Oracle HRMS RCD Filtered

Oracle HRMS (UAE)
3.32.1. Release 12.0 HRMS RUP7

3.32.1.1. Use the Payroll Exception Report
The core payroll process, Payroll Exception Report, is now available for UAE.
3.32.2. Release 12.1.2
3.32.2.1. Use Cash Management Integration for EFT Payments
With R12.1.2, support has been provided for the integration of Oracle Cash Management (CE) with
Oracle Payroll for EFT reconciliation in UAE. This feature enables users to reconcile the transactions
from the payroll system with the data in the bank statement. The CE system fetches the list of
reconciliation transactions from Oracle Payroll, based on the payment file processes that have been run.
3.32.2.2. View Magtape Output Window
Oracle Payroll for UAE localization now enables users to easily access the magnetic tape output files (.mf
and .out) from the application.
3.32.2.3. Prevent Loss of Latest Balances
From R12.1.2, the application stores the latest balances even after the balance adjustment process is run.
This improves the performance of balance retrieval in the UAE localization. There is no additional set up
to be performed to use this feature.
3.32.3.1. Payroll Dashboard
The Payroll Dashboard gives payroll professionals valuable insight into their payroll and assignment
process information by providing them with payroll readiness and validation information for the
entire payroll cycle. They can also improve efficiency and reduce costly errors by using the
dashboard to monitor payroll and assignment processes as well as run, retry or roll back payroll
processes. Administrators can easily configure the payroll readiness and validation information
according to their requirements using both delivered as well as custom checks and rules.
This feature is forward-ported to R12.2 HRMS RUP6.
3.32.4. Release 12.2.4
3.32.4.1. Rehire Before Final Process Date
Currently there is a restriction wherein employees cannot be rehired before the final process date set for a
previously terminated employment.
In this enhancement, this restriction of not allowing employees to be rehired before the final process date
has been removed for the United Arab Emirates localization. Now, terminated employees can be rehired
any time after the last standard process date and prior to the final process date. The United Arab Emirates
reports have been modified to support this feature.
This is achieved by enabling the legislation rule REHIRE_BEFORE_FPD.
3.42. Oracle Payroll

3.42.1. Release 12.1.1
3.42.1.1. Approval Mechanism for Manager Self Service - Assignment Costing
Currently, when Managers edit assignment-costing information for their sub-ordinates, the changes are
applied permanently onto employees' assignments without any approval.
This enhancement provides a way to configure approvals to control ad-hoc employees assignment
costing updates. When a manager makes modification on employees assignments costing details, an
approval notification can be sent to an Approver based on Custom Workflow Settings. Only on approval
of this notification, the changes are reflected in employees' assignment records.
3.42.1.2. Upgrade of Historical Costing Data to Support Subledger Accounting
Payroll costing details that have been posted already to Oracle General Ledger prior to Oracle Subledger
Accounting Release 12 functionality need to be migrated for synchronization. A new concurrent program
Upgrade Historical Payroll Data to SLA is available to perform easy migration of historical costing data
to Subledger Accounting.
3.42.2. Release 12.1.2
3.42.2.1. Purge Process for Pay events table
Currently, retro related processes and reports utilize pay process events table to track changes using the
events logged in. All event-based changes for Retro-Pay, Pro-ration, Continuous Calculations are logged
in this table thus creating a high volume of data, which becomes redundant after a period of time. This
voluminous data increases the maintenance cost in future on processes like Retro-Notification report
impacting performance.
Oracle Payroll now provides a new concurrent program called Purge Process Events that enables users to
purge data from the pay process events table and archiving data. The Purge Process Events process
thereby enhances the performance of processes accessing the pay process events table. This helps in
efficient payroll Process management reducing the overall payroll processing time.
3.42.3.1. Quick-Retro Pay
From this release, users can process Retro Pay for a single assignment using the new concurrent process
Quick Retro Pay. Quick Retro Pay is based on Enhanced Retro Pay.
3.42.3.2. Self Service Batch Element Entry
From this release, payroll administrators will have the ability to enter element entries for multiple people
at a time in a self-service interface. This submission can be routed
Oracle E-Business Suite Releases 12.1.and 12.2 Release Content Document Oracle Payroll 121
ORACLE PAYROLL
through approvals. Administrators can enter element entry values for elements that are in the element set
associated to them and for employees for whom they have access through their security profile.
3.42.4.1. Void Check Process
Processes such as Void and Re-issue or Void and Cancellation need to be run in a sequential order. This
enhancement automates the process of running one or more processes as a single flow and enables users
to void a check and then reissue or cancel the check as a single process.
Users can run the Void Check process for a particular payroll, payment method, or payment type or for
different assignment actions of different payrolls. It also enables voiding a large number of checks being
processed by a single Check Writer run.
3.42.5.1. Payroll Dashboard
The Payroll Dashboard gives payroll professionals valuable insight into their payroll and assignment
process information by providing them with payroll readiness, analysis and validation information
for the entire payroll cycle. They can also improve efficiency and reduce costly errors by using the
dashboard to monitor payroll and assignment processes as well as run, retry or roll back payroll
processes. Administrators can easily configure the payroll readiness, analysis and validation
information according to their requirements using both delivered as well as custom checks and rules.
This feature is forward-ported to R12.2.4.
3.42.6.1. Auto Populate Third Party Bank Information
Currently, HR professionals must manually enter the third-party payment account details for each
employee even though payment is due to the same third party organization. This can be a repetitive and
time consuming process. With this release, when HR professional select the third-party payee
(organization) in an employees personal payment method, the applicable bank account details are
automatically populated.
3.42.6.2. Ability to Add Extra Payroll Period to Weekly or Biweekly Payroll Calendar
Currently, the period numbers do not change when regular payment date changes from one legislative
year to another year. This enhancement enables reassignment of the period numbers for the weekly and
bi-weekly payroll period types when a regular payment date is moved from one legislative year to
another.
Oracle E-Business Suite Releases 12.1.and 12.2 Release Content Document Oracle Payroll 122
3.42.6.3. Costing of Payment Reports
This release delivers the following new Costing of Payment reports:
1. Costing of Payment Summary Report
2. Costing of Payment Breakdown Report
3. Costing of Payment Detail Report
Costing of Payment Summary and Costing of Payment Breakdown reports are used to report aggregation
based on payroll/GRE and tally results to be posted to GL.
Costing of Payment Detail report is used to validate costing of payment results at assignment/payment
level.
3.42.6.4. Enhanced Payroll Dashboard
With this release, Oracle Payroll Dashboard now offers the payroll administrator an even greater line
of sight into newly hired employees and other critical payroll readiness details. Additional
improvements to process monitoring coupled with enhanced Payroll analytics give payroll
professionals a deeper view into their payroll data. An overall boost to performance complemented
by a more intuitive user experience ensure more efficient and accurate payroll processing resulting in
further time and cost savings.
This feature is forward-ported R12.2 HRMS RUP6.
3.42.7. Release 12.2
3.42.7.1. Enhanced Retro Pay set as Default
Enhanced Retropay is the only option available in 12.2. Retro by element, Aggregate & Run will no
longer be supported.
3.42.8. Release 12.2.4
3.42.8.1. Create and Update Multiple Retro Assignments using Web ADI Spreadsheet
Prior to this release, Mass Creation or Update of Retro Assignments was not available. Payroll
administrator had to create or update retro assignments by individual employee. With this release,
WebADI integrator for the mass upload or modification of retro assignment is delivered.
ORACLE PMS
3.43. Oracle Performance Management
3.43.1. Release 12.0.4 (RUP4)
3.43.1.1. Manage Offline Appraisals
Main appraisers, appraisees, and other participants can download in-progress appraisals in Microsoft
Excel format, to update the appraisals without connecting to the application
Oracle E-Business Suite Releases 12.1.and 12.2 Release Content Document Oracle Performance Management 123
(for example, away from the workplace), and upload them later. This feature gives them the time and
privacy to complete either their own or other workers' appraisals.
3.43.1.2. Web ADI Support for Succession Planning Data Update
Oracle HRMS delivers a new Maintain Succession Plans function with the predefined Manager Self-
Service responsibility. This new function supports a Web Applications Desktop Integrator (Web ADI)
spreadsheet that managers can use to retrieve and update the succession information that is stored in the
succession planning tables.
3.43.2.1. Support Decimal Values for Fields Using Quantitative Measurement Style While Creating
Objectives
Accurate and precise targets drive most businesses. This enhancement supports decimal values for the
following components of the quantitative measurement style while creating objectives:
Target value
Number
Percentage
Currency
3.43.2.2. Create Appraisals for New Joinees And Transfers-In Whose Employment Start Date Is
Later Than the Appraisal Task Start Date
For new hires and employees who have transferred-in to your organization and are part of the
performance-management plan population, even if their employment start date is later than the appraisal
task start date, you can now create appraisals. When you run the Mass Appraisal Creation program to
republish the performance management plan, the process creates appraisals for new joinees and transfers-
in.
3.43.2.3. View the Status of Scorecards and Appraisals of Workers Who are no Longer Part of
Published Plan Population
HR professionals and managers can now view the status of scorecards and appraisals of workers who are
no longer part of the published plan population, for example, because of termination or transfer to another
plan. When you republish the performance management plan, the application does not delete the
appraisals and scorecards of terminated or transferred workers. The application changes the status of these
appraisals and scorecards to 'Transferred from Plan'. This status is displayed for all scorecards and
appraisals of workers, irrespective of whether they are terminated or transferred from the published plans.
Managers or HR professionals can view the scorecards and appraisals with Transferred from Plan status
on the Monitor Plan page using the HR Professional or HRMS Manager responsibilities. They cannot
view the scorecards or appraisals with Transferred from Plan status using Employee or Manager Self-
Service responsibilities.
Note that the application changes the status only when you run the Publish Performance Management
Plan program.
3.43.2.4. Provide Complete % Value Either More than or Less than 100 for Objectives
When a manager or worker enters a percentage-complete value to record the objective progress, the
Complete % value need not be 100 on the achievement date. The value can be greater than 100 or less
than 100 to indicate a measure of achievement. For example, a
manager can enter 40% to indicate achievement below expectations or 120% to indicate achievement
above expected performance.
3.43.2.5. Update Description Details of Objectives Created by Employees
Oracle Performance Management provides a new HR: Allow Updates To Objective Details Added By
Appraisee profile option that HR Professionals can set up to determine whether managers can update the
objectives and objectives' details added by employees. This enhancement provides enterprises the
flexibility to determine whether managers can update the objectives and objectives' details added by
employees according to their business requirements.
3.43.2.6. Add Jobs and Job Competency Requirements During An Appraisal Period
Enterprises can create jobs and job competency requirements the workforce must have to deliver business
success. Oracle Performance Management now allows you to add new jobs and the competency
requirements of the new jobs to an appraisal during the appraisal period. If you create new jobs after the
appraisal period start date, and add job competencies to these jobs, then the new job competencies will get
added to the appraisals on clicking the Add Job Competencies button on the appraisal. Through this
enhancement, enterprises have the flexibility to add jobs created in the middle of an appraisal period.
If you change job competency requirements during an appraisal period, the application uses the
competency requirements as of the system date. If you change the job competence requirements, then
appraisees on the same job may use different target levels when creating appraisals on different dates
within the appraisal period. For employees on the same career level, the target level for the same job
competency will vary depending on when the employee creates the appraisal. If one employee creates the
appraisal before the new target level is effective, then that employee has a different target level from that
of another employee, who creates the appraisal after the new target level is set. Hence employees on the
same job will be evaluated using different competency requirements for the same job. For example, for
the Communication competency for the Manager job, the target level is set to 3 as on 01-Jan-2008.
During the appraisal period (01-Jan-2008 to 31-Dec-2008), the target level of the Communication
competency for the Manager job is changed to 4 on 01-Apr-2008. When an employee on the Manager job
creates an appraisal on 10-Jan-2008, the target level for the competency is displayed as 3. When another
employee on the same Manager job creates an appraisal on 20-Apr-2008, the target level for the
competency is displayed as 4. Thus, the competency requirements will differ for employees on the same
job within an appraisal period, if the job competency requirements are changed.
Note: Enterprises must ensure that job competency requirements for existing jobs are not updated, once
an appraisal commences. This is because if you change the job competence requirements, then appraisees
on the same job may use different target levels when creating appraisals on different dates within the
appraisal period.
3.43.3. Release 12.1.1
3.43.3.1. Mass Cascading of Objectives
Cascading objectives is a method by which objectives may be aligned across the organization. This is
critical for ensuring that all employees support the organizational objectives. Cascaded objectives can be
identical to the original objective or contributing to the original objective.
The mass cascading feature provides managers flexibility to cascade a single objective to multiple
employees or multiple objectives to multiple employees. The feature helps managers to create duplicate
objectives and new supporting objectives for a higher-level objective, for multiple employees in their
hierarchy. Additionally, mass cascading improves user experience by reducing the cycle time involved in
cascading objectives.
3.43.3.2. Line of Sight of Objectives
Line of Sight is a graphical representation of the alignment of objectives in an organization. This feature
displays objectives that are aligned or linked to each other in the objectives hierarchy.
Line of Sight helps employees to understand how their objectives have been cascaded down through the
organization and the association between objectives. The feature provides management with online
visibility of objectives alignment in the organization.
3.43.3.3. Display Workforce Performance Management Appraisals in the Appraisals Function
You can now view all appraisals, created using the Workforce Performance Management or standalone
appraisals function, in the Appraisals In Progress table of the standalone appraisals function. This feature
enables users to access their appraisals from a single location.
3.43.3.4. Reference to Talent Management Replaced with Performance Management
From June 18th, 2007, Oracle Performance Management is licensed as a separate product. With this
change, all references to Talent Management will be replaced with Performance Management.
3.43.3.5. Support Decimal Values for Fields Using Quantitative Measurement Style While Creating
Objectives
Accurate and precise targets drive most businesses. This enhancement supports decimal values for the
following components of the quantitative measurement style while creating objectives:
Target value
Number
Percentage
Currency
3.43.3.6. Display Competency and Objectives Scores on Workflow Notification Page

This enhancement displays the following on the workflow notification page:
Line scores for individual competencies
New proficiency level for the competencies
Line scores for individual objectives
Total score for all competencies
Overall comments for the competencies
3.43.3.7. Changes to Reject Option in Notifications
With this enhancement, the Reject option in notifications will not delete the appraisal, but only change the
appraisal status to Saved. The main appraiser can update the appraisal and re-submit it for approval.
3.43.3.8. Enhance Capability of HR Administrator Function
The Performance Management Administrator feature provides robust administration capabilities for
Performance Management Plans. Using this enhancement, administrators can:
Enroll new joinees into published performance management plans
Remove scorecards of transferred or terminated workers from published performance management plans
Reopen scorecards of workers to add additional objectives under certain specific conditions
Refresh scorecards to re-evaluate the objectives eligibility and include any additional objectives into the
workers scorecard.
Reopen appraisals of workers
Monitor performance management plans and Rollback performance management plans
When Performance Management Plan Administrators perform any administrative actions on worker
scorecards or appraisals, notifications are automatically sent to the workers and managers accordingly. To
improve the performance management administrator's capability to follow up for transactions pending
from workers and managers, administrators can now send mass notifications to a sub-set of the
performance management plan population.
3.43.3.9. Process for Managing Completed Performance Management Plans
Performance Management home page for employees and managers has been enhanced to show only
active performance management plans. The HR Administrator can access all the performance
management plans. This enhancement provides a new status to identify active and inactive plans. The
Plan Administrator can modify the plan definition and change the plan status to active or inactive.
3.43.4. Release 12.1.2
3.43.4.1. Use Eligibility Criteria to Define Plan Population
Performance Management Plan Administrators can identify the plan population using eligibility profiles
and roll out performance management plans to members meeting the eligibility profile criteria. This
feature helps plan administrators to roll out plans for a set of workers within the identified plan
population, for example, workers on specific grades, jobs or positions etc. Plan administrators can also
attach different appraisal templates to different groups of the identified plan population, for example,
workers on Grade M can have appraisal template Manager Appraisal that includes Questionnaire
Questionnaire for Managers, while workers on Grade 'E' can have appraisal template 'Executive
Appraisal' that includes Questionnaire ' Questionnaire for Executives'.
3.43.4.2. Use Performance Journal
Using the Journal feature provided in both standard as well as Performance Management Plan appraisals,
managers and workers can maintain a journal on their performance achievements, training needs etc.
Managers and workers can reference their journals while updating appraisals. Journals are private to the
creator i.e. manager or worker.
3.43.5. Release 12.1.3
3.43.5.1. Manage Appraisals of Terminated Workers
HR professionals and line managers can complete appraisals of terminated workers that are in Saved,
Planned, Transferred, Ongoing and Pending Approval status.Managers can update all appraisal details
while HR professionals can update the Overall Ratings and Overall Comments.
The following are other related changes to the Appraisals function:
a) A configurable option for workers, managers, and HR professionals to update and complete appraisals
when a future dated termination exists for workers.
b) Managers can view completed appraisals of workers who have transferred into their business group
from another business group.
c) Provision of a Process Summary and Error Exception report for the Mass Appraisal concurrent
program.
These changes apply to both standard appraisals and appraisals that are part of the workforce performance
management plans.
3.43.5.2. Editable Pop-up for Quick Updates to Objectives
Managers can use the pop-up on the Update Appraisals page, to quickly update the following objective
details:
a) Actual Value
b) Completion Percentage
c) Performance Rating
d) Comments

3.43.6.1. Performance Administrator enhancements
Oracle Performance Management delivers enhancements to improve operational efficiency and usability
for plan administrators. Performance Management Plan administrators can now:
a. Execute a specific business process, a combination of processes or all processes when republishing a
plan based on their business needs. The following processes are available:
i. Reallocate updated objectives with original objectives from the objectives library
ii. Reevaluate plan population based on the eligibility profile and HR Changes.
iii. Refresh scorecards based on changes in eligibility and include additional objectives into the scorecards
iv. Reset scorecards status to resume objective setting
Plan Administrators can also perform other performance management plan tasks like:
b. Copy approved objectives from a previous scorecard to the new scorecard when a worker is transferred
to a new plan. In the case of appraisals, specific information from the scorecard is copied to the new
scorecard.
c. Complete an appraisal that is in Pending Appraisee Feedback status when a plan is republished
d. Extend the objective setting deadline for a specific worker.
e. Enable managers who are ineligible for a performance management plan to access the plan tasks and
set objectives for their subordinates who are eligible for the published plan.
f. Change the topmost supervisor of a published plan if the topmost supervisor is terminated or transferred
(in the case of Supervisor hierarchy alone).
g. Display appropriate information in the Appraisal Rating Summary Report based on the changes made
in the supervisor hierarchy.

3.43.7.1. Perform Mass Change of Appraisers
Using the Mass Change Main Appraiser feature HR Professionals can perform a mass change of main
appraiser of performance management plan appraisals and appraisals created using the Appraisals
function in a single transaction.
When HR Professionals search for performance management plan appraisals or standard appraisals to
perform a mass change of main appraisers, the application by default retrieves records where the main
appraiser in the workers appraisal is different from the current supervisor in the workers assignment
record.
If the main appraiser in the workers appraisal is the current supervisor and the HR Professional wants to
do a mass change of main appraiser to some other main appraiser, then the HR Professional has the ability
to make this change as well.
3.43.7.2. Use Configurable Print Options to Print Appraisals
Oracle Performance Management provides a configurable and flexible print option to print appraisals.
Managers and employee can choose the Print or Print All option to print their completed and in-progress
appraisals. When they select the Print option, users have the flexibility to select the form layout or the
table layout to print the required appraisal details. Users can further select the appraisal sections that they
want to print and these appraisal sections are based on the appraisal template configurations. The print
options are available for both performance management plan appraisals and standard appraisals, in the
Appraisals In Progress and Completed Appraisals tables. Customers can use the predefined Appraisal
Printable Template which is an Oracle XML Publisher RTF template to print appraisals in the PDF
format or create their own RTF template as per their business requirements.
3.43.7.3. Use New Questionaire Administration Feature
A Questionnaire Administration-New function is now available in the HR Professional responsibility.
Using this new function, HR Professionals have the ability to:
a. Create questions and specify the following options for the answers to the questions:
i. Free text
ii. List of values
iii. Drop-down list value or
iv. Long text
b. Define if some or all questions in the questionnaire are mandatory.
c. Re-order the questions in the questionnaire.
For a question with answer type list of values or drop-down list, the answer can be a value from a HR
lookup or a rating scale. The HR administrator must select the lookup or rating scale that the application
must display, for employees and managers to select the correct answer.
Long text answer type supports a limit of up to 4000 characters.
Enterprises can use the options provided in the Questionnaire Administration-New function to define
questionnaires as per their business requirements.
3.43.8. Release 12.2
3.43.8.1. Use Star Ratings to Rate Performance and Proficiency Levels.
Managers and workers can now use star ratings to rate performance and proficiency levels in
competencies. The star rating component is now available for Competency Profile and Appraisals
functions. In the Appraisals function the star rating component is displayed in the Competency Profile
region. This function enables enterprises to display performance and proficiency rating scales as star
ratings, instead of the conventional rating scale values. To use the star rating component, enterprises can
set the HR: Enable Star Rating for Performance and Proficiency Levels in Competencies' profile option.
ORACLE SUCCESSION PLANNING
3.45. Oracle Succession Planning
Oracle Succession Planning is a newly licensable product that is available for Oracle E-Business Suite
12.1.1 customers. Oracle Succession Planning includes the following three functions:
Succession Plans
Suitability Matching
Talent Profile
Note that Succession Planning was released after the base release of 12.1.1 and must be applied on top of
12.1.1.
3.45.1. Release 12.1.2
3.45.1.1. Succession Plans
The Succession Plans feature helps enterprises to:
Identify available and qualified talent pool.
Assess types of talent required to meet business goals.
Search talent pool for potential successors.
Create and maintain succession plans to ensure that critical roles are covered at all times.
Oracle E-Business Suite Releases 12.1.and 12.2 Release Content Document Oracle Succession Planning 138
3.45.1.2. Suitability Matching
The Suitability Matching feature helps enterprises to:
Use the Suitability Analyzer to compare competencies to identify suitable successors
Identify training and other development activities to close the gap between a worker's competencies and
those required by the enterprise.
3.45.1.3. Talent Profile Comparison Report

The Talent profile feature provides the following additional capabilities for Oracle Succession Planning
users
View nine-box matrices in a separate flash based user interface.
Talent Profile Comparison report that helps managers to compare two or more potential successors
while and allows adding potential successors from the talent profile page itself.
3.45.1.4. Update Succession Plan Extra Information Type for Workers

When planning succession for workers, managers can now directly enter additional succession
information about a worker, such as retention and succession potential and identify whether the worker is
a key person in the enterprise using the Employee Succession Details extra information. Managers do not
have use either Oracle HRMS or Oracle SSHR to provide this additional information.
3.45.1.5. Create Succession Plans for Contingent Workers
Typically, the composition of the workforce in any enterprise includes full-time employees, part-time
workers, and contingent workers who may occupy critical positions to complete specific projects. Oracle
Succession Planning helps enterprises to plan succession for such contingent workers for business
continuity.
3.45.1.6. View Talent Profile of Workers from Succession Planning Page
For effective succession planning, managers require to view the talent profile of workers to take an
informed decision about planning their succession. The Create Succession Plan page now includes the
ability to navigate to the talent profile of a worker for whom successors are being identified.
3.45.1.7. View Succession Plans of Ex-employees
Managers can now search for ex-employees, to gather information about the successors identified for
these ex-employees to plan for transition. This is very useful in cases where the transition couldnt be
effected before the last date of the employee and HR professionals and managers need access to the ex-
employee succession plan record to implement the succession plan.
3.45.1.8. View Employee Information in Popup Windows
HR Professionals and Managers can now view employee information in the popup windows of the Search
for Successors page in Succession Planning function and Find Suitable People: Suitable People page in
the Suitability Matching Function. The popup window displays contact information, organization, job,
position, location and supervisor information of employees. The employees photograph is also displayed
in the popup.
3.45.2. Release 12.1.3
3.45.2.1. Usability Changes in Succession Planning
Oracle Succession Planning now enables managers to:
Identify and track succession plans using a new Succession Plan Status field. For example, managers
can search for succession plans at the draft or active status.
Enter the Readiness Percent for potential successors, so that it is easy to identify how ready a potential
successor is to progress on to the identified role.
3.45.3. Release 12.1.3+

3.45.3.1. Enhanced Succession Planning
The succession plan has been enhanced in order to improve the process of identifying probable successors
and the ability to audit plans:
New attributes such as plan owner, plan name, and other relevant plan details have been added.
Users can add attachments to succession plans in order to document or support the decision making
process.
Attachments or notes can be added to each probable successor identified in the plan.
When a succession plan is created, key stakeholders of the plan can receive a workflow approval
notification.
The ability to view assignment changes for probable successors has been added to help HR Professionals
and Talent Managers evaluate, review, and manage succession plans.
3.45.3.2. Succession Planning Portals for Talent Managers and HR Professionals
Oracle Succession Planning provides talent managers and HR professionals with portals for quick access
to succession plans and to launch relevant actions from a single page. Talent managers can view the
hierarchy of workers reporting to them and can easily identify key and high potential workers within their
hierarchy. They can view details of plans available for such workers and process their plans. A dashboard
of plans that were recently reviewed and plans scheduled for review eliminates the need to search for this
information. Overall, the portal provides Talent Managers and HR Professionals with an easy to use
interface and rapid access to key information.
3.45.3.3. Succession Analytics
In this release, Oracle Succession Planning delivers a range of actionable analytics that help HR
Professionals and Talent Managers to administer the succession planning process effectively and
efficiently. The following four analytical reports provided are:
Readiness and Risk Analysis of Probable Successors: This report gives insight into the risk associated
with probable successors identified for key and high potential workers. The risk may be either in terms of
low readiness of the probable successors to assume higher responsibilities or inadequate number of
successors identified.
Turnover Analysis of Key Talent: Using this report, Talent managers and HR professionals can analyze
the turnover details of probable successors identified for key and high potential workers.
Succession Plan Details for High Potential Workers: To proactively plan and manage the succession
planning process in their enterprise, Talent Managers and HR Professionals can use this report to track
key and high potential workers with and without succession plans.
Succession Plan Effectiveness: Talent Managers and HR Professionals can use this report to evaluate the
effectiveness of the succession planning and management process based on the number of plans filled by
potential successors identified for such plans.
3.45.3.4. View Succession Hierarchy
The succession hierarchy is a visual representation of the successors identified for workers at each level.
It helps Talent Managers and HR Professionals to analyze the full impact of succession plans that are in
place, particularly at the higher echelons of the enterprise. The succession hierarchy also assists in
tracking succession changes, understanding any gaps in the succession hierarchy and assessing the impact
of these gaps on business continuity. This holistic view helps enterprises avoid the risk of mobility at
higher levels from cascading to lower levels in the organization. It also helps in replacement planning and
ensures that workers are ready to fill new roles at all levels as and when the need arises.
3.45.3.5. Succession Plan Administration
HR Professionals can now control the succession planning process across the enterprise. They can:
View succession analytics at the enterprise level, based on their access to data, and initiate appropriate
actions.
Define job and position based plans and assign them to managers who can then nominate probable
successors for such plans.
Define business permissions such as specify if contingent workers can be identified as probable
successors, whether managers can override the competency based search and add specific successors to
succession plans, set the maximum number of successors that can be identified for a plan. Other
permissions include the ability to display succession plans for terminated workers and set the maximum
number of succession plans a worker can belong to.
3.45.4. Release 12.2.5

3.45.4.1. Configurable Talent Matrix
With this release, managers and HR personnel can use Configurable Talent Matrix that provides
enhanced tools for succession planning and management. Configurable Talent Matrix replaces the
existing OAF based 9-Box Matrix and needs to be deployed on Oracle WebLogic Server (WLS)
server. The Configurable Talent Matrix feature:
Provides flexibility to define the grid or matrices in the box as per the business requirements of the
enterprise.
Supports various combinations for Performance, Potential and Retention matrices to identify
suitable successors.
Enables printing talent profiles of workers based on Configurable Talent matrix.
Saves different combinations for Performance, Potential and Retention matrices in templates, which
can be selected by the user to view the Configurable Talent Matrix for a particular combination.
Oracle iRecruitment
3.35. Oracle iRecruitment
3.35.1. Release 12.0.3 (RUP3)
3.35.1.1. Automatically Enroll New Hires into Compensation Plans Included in their Jobs Offers
Until now, when HR professionals hired iRecruitment applicants as employees, they manually enrolled
the new hires in the compensation plans offered to them. In this
Oracle E-Business Suite Releases 12.1.and 12.2 Release Content Document Oracle iRecruitment 96
release, HR professionals can automatically enroll new hires in the compensation plans included in their
offer letters by running the new iRecruitment Create Enrollment Process. This program processes the
compensation plans associated with an offer and creates the enrollment records for the employee.
3.35.2.1. Use the Changed Vacancy Status Field When Creating or Updating Vacancies
With this release, the following values are not available to managers in the Status field, when they update
or search for vacancies:
Pending
Unapproved
Rejected
3.35.2.2. Reconsider Terminated Applications

Recruiters and hiring managers can now reconsider applications that have been terminated by error or the
applications that need to be reconsidered. Recruiters will be able to reconsider terminated applications
using the Candidate Application Details page.
3.35.2.3. View Annualized Salary Details When Creating or Updating Offers
When managers create or update offers, the Salary Information region now displays annualized salary and
annualized FTE salary based on the selected salary basis and the proposed salary. iRecruitment considers
the work hours and work frequency of the applicant while calculating the annualized salary. For example,
you are creating an offer for an applicant for the position of a Manager position in Vision Corporation.
The default work hours of this business group is 40 and work hours frequency is Week. You select an
hourly salary basis where the hourly salary rate is $50. iRecruitment calculates the annualized salary as
(40 * 52 * 50) = 104000 and the annualized FTE salary as (40 * 52 * 50) = 104000. If the applicant
chooses to work 20 hours per week for the hourly salary rate of $50, then the annualized salary would be
calculated as (20*52*50) = 52,000.
This enhancement helps managers to enter correct salary for their offers.
3.35.2.4. Warn Managers Or Display an Error Message if an Active Offer Exists During Offer
Extension
Changes to the IRC: Allow Multiple Offers for Candidate profile option enable you to define the
appropriate setting for managers or recruiters when they try to extend more than one offer to an applicant.
If an active offer exists for an applicant, then you can warn managers that an offer already exists for that
applicant by setting the profile option value to Warning. You can also prevent managers from extending
more than one offer to an applicant by setting the profile option value to Error. When managers search for
an applicant to create an offer, they can verify whether an active offer exists for that applicant using the
Active Offer Exists column on the View Applicants page.
3.35.2.5. View Offer Status and Offer Last Update Date for Applicants
On the View Applicants page, managers or recruiters can view the offer status for applicants. This page
also displays the last update date for offers. This benefits managers, as they need not drill down to the
Candidate Details page to view the offer status.
3.35.2.6. View Offer Approval History
Recruiters or managers can view the approval history of an offer at any stage in the offer process. The
offer approval history details include the offer status, offer approver, approver type, approval status,
approval date, and any comments on the offer. Recruiters can view the offer approval history using the
Offers Workbench page. They can click the Approvers icon to view the approval history. For individual
applications, managers can view the offer approval history in the Offers tabbed region of the Candidates
Details page.
3.35.2.7. Search for Closed Offers
Recruiters can now search for offers that are closed with the following reasons:
Applicant declined acceptance
Applicant hired
Applicant withdrew application
Manager closed offer
Manager terminated application
Offer accepted by applicant
Offer declined by applicant
Offer expired
Offer rejected by approver
Offer withdrawn
3.35.2.8. Withdraw Offers

iRecruitment now enables recruiters and hiring managers to withdraw offers extended to applicants.
When applicants decline offers after acceptance managers can record this information using the Applicant
Declined Acceptance page.
Recruiters or hiring managers can withdraw offers that are the following statuses:
Pending for Approval
Pending Extend Duration
Returned for Correction
Approved
Extended
Hold
Closed, with offer reasons as Offer Accepted by Applicant or Offer Declined by Applicant
3.35.3. Release 12.1.1

3.35.3.1. Interview Management
Oracle iRecruitment delivers the Interview Management functionality that enables enterprises to manage
the entire interview cycle in their recruitment process. Using the Interview Management functionality,
recruiters and hiring managers can:
Schedule multiple rounds of job interviews for an applicant or for multiple applications for a vacancy.
Select the members of the interview team and define the primary interviewer if there are multiple
interviewers for a particular round of interview. Interviewers must be part of the recruitment team for the
vacancy.
Maintain interview information such as the interview schedule, contact information, and details about
the interviewers.
Provide feedback about the interview, add interview notes, and enter the result of the interview.
Reschedule, cancel, or place an interview on hold.
Recruiters, hiring managers, and interviewers can view the summary of their interviews on the My
Interviews region of the iRecruitment home page. The My Interviews region displays interview details for
the next N number of days.
3.35.3.2. Recruitment Communications
The recruitment process involves communication between recruiters, hiring managers, and candidates, for
example, communication about the status of applications and additional instructions about interview
schedules, or clarification about job applications. These are critical from a record-keeping standpoint.
Using the Recruitment Communications functionality, recruiters and hiring managers can communicate
with recruiting team members, candidates, and agencies individually or as a group. They can initiate a
topic or message and add recipients to it and can send messages to single or multiple applicants. The
recipients receive notifications for these messages. The recipients can respond to these messages from the
Communication tab of the Job Application details page. Additionally, users can attach documents to the
messages.
The recruiters and hiring managers can configure the communication properties at the vacancy level. If
processing the job applications is complete for a vacancy, then they can close the communication.
3.35.3.3. Employee Referrals
For many enterprises, employee referrals are one of the most efficient and effective sources of candidates.
The Employee Referrals functionality enables:
The recruiters or hiring managers to mark vacancies eligible for employee referral.
The employees to create candidate profiles, and refer candidates to vacancies available for referrals.
The employees to create candidate profiles and refer their candidates to managers who in turn can
pursue the candidates for suitable vacancies.
The candidates to provide the reference of an employee while creating their profiles or submitting job
applications.
Recruiters and hiring managers to search for candidates who are referred by employees.
3.35.3.4. Notifications for New Job Applications and Application Status Changes
Oracle iRecruitment enables the enterprises to define their own FYI notification rules (in Oracle Approval
Management (AME)) for actions performed in the iRecruitment application.
By default, managers, candidates, and recruiters receive these FYI notifications. Enterprises can configure
the Approvals Management rules to determine the recipients.
iRecruitment provides predefined notifications that notify:
The vacancy managers or recruiters and applicants about the application status changes.
The vacancy managers or recruiters when new job applications are submitted for their vacancies.
3.35.3.5. Enhanced Searches

iRecruitment provides the following additional search capabilities for recruiters, managers, and agency
users. They can search:
Vacancies based on Professional Area.
Applicants based on multiple application statuses.
Applicants based on any of the Phone Numbers available in the candidate profile.
3.35.3.6. Attachments in Vacancy and Offers

Recruiters and hiring managers can now add attachments to vacancies and offers. They can control the
access to the documents by adding separate documents for internal users such as members of the
recruiting team and for external users such as applicants. However, managers and recruiters can view both
internal and external documents.
3.35.3.7. Dashboards for Hiring Manager and Recruiter
To know the recruitment progress, hiring managers and recruiters require a summary of their recent
recruitment transactions without having to perform multiple searches.
iRecruitment provides a dashboard on the iRecruitment Home page for hiring managers and recruiters
that gives direct access to the recent vacancies, new applications for vacancies, and recently created or
updated offers. Managers and recruiters can view recruitment information for a specific time period using
the last N number of days. They can also view scheduled interviews for the next N number of days.
Managers or recruiters can use the Recruitment Summary link on the home page to review recruitment
summary information like number of vacancies, vacancies filled, offers accepted grouped by their direct
reports, recruiters and organizations. Managers or recruiters can drill down from this Recruitment
Summary page to the relevant vacancy, application, or offer details pages. iRecruitment displays the
recruitment summary details based on the responsibility that a manager or a recruiter uses.
3.35.3.8. Reconsider Terminated Applications
Recruiters and hiring managers can now reconsider the applications that have been terminated by error or
the applications that need to be reconsidered. Recruiters can reconsider one or more terminated
applications, from the View Applicants page.
Candidates who have voluntarily withdrawn their applications or whose applications have been
terminated by recruiters can now request for reconsideration of their applications from the Job
Application Details page. Recruiters or hiring managers can review the requests and reconsider these
applications.
3.35.3.9. Offer Withdrawal
Recruiters and hiring managers can now withdraw offers that are at any of the following offer statuses:
Pending for Approval
Pending Extend Duration
Returned for Correction
Approved
Extended
Hold
Closed: Offer Accepted by Applicant
Closed: Offer Declined by Applicant.
Recruiters and hiring managers can record the applicant response on Revoking Acceptance after the
applicant accepts the offer.
3.35.4. Release 12.1.2
In this release, Oracle iRecruitment aims at providing better user experience, introduces WEB 2.0 features
like RSS FEEDS and enhancements that improve recruitment processes.
3.35.4.1. Create External User Accounts for Candidate Records Created by Managers and
Recruiters
Oracle iRecruitment now provides an option to create a new external user account for candidates whose
profiles are created by managers and recruiters. This option brings in greater flexibility for these
candidates to maintain and manage their user account similar to external candidates. A new profile option
drives the creation of the external user account for candidates created by managers and recruiters.
Candidates registered by the manager or recruiter receive login credentials to log in to the iRecruitment
Visitor site. Using these details, candidates can search for jobs, apply for jobs, view the interview
schedules, and manage their account online easily.
3.35.4.2. Use RSS Feeds links when searching for Jobs
Site visitors and external candidates can subscribe to the RSS Feeds that allows users to get updated
information automatically on vacancies or jobs straight to their desktop, without having to visit the client
application.
Site visitors and external candidates, can subscribe to the RSS feeds after performing a job search. When
candidates subscribe to these feeds, they can view the newly created or updated information that match
the criteria provided during the feed subscription directly on their RSS feeds reader.
3.35.4.3. Use Hyperlinks in the Notifications to Navigate to iRecruitment Pages
Hyperlinks to the relevant transaction pages are provided on the notification messages. Using these
hyperlinks, users can navigate to the actual application pages directly from the notifications messages.
For example, when a candidate receives a notification for a communication message, the candidate can
directly click the hyperlink to navigate to the communication details page and reply to the message.
3.35.4.4. View Interview iCalendar file (.ics file) Attachments in Notifications
When interview events are scheduled for applicants, an iCalendar file (.ics) containing the schedule
information is attached to the notification messages. Users can thus export the interview details in the
iCalendar file into their calendar applications that support the
.ics format. This feature enables them to monitor their upcoming interview events easily in their calendar
application.
3.35.4.5. View Salary Amounts in the Corporate Currency
Oracle iRecruitment now provides the ability to view the salary in the corporate currency. A new read-
only field is available to recruiters, hiring managers, agency users and approvers in the create or update
vacancy, create or update offer, and other vacancy and offer view pages. This field provides salary
information after converting it into the Corporate Currency. For example, if the proposed salary amount is
entered as 5,000 USD and the Corporate Currency is set as GBP, then the corresponding value will be
displayed as 3085.905 GBP (assuming the conversion rate is set as: 1 USD = 0.61 GBP).
3.35.4.6. View Resume and Documents on iRecruitment pages
Recruiters, hiring managers, and offer approvers can view:
The resume and supporting documents uploaded at the application stage.
Other latest supporting documents uploaded as of the system date.
This feature empowers them to have the accurate details of the candidates profile during the job
application stage and the latest. A new region is available in the create or update offer review, offer
approval notification, and application details pages. This region provides the details of the resume and
documents uploaded at the time of submitting the job application and the latest supporting documents
available as of the system date. User can preview or download the documents directly from these pages.
3.35.4.7. Provide comments while withdrawing job applications or terminating job applications
iRecruitment now enables:
a) Applicants to provide comments when they withdraw their job applications
b) Managers, recruiters and agency users to provide comments when they terminate job applications in
the recruitment process.
c) Managers and recruiters receive a notification along with the withdrawal comments.
Also, Request Reconsideration feature that is used by the applicants for requesting reconsideration of
their terminated applications will be displayed only for self withdrawn applications. This feature will not
be available for manager or recruiter terminated applications.
3.35.4.8. Use Document type restriction for file uploads
Currently, when an applicant uploads a document such as a resume or a cover letter, iRecruitment does
not validate the document file type being uploaded. This makes the system vulnerable from files that
contain destructive code.
iRecruitment now provides an extensible lookup to control the document types that can be uploaded.
When the user uploads any other document type other than the ones configured, the system displays an
error, thus restricting the document types for upload.
3.35.4.9. View Job Details and Candidate Details in Popup windows on iRecruitment pages
External candidates can view the basic details of the job such as job requirements, skills required, salary
details etc in a pop-up window when they hover-over the Job Name. Managers and recruiters can view the
basic details of the candidate such as Work preferences, Skills, Qualifications, Previous employment
details etc in a popup window,
when they hover-over the Candidate Name. Candidate details pop-up is now available in all the Candidate
search pages: Prospect Pool, Individuals, Resume, and Applicants and View Applicant pages. Users can
use these pop-ups and avoid drill downs to detail pages to review candidate and job information.
3.35.4.10. Record Notes on Applicants
Recruiters and Hiring Managers can now record notes and comments using the inline attachments feature.
Using inline attachments, users can view and add notes in the popup window by hovering over the
attachments icon. Apart from text they can also add URL references and files as notes. This feature has
been enabled out of the box in the Applicants Search and View Applicants pages.
3.35.5. Release 12.1.3
3.35.5.1. Candidate Profile
Oracle iRecruitment now provides hiring managers and recruiters a user-friendly single page interface
with all relevant candidate details. The Candidate Profile page presents a comprehensive picture of
candidates and applicants and helps them analyze the candidate vs. the applicant pool.
The Candidate Profile feature enables Recruiters and Hiring Managers to:
View candidate or applicant profile information
View Application Details
View Applicant Pool Analysis, which provides information on how well the candidate fits a particular
vacancy in comparison with the others in the Applicant Pool, in terms of skill requirements, assessment
scores and salary expectation.
Print candidate profiles
Generate profile comparison reports of applicants
The Candidate Profile page presents the information in three regions namely Candidate Details,
Application details and Applicant Pool Analysis. Each of the regions facilitates quick and sophistication
in processing candidature and applications. This minimizes the number of clicks and improves the
productivity of recruiters.
3.35.5.2. Find Duplicates
Duplicate records can occur when candidates register more than once and submit job applications to
vacancies using different methods. Having the same candidate referenced with multiple accounts is
confusing and introduces inconsistency and redundancy in processing the same candidature multiple
times.
iRecruitment now provides an easy way for recruiters to find duplicate profiles that exist in the system
using predefined search criteria. Using the Find Duplicates functionality, recruiters can perform a find
duplicates search and link duplicates profiles that exist in the system. Once linked, recruiters and hiring
managers can review information of all the duplicate profiles from any one of the candidate details page.
3.35.5.3. HR-XML 2.5 Compliance for Job Board Posting
Oracle iRecruitment is now compliant with the HR-XML version 2.5 for Job Board Postings.
Enterprises can use this feature to post vacancies on to Recruiting Sites of third-party job board vendors
that have adopted the HR-XML 2.5 standards. iRecruitment generates an XML compliant with the 2.5
version.
3.35.5.4. Salary Basis and/or Proposed Salary fields non-mandatory
Currently, in iRecruitment, when an offer is created for an applicant, both the Salary Basis and Proposed
Salary fields are mandatory. When the Proposed Salary field is entered, a pay proposal is created for the
candidate. This forces the customer to administer pay using Salary Administration only, though Oracle
HRMS offers many other ways to remunerate employees.
Oracle iRecruitment now provides organizations with the flexibility to decide if candidates hired through
iRecruitment should have their pay administered using Salary Administration or not. By configuring a
system defined profile option, organizations can choose to either make both the Salary Basis and
Proposed Salary fields as non-mandatory or to make the Salary Basis and Proposed Salary fields as
mandatory. They can also enable the Salary Basis and Proposed Salary fields based on job, position, grade
or organization attributes.
3.35.5.5. Dated Updates for Application Statuses
Currently, application status updates done in iRecruitment take the system date as effective date. But,
recruiters and managers cannot always make these changes on the date the event actually happens.
With this release, iRecruitment provides a new feature to Recruiters and Hiring Managers to specify the
effective date for each application status update. So with this change, managers can accurately disposition
the records in iRecruitment.
3.35.5.6. Offer related changes for Employee Applicants
When a manager creates an offer for an employee applicant in iRecruitment, the Compensation page now
displays the details of the ICD plans that the employee is currently enrolled in. These details help the
recruiting manager to make an informed decision on compensation given as part of the offer. The Review
page also provides a comparison between the current employee assignment and the proposed offer
assignment.
3.35.6.1. View Application Details of a Hired Applicant
Hiring managers and recruiters can now view application details of hired applicants. This change helps
managers and recruiters to view:
Complete job application history of a hired applicant
Referral details to award referral bonuses
All applications submitted by an applicant including the hired application
Other additional information and enterprise specific details configured via flexfields.
3.35.6.2. Initiate Self Service HR Applicant Hire Process from Offers

To hire iRecruitment applicants, hiring managers and recruiters can now initiate the hiring process
directly from the iRecruitment application. This enables hiring managers and recruiters to initiate the
applicant hire process from the offer details page instead of navigating to Oracle HRMS or Oracle SSHR
to hire iRecruitment applicants.
3.35.6.3. Dynamically populate the Vacancy and Application Status LOVs in iRecruitment
Enterprises can now configure the list of valid Vacancy, Application Status, and Application Status
Change Reasons using user tables. It is now possible to dynamically populate the vacancy status LOV
based on the current status of the vacancy. For example, using user tables the system can be configured to
populate the vacancy statuses LOV with Closed, Hold or Under Review statuses, when the current status
of the vacancy is Approved .
The steps involved in configuring the user tables to dynamically populate the Vacancy status LOV
include:
- Creating a user table, for example: IRC_VACANCY_STATUS_UT
- Creating two columns, for example: IRC _CURR_STATUS_COLUMN and IRC
_NEXT_STATUS_COLUMN
- Creating the required statuses in the VACANCY_STATUS lookup
- Creating the mapping between the current status and possible status.
Enterprises can employ similar approach for dynamically populating the LOVs for Vacancy Statuses,
Application Statuses and Application status change reasons.
3.35.7.1. Access to internal job site for contingent workers
With this release, Contingent Workers can search and apply for internal jobs using iRecruitment.
Contingent workers can track their job applications, interview schedules, communicate with the
recruiters, and receive job offers online.
Enterprises can assign the iRecruitment Employee Candidate responsibility or, any custom employee
candidate responsibility having appropriate Employee Candidate permissions. Depending on the business
requirements, enterprises can enable contingent workers to apply for internal, external or both internal
and external jobs.
3.35.8.1. Applicant Time Resume
With this release iRecruitment provides an option for hiring managers, recruiters, and agency Users to
view resumes uploaded at the time of submitting job applications. Document uploaded at the time of Job
application is referred as Application Time Document. Prior to this release, latest resume for the
application was displayed in the View Applicant page. Two new Application Time Resume and
Application Time Resume Preview columns are available on the pages to enable managers or recruiters to
view resumes added by applicants at the time of job application. These columns are hidden by default and
can be enabled using the OAF Personalization feature. Users can enable these columns by setting the
appropriate property to True in personalization page .
3.35.8.2. Administer Assessment in Multiple Languages
With this release assessments can be created and administered in more than one language. Candidates can
attempt the registration or application test based on their preferred language, if the assessment is
configured for their preferred language. iRecruitment displays assessment results based on the language
the candidate has attempted the test. In
addition to the assessment results, they can preview applicants' resumes or download resumes to gather
further information.
3.35.8.3. View All Scheduled Interviews
From this release onwards, iRecruitment users like hiring manager or recruiting team member can view
the interview schedules for all the vacancies they are involved in, irrespective of the responsibility they
have chosen to log in.
The Interviews region in the Manager or Recruiter home page, displays interviews for all vacancies that
managers or recruiters are involved in, as hiring managers or recruiters or members of the recruiting team.
3.35.8.4. Upload Offer Letters When Creating or Updating Offers
Oracle iRecruitment now enables a manager or recruiter to upload a manually created offer letter when
creating or updating an offer. Prior to this release, manual upload of offer letter was possible only after the
offer was approved and from the Offers Workbench functionality.
With this change, managers or recruiters can create offer letters manually, click the Upload button on the
View Offer Letter page when they create or update offers and upload the offer letter. However, if an offer
that has a manually uploaded offer letter is saved for a later date, then the manager must upload the offer
letter again when the offer transaction is processed from the Save for Later table.
3.35.8.5. View Complete Interview Location Address Details
With this release, the interview notifications that applicants and interviewers receive in iRecruitment
display the complete location address details.
3.35.8.6. Control the Ability of Managers to Apply for Vacancies Created by Subordinate
Employees in Their Supervisor Hierarchy
Enterprises can control the ability of managers to apply for vacancies created by employees in their
supervisor hierarchy using the new IRC: Allow job application in subordinate hierarchy profile option.
3.35.8.7. Auto Complete Disabled for Certain Fields in iRecruitment
Prior to this release, the entries made in the web browser when using iRecruitment were retained and the
previously made entries were visible. In this release, to protect user information and enforce security, the
auto complete feature is disabled in some of the iRecruitment pages and fields.
3.35.8.8. Enter Key Mapped with Go Button for Specific Fields in iRecruitment
To improve user interaction, the Enter key is mapped to Go button for specific fields in a few
iRecruitment pages. Users can press Enter key instead of clicking the Go button. When the user presses
the Enter key from specific text fields, submit or search happens automatically without user intervention.
3.35.8.9. Avoid Issues When Using DMZ Instance for iRecruitment
In a DMZ enabled instance for iRecruitment, accessing iRecruitment Style Sheets and DTD from
OA_HTML directory may cause issues during candidate registration, resume parsing, background check,
and job postings to third-party recruiting sites. If you are using a DMZ enabled instance for iRecruitment,
then you can set the IRC: Avoid accessing stylesheets during URL formation profile option to avoid such
issues. This profile allows reading the style sheet content directly from the file system instead of reading
it through a
URL formed using the Application Framework Agent, thereby preventing any connection issues.
3.35.9. Release 12.2
3.35.9.1. Multi Location Vacancy
Oracle iRecruitment now enables enterprises to create a vacancy with multiple locations, instead of
creating multiple vacancies for each location.
The multi location vacancy feature enables hiring managers and recruiters to:
Create a vacancy in multiple countries and locations
Create a vacancy with multiple locations in one country
Generate and extend offers in the desired country, after processing the job applications.
The multi location vacancy feature enables candidates to:

Search for jobs based on any of the locations identified for the vacancy
Choose their location preference while submitting job applications.
ORACLE COMPENSATION WORK BENCH
3.3. Oracle Compensation Workbench
3.3.1. Release 12.0.2 (RUP2)
3.3.1.1. View All Compensation Detail Reports without Changing Responsibilities
RUP2 delivers the ability for compensation administrators to view Compensation Detail Reports based on
the HR security profile instead of the manager hierarchy. For example, administrators can now view all
employees of a particular country without having to access or switch to a senior executive responsibility.
Additional enhancements to the Compensation Detail Report page include:
Employee information, which was previously displayed in a single table, is now grouped using tabs.
The plan selection page and the parameters page of the old report have been replaced by filters that
can be hidden in the report page.
A new check box, Do Not Restrict By Hierarchy is added to the filters.
A salary statistics tab will display plans that have salary adjustment. The report can be downloaded in
a spreadsheet format based on filter specifications.
3.3.1.2. Provide Responsibility-Based Plan Access to Administrators

This enhancement allows organizations to regulate administrator access to plan information in
Compensation Workbench. In Release 12, administrators have uncontrolled access to all plans in the
Compensation Workbench setup, presenting potential security and data privacy issues. Now, an
administrator can be granted super administrator privileges, enabling him/her to access new setup pages
where he/she can
Oracle E-Business Suite Releases 12.1.and 12.2 Release Content Document Oracle Approvals Management 9
map the responsibilities of other administrators to the plans that they are allowed to access. These same
setup pages can be used to revoke access, if needed.
This security mechanism is not enabled by default and does not change the default behavior of
Compensation Workbench. If Plan Security is required, super administrators can enable it from the
Compensation Workbench preferences page.
3.3.1.3. Reduce Post Processing Time between Multiple Business Organizations
To enable more powerful filtering capabilities in the Compensation Workbench Post Process, a new
parameterPerson Selection Rulehas been added to the Post Process parameters page. By selecting a
rule (or fast formula) defined as type 'Person Selection' users can filter the employee population eligible
for processing. Multiple organizations can now be processed in parallel, for example, by using a Person
Selection rule defined to identify certain employees across different organizations.
This new parameter is optional and is available when submitting the Compensation Workbench Post
Process request from the Compensation Workbench Administrator's home page or as a concurrent request
from the Professional User Interface.
3.3.1.4. Perform Dynamic Calculations in Multiple Columns
This enhancement allows users to define dynamic calculations on the rate columns, specifically the
worksheet amount rates, separately from the custom columns (custom segments 1 to 20). Additionally,
users can define a condition and condition results using column names, and define custom errors and
warnings based on their requirements.
This feature needs to be configured and enabled by the Administrators; therefore customers who do not
wish to use it will not be impacted.
3.3.2. Release 12.1.1
3.3.2.1. Anniversary Date Based Awards
Currently, Oracle Compensation Workbench allows employee rewards to be paid out on a single day
across the eligible population. This enhancement provides the ability to reward employees based on an
anniversary or variable date. The award effective date could be based on an employees latest hire date,
date of last pay increase or promotion, or any other reference point. You can define your business rules to
determine award effective dates for employees. Reward effective dates can be defaulted into the
Compensation Workbench worksheet where managers may or may not have the ability to make updates.
This allows managers to do up front budgeting and allocate compensation based on the individual
employees award effective date.
3.3.2.2. Print Total Compensation Statements for Groups of Employees
Currently, you can print statements for one employee at a time. With this enhancement, you can print
statements for groups of employees at the same time. A new Print Employee Statements batch process and
a new UI to submit this batch process are now available. The administrator can also generate sample
statements before submitting the final print job.
This enhancement provides an efficient way to print and distribute hard copies of Total Compensation
Statements to employees.
Additionally, enhancements have been made to the selection method for the existing Generate Employee
Statements and Purge Employee Statements batch processes. The Generate Employee Statements process
will evaluate any eligibility profiles defined in the statement setup in addition to the parameters selected
allowing them further filter the
Oracle E-Business Suite Releases 12.1.and 12.2 Release Content Document Oracle Compensation Workbench 10
employee population. The administrator now has more flexibility when selecting the employee population
for whom statements are to be generated or purged.
3.3.2.3. Display the Worksheet Manager in the Switch To Manager Search Page
Currently, the search results on the Switch To Manager page only provide the employees supervisor.
When an employee has been reassigned from one manager's compensation worksheet to another, the
worksheet manager becomes different from their supervisor thus making it difficult for managers to
search and identify the employees actual worksheet manager.
With this release, managers and administrators now see the employees worksheet manager in addition to
their supervisor in the Switch To Manager search results within the compensation worksheet thus making
it easier to identify the correct worksheet manager to whom they need to switch.
3.3.2.4. New Salary Proposal to be Explicitly Approved
Currently, when a new salary proposal is created for a new hire in salary administration it is automatically
approved by default even if the user does not have the correct approval. This enhancement now offers the
ability to explicitly control approvals for new salary proposals.
The enhancement ensures that the new salary proposal approval is SOX-compliant.
3.3.2.5. Update Percentage of Eligible Salary in Employee Administration
Compensation Administrators are now able to update or override an employees percentage of eligible
salary in Employee Administration. Previously this could only be updated via the allocation worksheet.
3.3.2.6. View Performance Appraisal Details in Compensation Workbench
Customers who use Oracles EBS Performance Management can now view an employees latest
completed appraisal directly from the Oracle Compensation Workbench (CWB) allocation worksheet.
This means managers can review their employees latest completed appraisals from within CWB without
having to switch responsibilities to Performance Management.
Previously managers were only able to view their employees final rating when rewarding their
employees. Being able to view employee performance appraisal details directly from within the CWB
worksheet will allow managers to make more informed decisions when rewarding their employees.
Overall this feature offers a more tightly integrated Talent Management solution.
3.3.3. Release 12.1.2
3.3.3.1. Streamline the Promotions and Allocations Process with Enhanced Compensation
Workbench Spreadsheet Download/Upload Features
Compensation administrators and/or managers can now use the following new features that enhance the
Compensation Workbench (CWB) spreadsheet download and upload mechanism and provides the ability
to:
Personalize the CWB spreadsheet download column prompts (labels) for each plan. Especially useful
for Service providers who host different organizations on a single software instance, compensation
administrators can utilize this feature to provide unique labels for each organization's plans to meet the
different business requirements.
Use the spreadsheet capabilities to update employee promotion data and upload the changes back to
Compensation Workbench. Compensation Managers with large populations of employees for whom they
have to make job, grade, position or other promotions-related changes will appreciate a streamlined
promotions process.
Upload Custom Segments and Other Rate values to Compensation Workbench. Currently, compensation
managers can update custom segments and other rates only through the CWB worksheet which can be
cumbersome. With this feature, they can upload custom segment and other rate changes at the same time
which will help to simplify and make the allocations process more efficient.
3.3.3.2. Display Market Salary Survey Data in Compensation Workbench

Compensation workbench now enables compensation managers to compare their employees' salaries to
the prevailing market average wages (market average wages that is imported into or set up in Oracle
HRMS system), thus ensuring equity in pay when rewarding their employees.
3.3.4. Release 12.1.3
3.3.4.1. Performance and Promotion History Popup in Worksheet
Performance and Promotion history, including such details as current and prior ratings, rankings, job
and/or position changes can now be viewed with one click in the compensation allocation worksheet in a
pop up page.
Giving compensation managers the ability to see their employees Performance and Promotion history in
one place using one or two simple clicks will help them to make better and more informed decisions
when rewarding their employees.
3.3.4.2. Post Zero Salary Increases
Compensation administrators now have the option to post zero (0.00) salary increases or increments for
employees from Compensation Workbench to HR. This means there will now be a record of a zero
change amount in salary proposals of employees who did not receive any salary increase.
3.3.4.3. Control Period for Viewing Appraisals in Compensation Allocation Worksheet
The ability to view employee performance appraisal details from within the compensation allocation
worksheet has been further improved by allowing the administrator to control the date after which
completed performance appraisals will be available for managers to see.
If there are multiple years of performance appraisals in Performance Management, and/or employees only
have completed appraisals from the previous year and not the "current" period, when the new year's CWB
plan is opened, managers will only see their employees' performance appraisals from the previous period.
This feature will ensure managers will only see the latest completed appraisals for their employees when
making compensation award decisions for the current period.
3.3.4.4. Refresh Plan, Employee and Summary Data from Compensation Workbench Home Page
Prior to this release, the Compensation Workbench Refresh process was only available in the Professional
User Interface. Now it is available to administrators on the
Compensation Workbench home page allowing them to refresh plan, summary or employee HR data all
within Compensation Workbench.
3.3.4.5. Ensure Employees New Salary is within Grade Range
This new features gives compensation managers and administrators the ability to optionally validate an
employees new salary amount against their salary grade range. This helps to ensure managers comply
with company compensation policies as well as better pay equity for employees.
3.3.5.1. Proposed Grade Range, Proposed Grade Midpoint and Proposed Comparatio now
Available for Spreadsheet Download
The following fields are now available to download to spreadsheet: Proposed Grade Range, Proposed
Grade Midpoint, and Proposed Comparatio. This helps managers who need to work offline or who do not
have access to Compensation Workbench to make better and more informed business decisions during the
compensation planning cycle.
3.3.5.2. Run the Back-out Compensation Workbench Life Events Process for Single Person
Administrators can now back out the Compensation Workbench Life Events process for a single
employee, offering a simple way to back out just one person. Until now, the only way to accomplish this
was to write a person selection rule.
3.3.5.3. Optionally Hide In Progress Salary Increases in Employee History
Enterprises may not want their managers to see salary increases that are in progress if they only have
access to non-base salary type compensation plans. Even if managers do have access to base salary
compensation plans, it can be confusing to see an In Progress row for an employee's salary increase not
yet in effect. Compensation Workbench now offers the option to suppress In Progress rows for salary
increases from being displayed when viewed in Employee History.
3.3.5.4. Download Data Using Web ADI
You can now download data to an Excel spreadsheet using Web ADI for the Employee Stock Option
History and Employee Compensation History reports. You can also now download the Post-Process
Summary and Error reports. This is useful for managers with a large number of employees when
performing audits and/or reconciliation of compensation allocations.
3.3.6.1. Email Employee Compensation Statements
Until now, administrators and managers could only print hard copies of employee compensation
statements and manually distribute them. With this release, statements can now be securely emailed to
employees. Administrators can also send statements to a test email account to verify and resolve any
issues before emailing the official statements. This results in employees receiving their statements quickly
and efficiently, broadening the communication channel between administrators, managers and their
employees.
3.3.6.2. Email Total Compensation Statements
In addition to viewing their statements online via Employee Self Service or receiving a
printed hard copy, employees can now have their total compensation statements emailed to them.
Administrators can choose to email total compensation statements en masse or select a group of
employees just like they can with the mass print process today. They can also "test drive" emailing
statements to resolve any issues prior to emailing the official statements to employees. The addition of the
mass email option helps companies to directly communicate with their employees, even in cases where
employee self service is not offered.
3.3.6.3. Back out Compensation Workbench Postprocess
Backing out postprocess is required in the event that the compensation changes were posted on the wrong
effective date or the wrong group of assignments was processed, or if any corrections are required on a
mass scale. Until now, there was no way to back out the changes posted to the HR system as the existing
back-out process meant also backing out all the changes done in Compensation Workbench, such as
budget allocations, awards allocations as well as worksheet submissions and approvals.
Compensation Workbench now offers the ability for administrators to only back out the updates to
employee records in the HR system while allowing the updates in Compensation Workbench to remain
intact. The new Back-out Postprocess allows administrators to optionally back out performance ratings in
addition to compensation award amounts. Additionally, they can also choose to return compensation
worksheet control back to the managers in the event further changes need to be made before re-posting.
This new feature streamlines the corrections process after posting has already taken place, making the
compensation awards process overall much more efficient and flexible, resulting in a potentially huge
cost savings to employers.
3.3.7.1. Download/Upload Allocation Worksheet Comments
As part of the compensation allocation process, managers use the Comments field in the worksheet to
make additional notes to assist with approval justifications, as an example. Managers need a means of
communicating additional comments or notes per employee when performing reward allocations offline
as well. With this release, it will now be possible for managers to not only view and update the comments
in the downloaded spreadsheet, but they can also update existing or add new comments and upload them
back to the worksheet.
3.3.7.2. Optionally Disable Drill Down Hyperlink in Online Total Compensation Statements
When viewing their total compensation statement online, an employee can use a hyperlink to drill down
to view the details of applicable compensation rewards, such as viewing their salary compensation per
pay period. Administrators now have the capability to optionally disable this hyperlink for certain
compensation statement items and categories in the event that they require only summary totals to be
viewable by employees.
3.3.7.3. Display Position Title in Employee Total Compensation Statements
With this release, administrators can choose to additionally display an employees position title (as
opposed to just their job title) on employee total compensation statements. Many companies store position
information for their employees either in
place of or in addition to job information. Providing the option to additionally display an employee's
position gives administrators additional flexibility when creating total compensation statements.
3.3.8. Release 12.2.4
3.3.8.1. Apply Digital Signatures to Authenticate Emailed Employee Statements
Compensation Workbench administrators can email compensation statements to employees as PDF
attachments. With this new feature, administrators can optionally configure and apply a digital signatures
to these emailed employee statements. This provides additional authentication which helps to further
secure the online communication process. To take advantage of this new feature, administrators use the
Email Statements option that is part of the Employee Statements task.
3.3.8.2. Apply Digital Signatures to Authenticate Emailed Employee Total Compensation
Statements
Compensation administrators can email total compensation statements to employees as PDF
attachments. As these total compensation statements are distributed electronically, it is important that
recipients be able to verify document authenticity and integrity. This new feature fulfills this requirement
by enabling administrators to optionally configure and apply a digital signature to emailed employee
total compensation statements. To take advantage of this new feature, compensation administrators use
the Email Employee Statements batch process.

Oracle HRMS RCD Filtered

Diunggah oleh

Informasi Dokumen

Hak Cipta

Format Tersedia

Bagikan dokumen Ini

Bagikan atau Tanam Dokumen

Opsi Berbagi

Apakah menurut Anda dokumen ini bermanfaat?

Apakah konten ini tidak pantas?

Hak Cipta:

Format Tersedia

Oracle HRMS RCD Filtered

Diunggah oleh

Hak Cipta:

Format Tersedia

Oracle HRMS (UAE)

3.32.1. Release 12.0 HRMS RUP7

3.42. Oracle Payroll

3.43.3.6. Display Competency and Objectives Scores on Workflow Notification Page

3.43.6. Release 12.1 HRMS RUP5

3.43.7. Release 12.1 HRMS RUP6

3.45.1.3. Talent Profile Comparison Report

3.45.1.4. Update Succession Plan Extra Information Type for Workers

3.45.3. Release 12.1.3+

3.45.4. Release 12.2.5

3.35.2.2. Reconsider Terminated Applications

3.35.2.8. Withdraw Offers

3.35.3. Release 12.1.1

3.35.3.5. Enhanced Searches

3.35.3.6. Attachments in Vacancy and Offers

3.35.6.2. Initiate Self Service HR Applicant Hire Process from Offers

The multi location vacancy feature enables candidates to:

3.3.1.2. Provide Responsibility-Based Plan Access to Administrators

3.3.3.2. Display Market Salary Survey Data in Compensation Workbench

Anda mungkin juga menyukai