So for additional details, you can consult the profile management course, but let's go
ahead and see how we access those profiles.

So I'm going to go ahead and cancel out of this. I mean, so we can see the job that I went into as
instructor under the actions menu, I could select this Open Job Profiles section. And there we can see
the profile that's been linked to my particular job.

If I select the profile code for Instructor, here we can see the licenses and certificates, prescribed
responsibilities, competencies that we're looking for instructor, any degrees, honors, and awards. So
this then gets attached and could be used for comparisons of person profiles to job profiles to see if
we can find matches. So they're used around talent recruitment. We're just showing it here because
it's part of the process of getting that linked.

So key takeaways from our discussion in the sections that made up this lesson are: Jobs are typically
used without position by service industries and other industries where flexibility and organizational
change are key features. A job family is a group of jobs that have different but related functions,
qualifications, and titles. And then 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're going to have a practice to
set up a job. Have fun with it.

Lesson 27:

Managing positions. Common questions to consider start with, what are positions? How can I
synchronize positions? And how can I enable position hierarchy? So we'll start with what are
positions. A position refers to a distinct instance of a job that's established within an organization. For
instance, the role of HR manager represents a specific example of a manager position within human
resource department.

This diagram depicts the configuration of positions within the human resource division of a company.
Organizations can utilize positions to fill vacant roles with the same title, thereby maintaining a
structured approach to workforce planning or preparing for future implementation.

The position management feature enables users to establish and monitor position information along
with its historical data, including head count tracking and the definition of reporting hierarchies.

Sustain organizational and positional frameworks. For example, it's crucial for a position to remain
active if the departing employee is a manager or supervisor with direct reports. This allows for the
continuity of the position without the need to reassign these employees to another manager or
supervisor, as the new manager can be designated to the existing role.

Automatically update incumbent information when there's a change in position. For example, if a
position is reassigned to a different parent position, any direct reports will automatically transfer to
the incumbent of the new parent position. If there's no manager in the new parent position, the
system will search for the incumbent in the grandparent position, continuing this process until an
incumbent is located.

This diagram illustrates the various options available for configuration regarding positions through the
manage enterprise HCM information task as well as the manage legal entity task.

We'll start with position synchronization. Position synchronization refers to the process of inheriting
values during an assignment based on the parameters defined in the corresponding position. Default
values can be established for the various assignment attributes, including job, department, location.

The defaults are automatically applied when the assignments are created unless modifications are
made. For instance, if the default organization is set to sales department, any new assignments will
automatically be assigned to the department unless otherwise indicated. And then this approach is
going to simplify the assignment creation process and it will promote uniformity throughout the
organization.

Position synchronization can be activated at both the enterprise and legal entity levels through the
Manage Enterprise HCM information and Manage Legal Entity HCM information tasks.

It is advisable to activate position synchronization at the start of a current calendar year. This practice
helps to ensure that year-end payroll or benefits processing remains unaffected. When utilizing HCM
Data Loader or the workers rest API to create or update assignments, synchronization from positions
can be performed. It's essential to enable position synchronization prior to loading the assignments.

If this is done after the assignments have been loaded, synchronization from positions will only be
applicable to current and future dates. Once assignments are created using HCM Data Loader, the
synchronized from position attribute on the assignment object has to be set to Yes. This step is
mandatory for enabling position synchronization, even if there is no intention to permit overrides at
the assignment level.
The HCM position hierarchy illustrates the connections between various positions and their respective
parent roles. Activation of the HCM position hierarchy occurs on the Manage Enterprise HCM
Information page. And the hierarchy can be utilized to align the line manager associated with an
assignment to the incumbent of the parent position within the hierarchy.

In this example, if a cash supervisor is either terminated or transferred, it becomes necessary to

update the managers for the employees reporting to that position. Their assignments are
automatically refreshed through position hierarchy synchronization with the next manager in line, in
this case, Anita Camp. The integrity of the supervisor hierarchy remains intact, ensuring that all
managerial roles are consistently maintained.

Now, that we've covered a basic understanding of these different pieces of position management,
we're going to leave it here. When we come back, we're going to pick up on taking a look in the
system at different things that we can take care of.

Lesson 28:

In the first section of this lesson, we took a look at different slides and had some information relayed.
Now, I'm going to do is go into the system and show some of these things in action.

I'm going to start with my client groups. And then I'm going to go to workforce structures. And then
I'm going to scroll to organizations and I'm going to manage enterprise HCM information. From here,
I'm going to go to edit and correct. And this was covered in another section in this course, but I just
want to bring it back around to tie things up.

So we start with this position, Synchronization configuration. Are you enabling position
synchronization at the enterprise level, meaning we're going to use it throughout the application. We
might have some settings for different legal entities that might differ from the enterprise. Some of the
legal entities might not be using position management at all, but this would be your basic starting
point.

Then it talks about manager, where are you using position manager? Meaning when we go to take a
look at the position, there'll be a field for position manager or do we want to use the HCM position
hierarchy, which really indicates a parent position field on the position.

The other thing to consider around this-- if we scroll down a little bit. Position hierarchy configuration,
using the HCM position hierarchy. So that's the setting that makes that parent position available. You
could also still use position trees for approvals, but this is what makes the field available. And so we're
saying when we go to create the hierarchy on the person's assignment, we're going to be using that
parent position or are we going to be using the position manager?

Then what fields do we want to synchronize? We'll come back and talk about this in a little bit later in
our discussion. But those are really the fields we're talking about now. What hierarchies are we using?
Where am I determining the manager when we populate the assignment? And if I'm using position
synchronization, what fields do I want to synchronize?

If I cancel out of here, and now I'm going to go to Manage legal entity HCM information. Go into US
one legal entity. And then the position synchronization tab. If I click Edit and Correct, here is where
you're going to decide on position synchronization, whether or not position synchronization is
enabled for this legal entity. If it is, do you want to use what we defined at the enterprise? Do you
want to configure something different at this level or are you going to say we're not using position
synchronization for this legal entity, gives you some of that flexibility?

And then are we using the parent position to get the manager or are we using the manager field to
get the manager? And then what fields do we want to synchronize? Are we allowing overrides at the
assignment level? Those are the two levels at which position synchronization can be configured.
It's also where we're seeing once we've enabled the parent position to present itself on the position
itself, are we using that to define the manager or are we using the position manager field to populate
the person's assignment?

So just a little bit there on those settings behind position management. When we get back, we'll talk
about how you can view and edit the position hierarchy.

Lesson 29:

Now that we've discussed and seen the settings for configuring position management, let's talk about
viewing and editing the position hierarchy. So the HCM Position Hierarchy can be managed using a
graphical interface. If your data security profile permits, you can access and modify the hierarchy on
the HCM Position Hierarchy page. The following actions are available.

You can add a child position to an existing position by either creating a new position or selecting an
already existing one as a child. It's possible to duplicate an existing position by entering a new name
and code, while all other details will be transferred from the original position to the new one. And you
have the flexibility to modify any information as needed.

You can also edit the position. And additionally, you can view details about the incumbent, including
their name, person type, person number, position entry and exit dates, as well as their current status.
So let's go ahead into the system. And from My Client Groups, I'm going to go to Workforce
Structures. And then I'm going to say Position Details. And then we'll do health care head nurse.

And what I want you to notice on the search page is here we can go into the position, you can see the
parent position of this position. You can see the incumbent of the HC head nurse position. If you
expand the section a little further, you'll be able to see the business unit, the job, the status. We've
also got these ellipses here. If we click on Action, I can go to HCM Position Hierarchy.

If we also go into the position, we can see more details. If I go to Actions, this is where we can update,
correct, duplicate. But this is not within the hierarchy. If I wanted to do these things within the HCM
Position Hierarchy, I would have to use that action. So I can do it from here, or we can do it from the
search page, just depends on what we're trying to accomplish. So I'll go ahead and say HCM Position
Hierarchy.

And so there we can see our HC head nurse with our incumbent of Anita Stanton. We can see that this
particular position of HC head nurse is the parent position of these four positions. And if we scroll in a
little bit, we can see two of them do not have an incumbent, two of them do have an incumbent. You
can see that there are some indirects here.

Let's see if I can move this. I always have trouble moving these graphs. Anyway, so you can see that
there are people reporting to this individual, there are people reporting to this individual. So you can
drill in all over the place. Now if I go ahead and I select edit, it wants to know, well, what date do you
want to use the edit for? What's the reason for performing the edit?

And then I'll just click OK. And now you'll see that we have these carrots that display here. If I click on
the dropdown, we could create a child position, duplicate it, add an existing position as a child, edit,
and then view incumbent details. So if we wanted to let's say, maybe I want to come over here and
let's duplicate this position.

Then we have the ability to go in and make whatever modifications we want to make. Then we do a
save and close. Always helps if you fill out the required fields. Then we do a save and close. And we
could now see that DLB demo has now been added to this position hierarchy. Then you can review it.

So you can see what was changed. We could submit it. We can go back. Maybe what we want to do is
we want to drill in to see incumbent details for Anita. We can see when she entered the position, her
person number, full-time equivalents, her status.
Maybe we want to drill into the one of the incumbents that reports to her. And then again, we can do
a review. Probably did that too many times. And I'm just going to hit Cancel.

So that's within viewing and editing the HCM Position Hierarchy. We'll leave this here, and we'll pick
back up with the next configuration related to positions.

Lesson 30:

Here, what we're going to talk about S enabling position incumbent validation. So the validation for
position incumbents ensures that you cannot choose a position in an assignment that lacks available
full-time equivalents or headcount. The functionality can be activated by selecting the apply
incumbent validation option within the position incumbent validation section on the Manage
Enterprise HCM Information page.

In cases where head count overlap is permitted for a position, a warning will appear if the number of
open FTEs or head count surpasses the allowable limit. Conversely, if overlap is not permitted, you
will not be able to proceed unless you opt for a different position that has available FTE or head
count. So let's go ahead into the system.

And from My Client Groups, I'm going to go to Workforce Structures. And I'm going to scroll to
Organizations until we get to Manage Enterprise HCM Information. Then I'm going to go to Edit,
Correct. Then I'm going to scroll down.

And here we see that Position Incumbent Validation Apply Incumbent Validation. So if I'm trying to
assign somebody to a position that doesn't have available headcount, it's not going to let me do it.
And so let's go ahead and see that. Let's go to home. Let's go to Show More.

From here, I'm going to select Employment information. Then I'm just going to select anybody. And
since I'm not saving this, I'm just going to say Add an Assignment. Maybe we'll put managers in there.
And then I'm going to click Continue. We've got our date.

You decide whether this is a temporary or permanent assignment. That's the only reason we've got.
And then what business unit do you want to put the person in? So we're going to do health care
business unit. And then the position I'm going to select is HC head nurse. We already know that Anita
is in this position, and it's only got one FTE.

We're going to get to the position override section so you can see what's going to be synchronized.
You could decide if you don't want it to be synchronized. And then when I click Continue, it says you
can't continue because there's not available headcount or FTE. Go pick something else.

Now if I come back out of here, we go to Workforce Structures. And then I go Position Details. And
then I select HC head nurse, and I say Actions Update. And well, I'll make this the first of this month.

And then what I want to point out is that we've got this overlap allowed. And right now it says no. I'm
going to change it to yes. So I'm not increasing the head count. I'm not increasing the FTE that's on
the budget details, so that would be this stuff. So I'm not increasing any of this. I'm going to leave that
alone. But I am saying that I'm going to allow overlap.

And overlap might be available for a time period during a transition. Somebody's moving out of the
position, somebody new is moving into the position. Maybe there's that overlap where they're both in
the position until the handoff happens. So we'll go ahead and let that go.

Now, once we're back at the search page, we know that our information has been saved. So I'm going
to go ahead and go back to home. From Quick Actions, I'm going to select Show More and then
employment info. And then I'll select Matthew. And then Add Assignment.
We'll say managers and then click Continue. We'll make it active today. Change the business unit to
health care. And then put in that HC head nurse. And then I'm going to click Continue. And then
position overrides. And then I'm going to click Continue. And it's still going to warn me that the
position doesn't have enough vacant FTE or head count. But I'm going to go ahead and click on
continue.

And we're going to see that Chun Nurse becomes the line manager for this person's assignment. And I
happen to know that this is the incumbent of the parent position that's attached to HC head nurse.
Then we can go ahead and click Submit.

And we're now back at Matthew's main page. So we still get the warning that we're exceeding the FTE
and head count. However, because we have the overlap set to yes, even though incumbent validation
has been enabled, it's allowing us to do it. We'll leave this here. We come back, we'll talk about
generating position codes.

Lesson 31:

How do you generate position codes? And we've seen this through several areas of the application.
Code serve as a unique identifier for each object. In this case, we're looking at positions. And you can
generate position codes for your enterprise using the manage enterprise HCM information task in
three distinct ways.

Manual is the method that allows you to manually input a position code while establishing a new
position. It's the default option. Automatic prior to submission is the option that automatically
generates and shows the position code at the time of position creation. Or automatic upon final save.
And this method generates position codes only after the create position transaction has received
approval. So let's go into the system and remind ourselves where this is.

From My Client Groups, I'm going to go to Workforce Structures. And then we'll scroll to
Organizations to get to Manage Enterprise HCM Information. And then I'm going to say Edit, Correct.
Then I'm going to scroll down a bit until we get to Workforce Structures. And then here, you've got
your Position Code Generation Method.

Automatic prior submission, automatic upon final save, which would be if you had approvals, it would
go through approvals or manual. And if you're using one of the automatic methods, you're going to
need to start or set an initial position code to begin with.

So several settings, position code generation. We talked about incumbent validation. We talked about
how we determine who the manager is on the person's assignment. Is it coming from HCM position
hierarchy, which is the parent position? Or is it coming from the manager on a position?

We talked about the synchronization settings which can be overridden at the legal entities. So lots
going on as far as configuration is concerned. But now that we've taken a look at all that, let's formally
go in and talk about how you create a position. So after finalizing the position management setup,
you're able to initiate the creation of positions by utilizing the Request New Position task.

So if we go back into the system, I'm going to go ahead and say cancel. And then I'm going to go
Home. And then again, from Workforce Structures, I'm going to say Request New Position. And I'm
going to include budget details. I'm going to include evaluation criteria, associated profiles. Then I'm
going to go ahead and click Continue.

And so when does the position start? This setting is also coming from the manage enterprise HCM
information setting we talked about that in another section of this course. What's the reason for
creating this position? And then at the top, you can start with a parent position.

And then what business unit, that's defaulting from the business unit and the person's parent
position. And every position is defined by business unit. I mentioned that earlier. So instead of it a
position being attached to a set, the way your locations, departments, jobs, and grades are attached
to sets where they can be shared across business units, positions are specific to a business unit. So
this position is going to be for this business unit only.

Call it DLP demo. The department, defaulted from the parent position. The job, let's look for-- let's
see. Let's just try this. Let's say student nurse. And then, again, you could populate or override any
other values you want. Let's select a grade.

And then we could put a manager in here. But just note, we said for in our case, the way we've got it
set for defaulting, we're getting it from the incumbent of the parent position. If we were to select the
other where it said manager from the position, then it would be using this field. And then what is
this? Full time, temporary staff, whatever you want it to be. Full time, part time.

Working hours, are they regular or temp? Maybe we'll put them in there as temp. Do they belong to a
union, bargaining unit, collective agreement? We talk about that in another part of our discussion.
Then what about a delegate position? So we talked about the chain of hierarchy not being broken,
because if there is a vacancy in a position that has positions reporting to it that it would go up the
chain until it found a grandparent position that actually had an incumbent in it, and it would use that
temporarily until the parent position headcount is filled.

Well, maybe you don't want it to go up the chain. You want to use something different. So you could
use the delegate position and then run a process. Instead of it going up to a grandparent in the
hierarchy, you're sidelining it and telling it, no, I want you to use something else in the event that the
parent position for this position has a vacancy. We talked about the overlap. Is this seasonal?

I'm going to go ahead and click continue. Then you've got your budget details. So is this position
budgeted, yes or no? What call center is it linked to? Again, coming from the parent position. Is it
funded from the existing position, yes or no? And then what's the headcount and the FTE?

And you could say this is a single incumbent or you could say that it's shared. So head count is going
to be 1. FTE is going to be 1. But let's say that into this position, I put two people, one of them is a 0.5
FTE, the other is a 0.5 FTE. They're still equaling the head count. So you've got shared, you've got
single incumbent.

Pooled is only used in public sector. That's where you kind of have people rotating around positions.
So we don't use that for anything but public sector. I'm going to go ahead and set that back to Single
Incumbent. Then I'll click Continue.

And then this talks a bit about evaluation criteria. So evaluation criteria, you enter your effective date
of when you want it to go into effect, an. Then you would pick whether it's the Hay System, which is
delivered and uses predefined values. It's kind of a structure that's been in place forever and ever. Or
you can say Custom, in which case your organization would then deploy descriptive flexfields in order
to decide what you want to include.

Let's turn this back to blank. And then I'm going to click Continue. And then this talks about associated
profiles. So let's go back into the system. Sorry, the slides. And this talks about profiles.

So we talked about profiles at the job level. Profiles assist in determining the necessary requirements
and competencies for a specific role. You have the option to create a new profile and link it to the
position by modifying or amending the existing details.

So profile can be associated with a position through various pages, including position details, position,
change, request new position. When you're creating profiles, you can specify the responsibilities that
are essential for the role, the qualifications expected from individuals in that position. And for
additional details, you can consult the Profile Management course.
So if we go back into the system, I can go ahead and search for and select a profile and then use that
profile so that we have that establishment. And then, during requisitions, when you're trying to fill
positions, you'll know what the organization is looking for.

So what do we need to take away from the discussion in these different sections of this lesson? First is
that positions are typically used by industries that use detailed approval rules. If position
synchronization is enabled, assignments inherit the specified values from the associated position,
such as departments or grades. The HCM position hierarchy shows the relationship between positions
and their parent positions.

So what's next for you if you've provisioned an environment to perform the hands on practices?
You're going to set up position synchronization for the legal entity that you created in a prior part of
this session. Then you're going to create a position, and you're going to hire an employee to test the
setup. Have some fun with this.

Module 3:

Lesson 1:

Defining union information. Common questions to consider are, what are unions and bargaining
units? And what are collective agreements? So let's start with how to manage worker unions. The
management of worker union information within Cloud HCM is comprised of three key elements.
Unions, bargaining units, and collective agreements.

Starting with what are unions. A labor union is a collective organization of employees established
within a company to safeguard their rights and interests. The specifics of a labor union vary by
country making the country designation essential for its formation. Labor unions possess date-
effective characteristics, allowing for the monitoring of changes and developments over time.

So let's start with a bargaining unit. A bargaining unit refers to a designated group of employees who
are represented by recognized union to negotiate employment terms. And this unit is empowered to
engage in discussions regarding all facets of terms and conditions with employers or employers
associations.

Let's go ahead into the system and to get at bargaining units, I need to go over to setup and
maintenance. So we'll go to setup and maintenance. And then I want to make sure my setup is
workforce deployment and we'll go to workforce structures. I'll change required to all. And then I'll
scroll until we see manage bargaining units.

Now, this is a lookup and we go into more detail in another part of this course about lookups. For
now, what you need to take away from this is that lookups are a list of codes that are available within
a dropdown list. They can be specific to certain countries or they can be specific to all countries. And
those tags are used to accommodate that need. Because this is a user lookup, you can add additional
values. So I'm going to go ahead and add a value.

Whenever you see a 12 in the system, it's 4712, which is a Julian date. Then I'm just going to go ahead
and do a save and close. So you can add the list of bargaining units. Back into the system. Slides. A
collective agreement is a unique form of commercial contract that is negotiated jointly by
management representing the company and trade unions representing the employees.

This agreement outlines the terms and conditions governing the workplace, including the
responsibilities of employees and the obligations of the employer. So I'm going to go back into the
system. And next up, I'm going to go to manage worker unions. And I'm going to go ahead and click on
Create. The date here is defaulting from our manage enterprise HCM information, which was covered
in a different section in this course. The country I'm going to select is United States. Write the name.
And then you can include a location. A location is an object that identifies an address and can be
attached to workforce structures as well as an employee assignment. Once I get the basics in, I'm
going to go ahead and click Next.

Write any additional information that you might want to track as far as a code and a description and
then associated bargaining units, I'm going to go ahead and select Add, Sequence One. Then I'll click
on my Dropdown. There's my DLB demo. We could attach a location. I think Atlanta is out there. Yeah,
thought so.

And then you could enter a contact name for the bargaining unit. A title phone email. You could also
attach union contacts to this union. Keeping in mind that when we started to create this union, we
had to indicate our country. So I'm going to go ahead and go to next. And then next we could review
what we populated and then click Submit.

So we looked at our bargaining unit. Those are lookups. We now took a look at creating a union. Last
thing that we're going to take a look at is managing collective agreements. From here, I'm going to go
ahead and click on Create. Give it an effective date.

Country that's defaulting for me. Then code and then name. Let's make these caps. And then you
could put in description, add any comments, and now the country is required. And what that's going
to do is it's going to limit the unions that present themselves as only those unions that are linked to
that country.

Now, we can also associate a bargaining unit. The bargaining unit is coming from the union that I
selected. So if I needed to have several collective agreements, then it would show me several-- sorry,
bargaining units. It would show me several bargaining units if I would have attached those bargaining
units to the union. And then it's going to say, for which legal employer. I'm going to do US one legal
employer.

Further on, then you can see the employee organization and the employee contact and then the
employer organization and employer contact. And then there's a bit down here for Italy that's an
additional country specific. So I'm going to go ahead and click Save and close.

And those are the three pieces, the bargaining unit which is a lookup, the union which is by country,
and then attaching that information to the collective agreement makes that collective agreement
available for when we associate it with an employee. We're going to leave this here. When we pick
back up, we'll talk about how worker union components are associated and then linked to individuals.

Lesson 2:

Now that we've discussed our bargaining units, our unions, and our collective agreements, let's talk
about how worker union components are associated. So this diagram depicts the relationships among
worker unions, bargaining units, and collective agreements.

A worker union may represent several bargaining units, while each bargaining unit is linked to a single
worker union. Both a worker union and a bargaining unit can be connected to multiple collective
agreements. Conversely, each collective agreement is tied to one specific worker union and one
bargaining unit.

Now I'm going to go into the system and show you this in action. Because of the way our environment
has been configured, I actually had to enter a sandbox in order to get the fields to display, which is
why you're seeing this yellow bar and why you may not be able to locate this as you go through your
exercises. I'm just going to go ahead and say continue. We'll leave the date as today, and I'm going to
say US1 Legal Entity, because that's what I linked our union structure to. Last name, I'll say Smith,
John. And then I'll click continue. Nope, no match. Continue. OK.
And then I'm going to select my business unit. And then I'm going to go ahead and select a job. And
then what I want you to notice off to the right hand side is where we've got our union information. So
I click on the dropdown. DLB Demo exists because the person I'm hiring is in the US1 Legal Entity. The
bargaining unit of DLB Demo is attached to the union of DLP Demo, and then our collective
agreement, which brings it all together.

So again, if your structure is requiring that you track union information, we've seen the three
component pieces of how to configure it in a former part of this discussion. And here, we're seeing
how that connection actually gets made at the employee level. All right. So back to our slides.

Our key points to take away, a union is an association of employees formed in an organization to
protect the rights of employees, and a bargaining unit is a specific group of employees representing
an authorized union for the purpose of negotiating terms and employees. A collective agreement is a
special type of commercial agreement negotiated between the management and trade unions. We're
going to have you go in and create a collective agreement. Have fun with this.

Lesson 3:

Managing schedules. Common questions to consider are, what's a work schedule? How can I define a
work schedule? And what exceptions can you include in work schedules? Schedules are used for many
things in time and labor and absence management for core HR purposes. We're simply discussing this
so that we can establish how the view of a manager's calendar presents itself. How does it know what
to show for a person?

So a work schedule is going to outline the specific days and times that an employee is expected to be
on duty. Human capital management applications facilitate the following types of work schedules. A
time based work schedule features a consistent daily pattern ensuring that the employee is assigned
to it are available during designated hours each day.

So, for instance, if you require an eight hour work day for five days a week, you'll establish a time
based schedule that operates from 8:00 AM to 5:00 PM Monday through Friday.

Conversely, an elapsed work schedule does not impose fixed start or end times for those assigned to
it. Instead, it specifies a total number of hours that employees must work each day. For example,
while all employees are required to complete eight hours of work from Monday to Friday, some may
begin their shifts at 9:00 AM, while others might start at 11:00 AM.

So first, let's go ahead into the system and take a look at what I'm referring to when I talk about
schedules. I'm signed in as Curtis Fetty and I'm going to go over to my team. And then I'm going to go
to show more. And then we're going to scroll until we get to workforce scheduling where we can view
a calendar.

Here we can pick a specific individuals calendar to view. And so we can see here that hope Hightower
is scheduled to work Monday through Friday starting at 8:30 AM going till 5:30 PM. And you can see
different views here.

So right now, we're looking at a week. We could flip this to a month. We could make this a list instead
of a graphical representation. You could change. So let's say if we go to month. And let's say we flip it
back to July. And so we can go back in time and see the schedules. We can go forward in time. And
see what's upcoming, but it's creating a basic view and I could link from an individual to team
schedule.

So this Curtis, is going to be able to see the list of all the people that report to him and what their
schedules are set to. So there you can see Sue, Hope, Haley, and Carly. And so this is what we're
talking about. How does this view get generated? So back to our slides.
The following is going to outline the fundamental steps for developing a work schedule. First, we
begin by establishing calendar events within the work schedule, ensuring that the application takes
these events into account when assessing employee availability.

So let's go ahead into the system and I'm going to go over to the settings and actions menu and go to
setup and maintenance. And we want to make sure our setup is workforce deployment. And from
there, this time we're going to go to workforce information and I'm going to change from required to
all.

And the first thing that we're going to talk about are calendar events. I'm going to start with
availability lookups and know that we're going to talk about these formally in another lesson. I'm
most specifically interested in this PR calendar event category.

This is a user lookup, which means we've got complete control over whatever we enter in here. And
then you can see public holiday is the one that we deliver. You can certainly add additional values.
Maybe I want to enter public holidays for Canada.

And you can do that for several different countries if you if you operate in multiple countries.
Different countries are going to have different public holidays. So we could go in and name these
categories. I'm going to do a save and close and then I'm going to click Done.

And then I'm going to manage calendar events. Let's say you're an organization that uses these
schedules in core HR, or maybe you even use them in time and labor and absence. And there are
several hundred for the United States.

When we take a look at these schedules, I can certainly enter an individual exception for a particular
calendar event which represents an actual date on the calendar. And if I attach the calendar event
directly to the schedule, that means that I'm going to have to maintain that date on all hundred
schedules.

A more streamlined fashion to get this done is to create a calendar event category, and then attach a
calendar event to the category, and then link the category to the hundred schedules. That way, all I'm
doing is maintaining those calendar events on the calendar event category. And then by default,
because I attach that calendar event category to all hundred schedules, they are all inheriting those
calendar dates, so I only have to maintain them in a single place.

So I'm going to go ahead and select Create. And I'm going to just call this DLB demo, and then it's
asking for a category. So I'm going to say public holidays for Canada. And then when does it start?
Well, let's say it starts September 2, and we're going to say 12:00 AM. And you have to be that precise
for the start times and the end times. And then we'll say September 2, 11:59 PM. Click OK.

So that's encompassing the whole day. Give it a short description. And then I'll just go ahead and click
submit. We'll come back and talk about these coverage sources and hierarchy types in a little bit.

So I only need to create the holiday once, attach it to the category. The categories would then be
attached to each of the schedules that needs to be inclusive. So I'm maintaining these holidays at the
category level as opposed to the individual schedule levels.

So here we saw how to create a calendar event category and then create a calendar event linked to
that category. We're going to leave our conversation here. When we come back, we'll pick up on the
next step within creating work schedules.
Lesson 4:

We're working through how to create a work schedule. Next up is you need to create one or more
shifts that are interconnected in a repeatable sequence. So a shift represents a designated period of
work that contributes to the overall work patterns. It should include a title, duration of work, and
starting time, and may also specify a total break duration. But just really think about a shift as my daily
work expectation.

So I'm going to go back into the system. We talked about managing calendar events. Now we're going
to take a look at shifts. And we've got several here in our environment. I'm just going to go ahead and
select this six-hour shift, 8:30 to 2:30. It's UK part-time, so we've given it a code. It's got a start and
end time. Then it's got your duration, whether it's flexible, punch, or none. So this is literally just going
to be six hours a day.

Here, we can see that we've got a facility shift, goes from 8:00 to 4:00, eight hours. Let's see if we look
at an eight-hour day. This one is simply a duration. It doesn't have a start and end time. So again,
what you're defining here is that daily work expectation. So let's go back to our slides.

To determine the shift structure for an employee upon hiring or during changes in employment or
assignments, you want to develop a work pattern tailored to their specific roles. Shifts can be assigned
particular start and end times or duration for designated days.

So think about it this way, we're going to take these shifts and we're going to attach them to a
repeatable pattern. For example, I am a semi-monthly paid employee, but my work pattern is seven
days, starts on Saturday, ends on Friday. Saturdays and Sundays are off days. Monday through Friday
are work days. It's a repeatable pattern. It repeats every seven days.

I'm paid semi-monthly, so it doesn't really have anything to do with how frequently you're paid. It
really has to do with that work expectation. So let's go ahead back into the system. I'm going to get
out of here for our shifts. Now we're going to take a look at workday patterns.

And again, we've got several examples here. So we've got a 10-day rotation pattern. And what you
can see is the start day is 1, the end day is 2. 7:00 AM to 3:00 PM, eight hours. Then days 3 and 4 are
3:00 to 11:00. And then days 5 and 6 go 11:00 to 7:00. We look at another example. This is working
6:00 PM to 8:00 PM.

So all we're really identifying here is the pattern, right? The number of days after which something
repeats. Days 1 through 4, 9:00 AM to 5:00, eight hour shift. And then that's working from office. Let's
see what's different here. These are technically the same. So we could have just put them 1 through
7. But anyway, you're identifying that time. So do you want to create a time workday pattern, a
duration pattern, an elapsed pattern?

Let's go ahead and say create time workday pattern. And then you have to identify your length in
days. So in my example, even though I'm paid semi-monthly, I have a seven-day work pattern. And
then you would start to indicate right. So you have to think about the effective date you're going to
use when you actually create the schedule. So I'm going to make an assumption that we're going to
use a Saturday date.

So we're going to use a Saturday date. And then you're going to decide what happens on Saturday.
Well, I've already said on Saturday I don't work. So that would be day 1. Day 2 would be Sunday, I
don't work. So then day 3 through day 7, I'm going to work eight-hour shifts.

Now we haven't attached it to a date yet. I was just using mine as an example. So we've got our seven
days, days, 3 through 7, I'm working eight hours a day. I was making an assumption that when I go to
create my schedule, that I'm going to use a date that starts on Saturday. If I chose to use a date that
started on Monday, then days 1 through 5 would be the times that I'm working. So you need to think
about that logically.

All right. We're going to leave this here. We'll pick up with work schedules when we come back.

Lesson 5:

So we've got those calendar events when people might normally be scheduled, but there might be a
holiday . Shifts are our daily work expectation. The pattern is what does my work pattern look like?
Finally, we're going to compile a work schedule that consists of a work pattern along with calendar
events or exceptions categorized by the event.

So let's go into the system and I'm going to go to work schedules. And let's just go ahead and do a
lookup. Let's go ahead and take a look at this one. So here you can see my effective from date. So this
is going to be important because this indicates the start date of the pattern.

Then you've got through what date is this going to be in effect. Give it a description. And then you'll
select your pattern. Now, along with this, we can include those exceptions. So here we're saying
calendar event category.

And that's where we began our discussion. I said it's a lot easier to use a calendar event category
because then we're only maintaining the dates on the category as a as opposed to all the schedules
that-- might need to be associated with.

Because I could certainly say calendar event. But my example was, I'm in the US, I have 100 schedules,
they all have the same public holidays. Why would I want to maintain those dates on 100 schedules?
Why not just attach them to an event category, attach the category to the schedules, and then be
able to maintain by calendar event category? And then you could also associate eligibility profiles to a
schedule that would control who you can actually attach it to.

Work schedules are going to be utilized to specify availability details for a designated period. That's
where we started our discussion. The procedure that establishes an individual's official schedule for a
chosen time frame relies on the employees existing schedule or work hours, and additionally, it's
going to take into account relevant calendar events, exceptions to the to the schedule, and recorded
absences.

So this flow charts the sequence in which the application retrieves an employee schedule prior to its
application to the assignment. So I'm going to go back into the system and I'm going to click on Home
and remind us where we started. Because these calendars are going to be used heavily in time and
labor and in absence management. But for our purposes right now, we're just using them for a
manager to be able to view what a person's work expectation is or go look at the work expectation for
his team.

So let's talk about how this happens. The published schedule is created based on the individual's
employment work week, primary work schedule, or standard working hours. It displays relevant
calendar events and any absences.

So when we're talking about published schedule, we're talking about what we're seeing here. So how
does the software determine what to display in this area? Start with the employment workweek, and
that's set up on an individual's employment record.

So schedules are going to be derived from this workweek. They'll also reflect relevant calendar events
and absences. So that's if we were identifying the information directly on the person's assignment.
The primary work schedule is associated with one of the following levels. So we could attach a
primary schedule to the person's primary assignment, position, job department, location, legal
employer, or enterprise.
Let's go back into the system. And I want to go back to setup and maintenance. Then I want to go
back to workforce information. And I want to talk about this Work Schedule Assignment
Administration.

So again, we've got several examples out here. Let's see if I can pick something different. Let's do--
just do us retail. What I want to point out here right now is that we can see that this particular
schedule, or this us retail schedule has been assigned directly to these employees.

So we went to the specific person and we assigned them to this schedule. But that's not the only way
that schedules could be assigned. If I go ahead and click on this plus, I could say everybody in the
enterprise gets this schedule and the software will use that unless of course, it's overridden at a lower
level, which is what we're talking about right now.

Or I could assign this schedule to a particular legal employer or a department, location, job position.
Any time we link the schedule directly to a person, this page automatically populates with that
information. We don't need to come here to link it to a person's assignment. We're going to do that
by person.

However, this page will list anybody who has this schedule directly attached to them. If I want to
attach it to any other workforce structure, I need to come to this page in order to indicate that.

And then lastly, what could be that published schedule would be standard working hours. And they're
established according to the individual's primary assignment. The schedules would be formulated
with the hours to include the relevant calendar events and absences as well.

And that would be standard working hours directly at the assignment. Or if they're not there at the
position, at the job, at the department, at the legal entity, and then at the manage enterprise HCM
information.

So let's talk a little bit more about this assignment. So in assessing availability, work schedules
designated for lower levels of the workforce hierarchy are going to be prioritized over those
established for higher levels. So this hierarchy just illustrates the main work schedules linked to three
distinct levels.

So we've got departments one and three that lack primary schedules. Consequently, the enterprise
level primary schedule is applicable to all employees in these departments, with one exception. An
employee in department three has a specific schedule for their primary role, and that's going to take
precedence over the enterprise level scheduling. Department two, on the other hand, has a primary
schedule that's applicable to all employees within that department.

So again, anything that's attached more closely to the employee will take precedence over something
that's further away. We'll leave this here. When we come back, we'll start talking a little bit more
about exceptions.

Lesson 6:

Let's now talk about exceptions. When developing a work schedule, it's possible to incorporate
exceptions like public holidays or training sessions, and these exceptions help assess the availability of
the individual for work assignments.

A calendar event represents a specific expectation for one or more consecutive days, such as a public
holiday or a training session. A calendar event category encompasses exceptions for all events within
that category. For instance, the events of new year's day, good Friday, and Easter Monday collectively
from the category of UK public holidays.

And then a resource exception applies to all individuals assigned to the work schedule. For example, if
all the employees on the night shift scheduled are required to attend a training session, they'll not be
available for their regular duties. You have the ability to specify whether individuals associated with a
calendar event are categorized by an organizational structure or a geographical framework.

In this scenario, your goal is to assign the new phone system training calendar event to all employees
with your organization, with the exception of those in the support department utilizing organizational
hierarchy. When an event is relevant to the majority of a hierarchy, it is practical to encompass your
entire organization, which inherently includes various departments within the structure, such as sales
and finance. And then subsequently you can exclude the departments that are not relevant to the
calendar event like the support department.

So let's go ahead into the system. I'm going to go ahead and get out of here. And then I'm going to say
back. And then I'm going to scroll up a little bit and I'm going to go back to manage calendar events.
Let's see. Well, let's search for mine.

So we touched on this hierarchy type briefly and I said we would come back to it. So here we are. So
there's two different types we can use, geographic or organization. Right now we're talking about
organization hierarchy. So we learned about organization trees when we talked about that in a
different section of this course. That's when we were talking about locations and organizations, we
covered organization trees.

And then you could see your hierarchy here. I'm going to go ahead and select the one that I demoed.
And here you could see I've got us one division. So I could say for this public holiday that's attached to
the category, I'm going to include my entire organization. But I want to exclude anybody in the US one
business unit.

So everybody else is going to have this applied. But anybody that's in the US one business unit won't
have it applied. So that's one way that we can handle this. I'm going to hit Cancel. And then I'm going
to go back into it. I could also select Geographic. And this is going to be based on a geography of a
country.

So then you can see that this has states within the country, within the states. I think these might just
all be states. Yeah, we didn't go to a lower level than that. Anyway, when we're talking geography,
we're talking really like a regional area. So back into the slides.

In this scenario, you establish public holidays in various calendar events for employees located in India
and France by utilizing a geographical hierarchy. For duration of six months, your team in Bangalore
collaborates intensely with your colleagues in Paris on an important project.

Throughout this period, you wish for the Bangalore team to adhere to the calendar events designated
for France. So to achieve this, you would navigate to the locations page, modify the location details
for Bangalore, and adjust the geographic hierarchy to align with France.

So again, you've got the luxury of doing either and I did this from the calendar event, but you could
certainly include these exceptions at the schedule itself. It just depends on where it makes most
sense. And so key takeaways from this lesson.

You define availability details for period using work schedules. The calendar event indicates a period
that signifies an event such as a public holiday or training course. And you determine whether the
people covered by a calendar event get identified using an organization or geographical hierarchy.
We're going to have you create a calendar event and review an existing work schedule. Have fun.
Lesson 7:

Defining person records. Common questions include, what are person types? How can I define person
name formats? What are persons styles? You have the ability to access tasks related to person
records, to establish a person type, name format, name style, or person lookup.

The process of defining person records primarily involves: overseeing person types to categorize
various groups within your organization. Regulating the name format to dictate how an individual's
name is displayed across different applications. Administering name styles specific to a particular
country. And handling person lookups that feature users or extensible configuration levels and
updating them as necessary.

So we'll start with person types. So person types are utilized to categorize various groups within your
organization. So for instance, when generating reports, you may wish to distinguish contractual
workers using the contingent worker person type, while regular employees can be identified with the
employee person type.

System person types are established categories that the application employs to classify groups of
individuals. The system person types cannot be altered, removed, or supplemented with new types.
So let's go into the system and talk about this for a second.

If I go to my client groups and I say hire an employee, your system person type is employee. Let's go
to show more. If I say add contingent worker, your system person type is contingent worker or non
worker or pending worker. You don't get to distinguish that, that's distinguished by the system. So
that's considered a system person type.

Each system person type includes a user person type that can be tailored to meet your specific needs.
So for example, if your organization prefers to refer to its employees as associates rather than
employees, you have the option to modify the employee user person type to associate.

Let's go into the system. And I'm going to go over to settings and actions set up and maintenance. I
want to be in workforce deployment and then we're going to go to workforce information. We'll go
from required to all. And then I want to look for manage person types.

Then you would select the type in question, I'll select Employee. In the example in the slide, we were
talking about, maybe instead of referring to them as an employee, we want to refer to them as an
associate. Or maybe if you're in a client service business or an arm of your organization has client
service, maybe you want to consider those folks advocates for your customers.

So you could simply come in here and just add your additional parameters. So then when I go to my
client groups, hire an employee. Here you can see my person type of the ones that we saw in the list.

So system person type, you don't get to select user person type you could add as many values as
you'd like. We'll leave it here. When we come back, we'll pick up with what our name formats.

Lesson 8:

Let's move into name formats. Name format type specifies the presentation of an individual's name
within various applications. The available predefined name formats include full names, which are
utilized in reports, display names, which appear singularly, list names, which are used in sortable lists,
and order names, which are employed in lists organized by name when the full name alone does not
adequately facilitate sorting. So let's go ahead into the system.

And I'm going to come over to Settings and Actions and go to Setup and Maintenance. Again, we want
to be in Workforce Deployment and Workforce Information. Change required to All, And then Person
Name Formats.
So you can see we've got display, full list, and order. What I want to point out, though, is you've got a
local and global. So that's why you see full twice. That's why you see order twice. And then you see
some country-specific items out here.

If there's something that has to be done specifically for a country, then you would include that
country. If not, you can simply select the value that persists here. So what we're looking at here is
we've got different components. So we're saying that we've got our prefix for our last name and then
first name-- so prefix, last name, first name.

If you wanted to include additional parameters, you would then edit and include them. So we said
yes, these names could be displayed in reports. And that's where we said that the full name is going
to be utilized in reports. But we also talked about a display name. So let's see where we get our
display name.

Let's say that I wanted to add an assignment. And how we've got names displayed in the list? Also,
how their name displays on the page. So these are the things that you're controlling with these name
formats.

So how are those formats presenting themselves? Now that's going to be different than name styles.
OK, so what are person name styles? Person name styles establish the components of names for
individuals within a specific country. So, for instance, when you're creating or modifying a person
name style, you can specify various elements. Each country can have only one designated style,
although it's possible to set predefined name styles for certain countries. And then in cases where a
country lacks a predefined person name style, it's the universal name style will be used by default. So
let's go ahead into the system.

And I'm going to go back to Settings and-- I have to click home first. Home and then Settings and
Actions, and then Setup in Maintenance, setup as Workforce Deployment and we're looking at
Workforce Information. We'll go to All Tasks. And this time, we're looking for Manage Person Name
Styles.

So again, you can see by country. You've got last name, and that's required and marked as active. First
name is active, it's not required. And then you just move through. So these are the parameters that
we'll see whenever we attach a person to a legal entity where US is the country. This is how their
name is going to be formatted.

If I cancel out of here and I go, let's say to Canada, here you can see that things are slightly different in
Canada than they are in the United States. So where this all comes into play-- you can add different
components. You can inactivate components. Everything except last name, that's going to be
required. So where this comes into play?

Let's go home. And I'll just select Hire an Employee. So let's say I'm going to select a US1 Legal Entity,
we can see the name fields that present themselves. If I go back here and I edit-- it's probably going to
make me cancel. Go back to Hire an Employee. And this time, let's pick a UK legal entity. And you're
going to see that now, the page differs because it's using a different country.

So we saw that we've got person name formats, how names display in reports or on pages or in lists.
And then we've got person name styles, which is how fields present themselves based on a country
that a person is linked to through their legal employer. So we'll leave this here. When we pick back up,
we'll talk about person lookup examples.
Lesson 9:

All right. So rounding out our discussion here, we're going to take a look at person lookup examples.
In another lesson, we're going to go into this in more detail, but the manage common lookups task
allows you to examine and modify common lookups related to individuals, ensuring they align with
the needs of your organization.

Listed here are several examples of what we call person-related lookups. Now here's the thing about
the manage common lookups task. If I go into the system, I go over to Settings and Actions and Setup
and Maintenance. And then I'm going to come over to the task panel and go to search. And then I'm
going to select Manage Common.

And then I'm going to go to Manage Common Lookups. In order for me to use this page, I have to
know what the lookup type is. For example, PER_-- See if that gives me enough. Yeah. So this is our
national identifier type. And then you can see we've got different types out here. But the thing is, is
that you would have to have some kind of reference marker.

So what's great about using our set up area, if I go to Workforce Information and I go from required to
all, and then I scroll, I can see all the person lookups in one place. So address types, contacts, emails,
marital statuses. Here, we see the national identifier type. I click on it, and it's going to show me the
same thing, but it's just a lot easier to do it through this vehicle because it lists everything related to
person.

I don't have to really remember what all the codes are. I can just get at them through the list. So
again, more on this in detail when we talk about lookups in another section of this course. But just to
give you that reminder, these are examples of person lookups. Not even a comprehensive list
because, again, going back in the system, there are quite a few person lookups within the system.

All right. So key takeaways from our discussion here. You use person types to identify different groups
of people in your enterprise. Person name styles to find the person named components for a country.
Person name format type determines how a person's name appears across applications. And then
here's a list of several demos that I did for you. I hope you found this information useful.

Lesson 10:

Defining lookups and profile options-- common questions. What are lookups? How do I configure
lookups? And what are profile options?

We'll start with lookups. And I've actually referenced this lesson several times throughout this course.
So let's talk about this formally. Lookups refer to collections of values utilized within applications. A
lookup type is established by defining a set of lookup codes along with their corresponding translated
meanings and, optionally, a tag.

Various types of lookups include standard lookups, which represent the most basic form of lookup
types, comprising solely of a code and their translated meanings. Common lookups are designed for
backward compatibility and differ from standard lookups primarily in that they're defined within the
common lookup view. These may also include lookups with attribute columns. And then set-enabled
lookup types are those that contain lookup codes specifically enabled for the sharing of reference
data sets. So those things are going to be like our locations, departments, job codes, grades. Those
things were set-enabled.

The configuration level of a lookup type dictates the editability of the lookups, thereby enforcing data
security. The available configuration levels are user, which gives you full access to create or modify all
parameters associated with a lookup type. And most of the lookups that I've referenced throughout
this course, most of them have been user.
And then you've got extensible, limited to modifying specific elements of the lookup type, such as
dates and the ability to add a new lookup code but not to delete the lookup type. And then system
where you have no permissions to add or remove any elements of the lookup type; modifications are
restricted to altering its meaning only.

The Manage Common Lookup task allows you to examine workforce-structure-related common
lookups that feature user or extensible configuration levels. You can modify these lookups as needed
to align with your enterprise requirements. And these are just several examples of workforce
structure lookups. We looked at BARGAINING-UNIT. Let's go ahead and take a look at some of these
others.

So into the system, I'm going to go to Settings and Actions. And then I'm going to go to Setup and
Maintenance. And then I'm going to go to Workforce Structures. And from Required to All, I'm just
going to scroll down a bit. And we looked at the MANAGED_BARGAINING_UNIT lookup. So it's got a
lookup type. We can see that the lookup configuration is user, which means you have complete
control over deleting, adding, modifying, inactivating, disabling, whatever it is that you want to do.

I referenced these tags briefly several times. I want to talk more about what they are. If there
happens to be an item that's specific to a country or several countries, you can tag it by using the plus
and then the country code. If you wanted to make it available to all countries except one or a couple,
instead of the plus, you would use the minus. If it's completely blank as far as tags are concerned,
then it's used worldwide, globally. We're not creating any limitations anywhere.

Now, some of the others that were on that list are actually job lookups. So EVAL_SYSTEM-- this is
where we saw that custom or Hay system. And we saw this both for job and position. This is an
extensible lookup. So you see you're a little bit more limited to what you can do. You can't delete
something. You can change the meaning or the description, but that's about all you can do because
this is an extensible lookup.

If we come out of here and I go to EVAL_SYSTEM_MEAS, again, this is extensible. And the only thing
that we track right now is points. But obviously, if you're going to create a custom evaluation system,
you could add whatever other system measures you want to use for your customization. And then, if
we go to job function, this is a user common lookup.

And then, again, you've got free rein to do whatever you want. We've got items tagged or untagged.
So here we can see a minus for JP, minus here. We can see a plus. So these are only available for this
country. These are available for all countries except this country. That's how those tags work. And the
last is manager level. And this is a user lookup. And then, again, you've got free control over what
we've got out there.

I would never recommend deleting anything we've delivered, maybe just disable it or end-date it, but
I wouldn't get rid of it completely. It's just good for record keeping purposes. So again, being able to
see those in one place and getting at them without having to remember what things are called-- we're
going to leave this here. We come back, we'll talk about profile options.

Lesson 11:

In the former part of this lesson, we addressed lookups-- types of lookups, the options that you have
for different lookups. Now we're going to talk about profile options. So profile options consist of a
collection of settings that allow you to centrally control the user interface preferences and the
behaviors of the application. So, for instance, these options enable you to manage user preferences
for selecting language or currency, configuration settings to modify the user interface theme or font
styles, and processing parameters to define the extent of activity logging and corresponding detail
levels.

The structure of profile levels establishes the framework for the effective implementation of profile
options. Profile options can be activated at the following levels. The site level, which is considered the
lowest level structure, this level grants access to all users of the application throughout the deployed
site. And then user level, which is the highest, this level pertains to an individual user or role and takes
precedence over the site level setting.

So I really just look at them as switches where we turn features on and off. I'm going to come over to
Settings and Actions, and Setup and Maintenance. And then I'm going to go to our Task Panel and
then Search. And I'm going to put in manage administrator because we're going to look for profile
values.

And so couple of profile options we talked about through our course. We talked about-- let's see-- per
enforce valid grades, right? Right now we've got this set to no at the site level, which means we're not
enforcing valid grades. So if you think back to when we had our conversation within the base
compensation section of this course, what this was used for is to only allow a person to pick a grade
that was associated with the position or the job based on what you were attaching to the person.

So that's one example of a profile option. It's a setting. Yes, we're enforcing valid grade, so I can only
pick from the grades that are on the job or position, or no, we're not enforcing it, and I could pick it
from anywhere. Another profile option that we talked about was the default grade from job or
position. And again, we've got this set to no. But what this meant is if there's exactly one grade
associated with the job or position, just automatically default that for us.

Now obviously there are several that are used across different parts of HR. You want to make
yourselves familiar with them. If it's something that you're going to be responsible for, ensuring that
you've got the right settings, your consulting partners should be working with you to get through the
different options. But really, again, they're settings. It's either on or off.

So key point takeaways. Lookups provide a means of validation and list of values. And depending
upon the configuration level of a lookup type, you may be able to change the codes or their meanings.
And we use profile options to manage user preferences and control the general function of the
applications. I hope you all found this information useful.