Continuing our discussion with the manage enterprise HCM information task, we're

now going to take a look at entering person named languages. So each enterprise
identifies a global name language and person names appear in the language by
default. Users can set Preferences to select the language in which they wish to
see the display name version of a person's name.

So if I go back into the system, you're going to see right here Global Name
Language. And you'll notice it says US versus English. So we know that we have
different versions of English. Is it us English? Is it UK English?

So you'd specify here the name language. So if I click on the dropdown and I go
to search and I say Advanced and does not equal XX, you could see all of the
different languages that you could select. So when you create a person record,
you can also enter a local name.

So for example, we might within Oracle USA our global name is American English,
but we track local names. So I can actually look at someone's name in Japanese or
Chinese, for example. So you can enter someone's global name, but you can also
capture their local name given that you have a keyboard where it will take those
types of characters.

Next thing we have is something called examining the person check duplicate
check. So the idea is we know that everyone who's added into the system gets a
person number. So when somebody is applying for a job and they're asked, did you
used to work for Oracle, well, if my husband was applying for a job at Oracle, he
would say no. But he does already have a person number because he's my contact.

So there could be many reasons why you want to check when you're adding someone
into the system to make sure they're not a duplicate. Specify at the enterprise
level whether to search for duplicates when importing person records by using HCM
Data Loader. So you can also look for this online, so if I'm manually hiring
someone into the system.

And then you have various choices. So I'm going to go back into the system. I'm
just going to cancel out of that. And we're talking about this field right here.
And so you've got several different choices.

So I want to talk a little bit about this. So the enterprise option person
creation duplicate, check controls weather checks for duplicate person records
occur by default when you're loading person records in bulk. If you select the
person duplicate check attribute on the worker object, then the current setting
of the person creation service duplicate check applies. If you include the person
duplicate check attribute, then the current setting of the person create
duplicate check is ignored for the relevant records.

This person creation duplicate check actually can have one of the following, so
ORA none or blank values, no duplicate checking occurs. We also have ORA, LN,
FIN, DOB generation, either the last name, first name, initial, date of birth,
gender, or national ID. We also have last name, first initial, date of birth,
gender, national ID. So you've got these choices.

And then we also want to check NID. So only check national ID. The None through
the Last Name, First Initial, and so on, those were items that we delivered for
person duplicate check for quite some time.

And then a few releases ago, we added several additional options. And those are
the ones that you see listed closer to the bottom. And they might also be listed
in your training manual. So I'm going to jump into some more information about
that.
What I want to point out, so some of the things that I said, you can specify at
the enterprise level whether to search for duplicates when creating person
records in Data Loader or the new hire flows. So when you're using the
mobile-responsive pages-- add an employee, add a contingent worker, add a
non-worker-- use the manage enterprise HCM information task to set which one you
want, which is what we're looking at now. So you can also request a duplicate
person check for individual work objects through Data Loader.

So down below this page, I just want to point out some additional items. So the
application checks for the national identifier, country type, and country in the
person's record. So it's not just looking at SSN. It's looking at the type of ID.
So Social Security matches social insurance numbers. If the national identifier
value is null, no duplicates are found.

The next one last name, first initial, date of birth, or NID country type ID, the
application checks for the national identifier record with the same country and
type. Alternatively, it checks for the last name, first name, and date of birth.
So with these choices, if I find Social Security number in that number, it's
absolutely a match. If I don't find that, we have other options.

So that's what you're seeing here with these ORs. And then where it says Other
Options, you can see the ones that we've delivered before we started to deliver
this country type ID. And this is just in docs.oracle.com that you can access at
any time.

The next section that we're going to have within enterprise information is some
information about user and role provisioning. So if I go back into the
environment, and I'm going to start to collapse some of these sections. And so
what we're talking about is provisioning security. So I'm just going to go ahead
and expand that section.

And then here you see user and role provisioning information. So if you go on to
take the Oracle HCM Cloud security class, you'll hear more about this
information. But if you're the security administrator, we can have it-- so when
you hire someone into the system or if you add a contingent worker or non-worker,
do you want a user ID automatically created? user account creation. So you might
have it set to absolutely, you want to create a user account. But if you're
utilizing your on-prem, your single sign on and you're going to have the user
account created there, and then you're going to bring that user account into
their security information HCM Cloud, you wouldn't have it created.

The next thing is whether you want the account created or not because you could
load that in from your LDAP, do you want to do role provisioning? So in security,
you have the ability to provision roles. They're hired as an employee, so they
automatically get the employee role. They're added as a contingent worker.
They're hired as an HR specialist.

So you can create provisioning rules. You want to maintain the account
information and then finally, user account creation for terminated workers. It's
very common during your implementation to bring over not just your active
employees, but terminated workers as well maybe within the last so many years.

Do you want accounts created for them? That can be especially important if you
allow your terminated workers to have access to maybe a subset of employee
self-service tasks. And then there are two sections here that are used by
payroll. So you'll learn more about that when you go on to payroll.

So if I go back to the slides, here we can see our role provisioning options. The
next thing you see is there are several sections that cover how do you want to
utilize positions within Oracle HCM Cloud. So there's a section on position
synchronization. There's a section on position incumbent validation. There's a
section on position hierarchy and position code generation method.

So I'm going to go back into the system and point out those sections. But please
note, I cover each of these in detail in the session called Managing Positions.
So I'll go through each configuration option a little bit later on. If you're not
going to be utilizing position, certainly, you don't have to listen to that
session.

So back into the system. And then we can see them here. We've got position
synchronization for a high level, meaning if you create positions and you put a
worker into a position when you hire, transfer, promote them, when you tab out of
the position field, it should automatically populate which other fields? So
department, job, location, and so on.

And if override is off, it would mean those fields are going to be populated, and
they're read only. So if you need to change any of those things, it would be done
at the position level. So we'll cover all of those in detail in a later lesson.
We'll also cover this position incumbent validation. So basically, high level, if
I try to hire someone or transfer someone into a position that's fully allocated
or fully filled, I can get an error message if you don't allow overlap.

If I scroll down a little bit, we also have position hierarchy. So, how do we
determine who your manager is? Do we utilize something called position hierarchy,
which is parent position or are we utilizing trees?

We also have a field under workforce structure configuration for position code
generation method. So when I show you some of the positions a little bit later
on, some of the examples in our training database like, the position code is
alphanumeric. And that's because we created those prior to turning on this
functionality. But if you utilize auto generation of position number, whether it
is automatic prior to submission or on final save, those are some of your
options, if we take a look there.

It's going to be just numbers. And along with this, you've got your initial
position number. So the first time you create a position, this is the number
that's going to be used.

And then we work our way up from there. This item doesn't have to do with
positions, but it does talk a little bit about guided flows for future-dated
records and then some things around job method generation. So we'll come back and
talk about those a little bit later.

The next section, we have is called configure employment-related options. So

guided flows, future-dated validation. So I showed you there was a setting for
workforce structures. This is another field that's used for employment flows. Am
I allowed to future date transfers promotions, things like that?

Employment approval region collapse. Validating existing subordinates for

termination and default enterprise seniority information. So you can see the
definitions and all of these things in the Implementing Human Resources Guide in
docs.oracle.com. But let's go back in the system and point them out.

So I'm going to collapse some of these position fields again, just because it's
easier to see the sections. And so under Workforce Structures where we saw the
initial position code, we've got this Guided Flow Future-Dated Records
Validation. And this has to do with when you're configuring workforce structures,
you're doing your maintenance on workforce structures.

If I collapse that and expand the employment configuration options, we've got a
similar option here under employment. So you'll use this option to control
whether managers or HR specialists, anyone who has access to things that update
the assignment, a transfer promotion, assignment update, change assignment can
update assignments with future-dated records. Yes, we're going to let you do it.
But a warning, hey, did you really mean to put that promotion in for October 1,
maybe did you really mean August 1, or error, we don't want you to do it at all.
So that's basically what your options are for that field.

The next one, validation for existing subordinates at termination. So if you're

using positions and you terminate someone who has direct reports via parent
position, it will automatically assign their direct reports to the position one
level above them. But if you aren't utilizing positions, if you terminate someone
who has direct reports, you have to manually reassign their direct reports. And
you could actually do that as part of a termination.

So Steve is terminating. He has 10 direct reports. As part of the termination, I

can say, well, three of his reports are going to go to Jeff, three of his reports
are going to go to David, and three of his reports are going to go to Joe, and
then one report that we have left maybe we're not sure where they're going yet.

If you have validate for existing reports on error, if you don't reassign Steve's
direct reports, it won't let you terminate him. None, we don't do validation.
Warning, it'll give us a warning that says, hey, you haven't reassigned his
direct reports, but it still lets you submit the termination.

So this is a really great way to not have to prevent your hierarchy from having
gaps. So when we're not using positions, and we want to look at the org structure
and for approvals, we have to send approvals to the manager or manager's manager.
If we don't make sure that we always have that chain not broken, we could be
missing something. So just a really great item.

Then the next one for the employment approval region collapse, often when you're
looking at summary pages, there can be a section that we'll see collapse as
approvers. And it's collapsed because this is set to Yes. The reason we do that
is when you click on Next to go to the Summary page, it has to evaluate your
approval rule and create what's called an approval tree.

So if you have very complex approval rules, it might take a little while to
generate that approval tree. And so just from a performance perspective, if it's
collapsed, it doesn't actually generate it until you submit the transaction. So
just ease of use-- you could certainly test out your approvals to see if that's
going to be necessary.

And then default enterprise seniority date, you'll use this option to control
whether enterprise seniority dates are automatically populated when you create a
new work relationship. And there's configuration around seniority dates, and I'll
show you that in a later lesson. You've got some information here underneath
about recruiting. So it's got automatic converting of pending workers.

So if you're using Oracle Recruiting Cloud or you're bringing in applicants from

Taleo Cloud, they come in as a pending worker. And you could set it that you want
to do automatic conversion. So you can run a process to automatically convert
them to a worker. If you have it set to Yes here, you can run that process maybe
on a nightly basis. You can at the individual worker level say, we don't want to
include this worker in the auto process. If someone needs to be excluded.
There are a few other sections on the Enterprise HCM Information, including
defining minimum search characters. So this is just when you go to a search for
an organization-- a grade, a grade ladder, a grade rate-- how many characters do
you have to enter at least in order to get some search results? So the minimum
search characters are used to search for the name and code for each search page
depending upon the number of objects.

So for performance reasons, the minimum value is one. If your organization has
detailed department structure with large numbers of departments, is it
recommended to use three characters to search, for example? So you can set that
on the manage enterprise HCM information. All right.

So that's going to take us to the end of this two-part discussion on manage

enterprise HCM information. Remember, this is really our highest level table
where we set up some system processing-- what is the employment model you're
using? What is the person name language?

Are you using position management settings? How are you generating person
numbers? So hopefully, you understand this information. Please, make sure that if
you're a system integrator and you're looking at studying for the exam, that you
review the video portion that I've done as well as go through and read all of the
documentation associated with this course.