Oracle Fusion HCM

GEETHIKA CHILAMANTHULA
Oracle HCM Cloud: Overview
Application Page components

 Navigation tools in the global area at the top of the page

 Content and task panel drawers on the left side of the page that reveal pages
with additional tasks and content
 Task and search panel drawers on the right side of the page
 Reports and analytics Pane
 Transactions area, where most work is conducted, in the center of the page
 Dashboard
 Interactive
 Transaction
 BI
Task and Task Lists

 Navigation: Navigator -> Tools -> Setup and Maintenance -> Manage
Setup Content -> Manage Tasks and Task Lists
 Create Task
 Create Task List
Security

Security implementation is largely the management of:

 Roles
Manage Job Roles
Manage Duties
 Application users
Define Implementation Users
 The provisioning of roles to application users
Define Security for Human Capital Management
Define Security for Compensation Management
Define Security for Workforce Development
Cloud Service: Job Roles
 Application Users: Setup

 Manage Application Security Preferences

 Defines the default format of user names for the enterprise
 Sets the enterprise password policy
 Manages the notification of user and password events, such as password expiration, to application users.
 Manage Enterprise HCM Information

 Manage Role Provisioning Rules: Create Role mappings

Human Resources: Work Areas
Benefits: Work Areas
Compensation: Work Areas
Global Payroll: Work Areas
Time & Labor: Work Areas

Time and Labor user roles perform tasks in these work areas:
 Setup and Maintenance: Time and labor administrators and implementors
set up and maintain time entry configuration, rules, and setup profiles.
 Time Management: Time and labor managers and administrators resolve
time cards with transfer failures and review incomplete time transfer
processes.
 Time: Workers create and edit time cards and enter time in a calendar.
Absence Management: Work Areas

Absence Management user roles perform tasks in these work areas:

 Setup and Maintenance: Implementers set up absence management components, such
as absence plans, absence types, absence reasons, absence categories, and
certifications.
 Absence Administration: HR specialists perform ongoing maintenance tasks related to
absence components. HR specialists run batch processes to enroll employees in absence
plans, calculate accrual balances and entitlements, and review certification due dates
 Maintain Absence Records and Entitlements: HR specialists schedule absences for
employees, enroll employees in absence plans, review plan balances and entitlements,
calculate accruals, and perform adjustments on plan balances
 My Portrait: Employees schedule absences.
 Manager Dashboard: Managers review absence analytics, such as absence trends in
direct reports and absence totals.
Talent Management: Work Areas

 Talent Management includes the following work areas:

 Goals: includes tasks such as managing the goal library and goal plans, assigning goals, and
managing your own performance goals and those of your organization and your direct reports.
 Career Development: includes tasks to manage worker development goals, establish targets for
achieving the goals and career growth, and view comprehensive worker career information.
 Performance: includes tasks that facilitate setting up, monitoring, and administering
performance documents.
 Talent Review: includes access to the Overview pages for talent review meetings, where you
can access meetings, prepare review content, and so on.
 Profiles: includes tasks for searching model and person profiles, and for managing model profiles.
 Succession Plans: includes tasks to create and manage succession plans and talent pools.
 Learning: includes tasks to manage your own learning and learning for your team, including
publishing or recommending videos, and assembling tutorials.
Human Resources: Implementation
Benefits: Implementation
Absence Management:
Implementation
Compensation: Implementation
Payroll: Implementation
Profile Management: Implementation
Goal Management: Implementation
Performance Management:
Implementation
Talent Review: Implementation
Data Upload

 HCM Data Loader

 HCM Spreadsheet Data Loader
 Payroll Batch Loader
 Object Specific Spreadsheet Loaders
Enterprise Structures: Overview

Fundamental structures that describe enterprise operations and provide a

basis for reporting.
 Legal
 Managerial
 Functional
Enterprise Structure Design: Example

Scenario
 InFusion Corporation is a multinational enterprise in the high technology
industry with product lines that include all the components that are
required to build and maintain air quality monitoring systems for homes
and businesses. Its primary locations are in the US and the UK, but it has
smaller outlets in France, Saudi Arabia, and the United Arab Emirates
(UAE).
Analysis & Result
Divisions: Explained

 A division refers to a business-oriented subdivision within an enterprise, in

which each division organizes itself differently to deliver products and
services or address different markets
 Companies can use product lines, brands, or geographies as their
divisions: their choice represents the primary organizing principle of the
enterprise
Cost Centers: Explained

 A cost center represents the smallest segment of an organization for which

you collect and report costs
 A cost center represents the destination or function of an expense rather
than the nature of the expense which is represented by the natural
account
 A cost center is generally attached to a single legal entity
 Assign a cost center value in the value set for each cost center
Departments: Explained

 A department is an organization with one or more operational objectives

or responsibilities that exist independently of its manager.
 The financial performance of departments is generally tracked through
one or more cost centers
 Cost center and department configuration may be unrelated, identical, or
consist of many cost centers tracking the costs of one department
 Oracle Fusion Human Capital Management (HCM) assigns workers to
departments, and tracks the headcount at the departmental level
Disability Organizations: Explained

 Set up disability organizations to identify the external organizations with

which workers with disabilities are registered
 Provide information and support to people with disabilities. The Royal
National Institute of Blind People is an example of a disability organization
 Can also assess the degree to which the disability affects a person
Classifications for Organizations

 Organization classifications define the purpose of the organization, whether it's

a department, a division, or a legal entity
 The classifications of organizations vary according to business objectives, legal
structure, industry, company culture, size and type of growth
• Organization with one classification
If your enterprise acquires another company which has a different line of business
in a country in which you employ people, you can create a division, a legal entity, and
additional departments
• Organization with multiple classifications
If your enterprise operates and employs people in multiple countries, create a legal
entity for each country using the Manage Legal Entity task. Then use the Manage
Departments task to classify the legal entity as a department.
Legal Entities: Explained

 A legal entity is a recognized party with rights and responsibilities given by

legislation and may be enforced through judicial system
 Define a legal entity for each registered company or other entity
recognized in law for which you want to record assets, liabilities, expenses
and income, pay transaction taxes, or perform intercompany trading
Legal Entities: Continued..

Decisions you should consider when you create legal entities.

 The importance of using legal entity on transactions
 Legal entity and its relationship to business units
 Legal entity and its relationship to divisions
 Legal entity and its relationship to ledgers
 Legal entity and its relationship to balancing segments
 Legal entity and its relationship to consolidation rules
 Legal entity and its relationship to intercompany transactions
 Legal entity and its relationship to worker assignments and legal employer
 Legal entity and payroll reporting
 Legal reporting units
PSU, LE & TRU: How they work together

PSU: Payroll Statutory Unit

LE: Legal Employers
TRU: Tax Reporting Units
 Relation
Legal Employers and Payroll Statutory Unit
Payroll Statutory Units and Tax Reporting Units
Tax Reporting Units and Legal Employers
Legislative Data Group

 Legislative data groups are a means of partitioning payroll and related data
 At least one legislative data group is required for each country where the enterprise operates
 Each legislative data group is associated with one or more payroll statutory units. Each payroll
statutory unit can belong to only one legislative data group
 Payroll-related information, such as elements, is organized by legislative data group.
 Each legislative data group:
Marks a legislation in which payroll is processed.
Associated with a legislative code, currency, and its own cost allocation key flexfield structure
Is a boundary that can share the same set up and still comply with the local laws.
Can span many jurisdictions as long as they are within one country.
Can contain many legal entities that act as payroll statutory units.
HCM Organization Models: Examples

 Enterprise has only one legal entity, which is both a payroll statutory unit
and a legal employer:
Example2

 Enterprise that has one payroll statutory unit and multiple legal employers
and tax reporting units:
Example3

 One Payroll Statutory Unit and Two Tax Reporting Units

Example4

 One Payroll Statutory Unit with Several Tax Reporting Units

Example5

 Multiple Payroll Statutory Units with Several Tax Reporting Units

Navigations

 Organization classifications: Setup and Maintenance -> Manage Project

Organization Classifications
 Legal Entity: Setup and Maintenance -> Manage Legal Entity
 Legal Entity HCM Information: Setup and Maintenance: Manage Legal Entity
HCM Information
 Departments: Setup and Maintenance -> Manage Departments
 Costing of Department: Setup and Maintenance -> Manage Costing of
Departments
 Division: Setup and Maintenance -> Manage Divisions
 Business Units: Setup and Maintenance -> Manage Business Unit
 Legal Reporting Unit: Setup and Maintenance -> Manage Legal Reporting Unit
Database Tables

 HR_ALL_ORGANIZATION_UNITS_F
 HR_ORGANIZATION_INFORMATION_F
 HR_ORGANIZATION_UNITS_F_TL
 HR_ORG_CLASSIFICATIONS
 HR_ORG_UNIT_CLASSIFICATIONS_F
 HR_ORGANIZATION_INFORMATION_F_VL
 PER_DEPARTMENTS
 HR_COST_CENTER_VS_V
 HR_LEGAL_ENTITIES
 Oracle Fusion HCM Trees

 Department Trees
 Organization Trees
 Position Trees
 Geography Trees
Locations

 A location identifies physical addresses of a workforce structure, such as a

department or a job
 Navigation: Setup and Maintenance –> manage locations
 Database Table: HR_LOCATIONS_ALL
 Location Sets:
When you create a location, you must associate it with a set.
Only those users who have access to the set's business unit can access the
location set
 Common set: You can also associate the location to the common set so that
users across your enterprise can access the location irrespective of their
business unit
Locations: Continued..
 Jobs & Positions

 Jobs and positions represent roles that enable you to distinguish between tasks and the
individuals who perform those tasks.
 The key to using jobs or positions depends on how each is used.
 Positions offer a well-defined space independent of the person performing the job.
 Jobs are a space defined by the person.
 A job can be defined globally in the Common Set, whereas a position is defined within one
business unit.
 You can update the job and department of a position at any time. For example, if you hire
someone into a new role and want to transfer the position to another department.
Jobs & Positions: Continued

 Navigation:
Jobs: Manage Jobs
Positions: Manage Positions
 Database Tables
PER_JOBS_F
PER_JOBS_F_TL
PER_JOB_LEG_F
HR_ALL_POSITIONS_F
HR_ALL_POSITIONS_F_TL
PER_POSITION_LEG_F
Jobs: Example
Positions: Example
Position Synchronization

If position synchronization is enabled, assignments inherit specified values from the associated position.
You can select any of the following attributes for synchronization when position synchronization is enabled:
 Department
 Job
 Location
 Grade
 Grade Ladder
 Manager
 Full Time or Part Time
 Regular or Temporary
 FTE and Working Hours
 Start Time and End Time….. So on
 Grades & Grade Sets

 To record the level of compensation for workers

 Navigation: Manage Grades
 Grade Set:
• You assign each grade to a set.
• If you assign a grade to the common set, then the grade is available for use in all business units.
• To limit a grade to a single business unit, you can assign it to a set that is specific to that business unit.
Grade Steps

 Grade steps are distinct

increments of progression
within a grade.
 You can set up grades with
or without grade steps.
Grade Rates & Grade Ladders

 Grade Rates
Grade rate values are the compensation amounts associated with each grade. You
can set up rates at the same time that you create grades, or set them up
independently from grades.
For grades with steps, you set up the step rates when you include them in a grade
ladder. Grade rates are optional.
 Grade Ladders
You can combine grades into grade ladders to group your grades or grades with steps
in the sequence in which your workers typically progress. For example, you might
create three grade ladders for your enterprise: one for technical grades, another for
management grades, and a third for administrative grades.
 Grade Rates

• Salary rate type that has a range of values • Salary rate type that has a fixed amount
• Bonus rate type with a fixed amount • Overtime rate type that also has a fixed amount
Grade Ladders

 Grade ladders group grades and grades with steps in the sequence in
which your workers typically progress
 Navigation: Manage Grade Ladders
 Types
Ladders with Grades
Ladders with Grade Steps
Grades: Continued..

 Database Tables

PER_ASSIGN_GRADE_STEPS_F

PER_GRADES_F

PER_GRADES_F_TL

PER_GRADE_LEG_F

PER_GRADE_LADDERS_F

PER_GRADES_IN_LADDERS_F

PER_GRADE_STEPS_F

PER_GRADE_STEPS_F_TL

PER_GRADE_STEP_LEG_F

PER_RATES_F

PER_RATES_F_TL

PER_RATE_VALUES_F

PER_RATE_VALUES_F_TL
Manage Workforce Lifecycle

The Manage Workforce Lifecycle business process covers all stages of a

worker's association with the enterprise.
 Add Person
 Manage Employment Information
 Change Employment
 Promote Worker
 Transfer Worker
 Terminate Worker
 Manage Personal Information
 Add Person

You create a person record by doing the following:

 Hiring an employee
 Adding a contingent worker
 Adding a nonworker
 Adding a pending worker
 Adding a contact to the record of another person
Person records are global, independent of legal employers, and created once only for any person.
Hire an Employee

 Specify basic Details & NI

 Provide Personal Details
 Specify Employment Information
 Add Compensation and Other Information
 Work Email
 Work Phone
Work Relationships

 A work relationship is a relationship between a person and a legal

employer.
 All work relationships must contain at least one assignment.
 Navigation: My Workforce -> Person Management
 Table: PER_PERIODS_OF_SERVICE
Convert Pending worker

 Navigation: My Workforce -> New Person

 During conversion, the application populates the hire record for the pending
worker based on details from the pending worker record. We can:
Review and edit the details
Add additional details during conversion
 However, you can't change the proposed worker type (employee or
contingent worker), and the legal employer.
 Can convert using:
Quick Conversion
Automatic Conversion
Quick Conversion

 The Quick Convert option (available only to human resource (HR)

specialists as a menu option under the Actions menu) converts the
pending worker to the proposed worker type directly without populating
the pending worker details.
 All the hire records created through the quick conversion process don't
require any approvals.
 If the transaction is rejected, the pending worker record remains as is.
 Automatic Conversion

 You can automatically convert multiple pending workers to the proposed worker type using the
Convert Pending Workers Automatically scheduled process
 The automatic conversion process quickly converts all pending worker records that match the
criteria.
 Navigation: My Workforce -> New Person -> New Workers to Process -> Actions
 Select Include in Automatic Conversion to Yes/No as required
 Process: Convert Pending Workers Automatically
 Person Names

 Name Styles:
Which name components appear when you create a person record.
The order in which the name components appear.
 Name Formats: a template for arranging the components First name, Last Name and Title in a
specified manner
Display name
List name
Full name
Order name
 Global & Local Formats: Using Profile option HR: Local or Global Name Format
 Assignments

 An assignment is a set of information about a person's role in a legal employer

 Navigation: My Workforce -> Person Management -> Manage Employment
Assignments and work relationships
Primary assignments
Assignment numbers
Assignment names
Assignment statuses
Contracts and collective agreements
Inheritance of values in assignments
Navigation

 New Person: My Workforce -> Add Person

 Person Management: My Workforce -> Person Management
 Database Tables
PER_ALL_PEOPLE_F
PER_ALL_ASSIGNMENTS_M
PER_PERSON_NAMES_F
PER_NATIONAL_IDENTIFIERS
PER_ADDRESSES_F
PER_EMAIL_ADDRESSES
PER_PHONES
 Assignments & Work Relationships

 All work relationships, regardless of type, have at least one assignment.

 Your legal employer may allow multiple assignments in a single work relationship.
 Within a single work relationship, all assignments are of the same type. For example, in a
nonworker work relationship, only nonworker assignments are possible.
Primary Assignments

Primary
Assignment
for employee
 Assignment Numbers

 Assignments are identified by assignment numbers, which you can allocate either manually or
automatically.
 If you allocate numbers manually, they must be unique in the enterprise.
 The application creates numbers for automatic allocation by prefixing the person number with
the character E (for employee), C (for contingent worker), or N (for nonworker)
Example: E11111, N11111, C11111
 If single work relationship have multiple assignments, they have suffix number
Example: E11111, E11111-2, E11111-3…
 Assignment Status

 The assignment status value determines whether the assignment is active, inactive, or
temporarily suspended.
 It also controls whether the assignment is eligible for payroll processing.
 Table: PER_ASSIGNMENT_STATUS_TYPES, PER_ASSIGNMENT_STATUS_TYPES_TL
 Worker Numbers

 Worker numbers identify employee and contingent worker work relationships

 Enabling Worker Numbers: Can be setup at Manage Enterprise HCM Information/Manage Legal
Entity HCM Information. If set at both levels, LE level takes precedence. Mandatory to have Worker
Number when enabled and cant be used if not enabled.
 Allocation: Each legal employer selects the number-allocation method for its work relationships. If
you use a legal-employer sequence, worker numbers may not be unique in the enterprise. Can
allocate:
Manually
Automatically from a global sequence
Automatically from a legal-employer sequence
 If you use a legal-employer sequence, the worker number does not change when you rehire in the
same legal employer. However, the worker number changes when you rehire in a different legal
employer or globally transfer to a different legal employer.
Seniority Dates

 A seniority date is a date on which the calculation of a person's length of

seniority with the enterprise or a legal employer is based
Legal Employer Seniority Dates
Enterprise Seniority Dates
 Table: PER_SENIORITY_DATES
Work Measures

 Work measures are ways of accounting for a worker's time on an assignment.

 Work measures are of two types:
FTE:
The result of dividing assignment working hours by standard working hours
Headcount:
The default headcount value of a primary assignment in a primary work relationship is 1.
 Navigation: Person Management -> Manage Employment
Work Schedule
 Work Schedule: Continued..

 Calendar Events: Setup and Maintenance -> Manage Calendar Events

Table: PER_CALENDAR_EVENTS, PER_CALENDAR_EVENTS_TL
 Workday Pattern: Setup and Maintenance -> Manage Work Workday patterns
Table: PER_WORKING_HOUR_PATTERNS_F
 Work Schedule: Setup and Maintenance -> Manage Work Schedules
Table: PER_SCHEDULE_ASSIGNMENTS, PER_SCHEDULE_ELIGIBILITY, PER_SCH_INHERIT_HIER
 Assigning work schedule: Setup and Maintenance -> Manage Work Schedule Assignment
Administration
 Modifying work schedule of a worker: My Workforce -> Person Management -> Tasks ->
manage Work Schedules
 Date Effectivity

 Date effectivity preserves a history of changes made to the attributes of some objects.
 Professional users can retrieve and edit past and future versions of an object.
 Examples: Person, Assignment, Grades, Jobs, Locations, Payroll etc.
 Benefits: Implementation

 A benefits hierarchy organizes the objects of a benefits program, plan types, benefit plans, and
options.
 Depending on the outcome of your planning decisions, you have the flexibility to configure
most aspects of a benefits package at more than one level.
 Navigation: Setup and Maintenance -> Define Benefits
 Role: Application Implementation Consultant
Benefits: Task Lists
 Benefits: Setup

 Eligibility Profiles
 Benefit Life Events
 Year Periods
 Benefit Plan Types
 Benefit Options
 Benefit Plans
 Benefit Programs
 Rates
 Elements
Benefits: Setup
 Benefits: Eligibility Profiles

 Create and edit combinations of required and optional criteria to evaluate eligibility for benefit
objects
 Eligibility profiles are not required, but they are recommended.
 Navigation: Setup and maintenance -> Manage Eligibility Profiles OR Setup and Maintenance ->
Define Benefits -> Manage Eligibility Profiles
 Tables:
BEN_ELIGY_CRITERIA
BEN_ELIGY_CRIT_VALUES
BEN_ELIGY_PRFL
BEN_ELIGY_PRFL_RL
Benefits: Eligibility Criteria
 Benefits: Derived Factors

 Derived factors define how to calculate certain eligibility criteria that change over time, such as a person's age or length of
service.
 Navigation: Setup and Maintenance -> Manage Derived Factors
 Types of derived factors:
Age
Length of service
A combination of age and length of service
Compensation
Hours worked
Full-time equivalent
 For time and amounts, can also set:
Unit of measure
Rounding rule
Minimum and maximum time or amount
 Benefits: Eligibility Profiles

 The following are key aspects of working with eligibility profiles:

Planning and prerequisites
Specifying the profile type, usage, and assignment usage
Defining eligibility criteria
Excluding from eligibility
Assigning sequence numbers
Adding multiple criteria
Viewing the criteria hierarchy
Benefits: Life Events
Benefits: Object Hierarchy
Benefits: Program

 A package of related benefits.

 The program level is the top level in its benefits object hierarchy and sets
general boundaries that all descendant objects inherit.
 Table: BEN_PGM_F
 Navigation: Setup and Maintenance -> Manage Benefit Programs/
Manage Benefit Programs and Plans
 Benefits: Plan Types

 A category, such as medical or dental insurance, that you use to group and maintain related
benefit plans.
 The plan type level is subordinate to the program level in the benefits object hierarchy unless
the plan type isn't associated with a program.
 Unassociated plan types form the top level of the hierarchy.
 Navigation: Setup and Maintenance -> Manage Benefit Plan Types
 Table: BEN_PL_TYP_F
 Benefits: Plans

 Plan
A specific offering within a plan type that is associated with a program.
The plan level is subordinate to the plan type level in the benefits object hierarchy.
 Plan not in Program
A specific offering within a plan type that isn't associated with a program.
The plan level is subordinate to the plan type level
 Navigation: Setup and Maintenance -> Manage Benefit Plans
 Table: BEN_PL_F
 Benefits: Plan in program vs Not

 Plans in Program:
Participants typically enroll in the plan at the same time that they enroll in other plans in the program.
Participation eligibility requirements defined for the program also apply to the plan.
 Plans not in Program:
Plans not in a program enable participants to enroll and disenroll multiple times throughout the year.
Example: A retirement savings plan not in program that allows unlimited, unrestricted enrollment
changes
Participants typically enroll in the plan at a different time than other plans in the program.
Participation eligibility requirements defined for the program differ substantially from those defined for
the plan.
Benefits that the plan provides differ substantially from the benefits provided by other plans in the
program.
 Benefits: Options

 An electable choice within a plan or plan type, such as coverage for an employee or
employee plus spouse.
 You can associate an option with one or more plans and plan types.
 The option level is the lowest level in the benefits object hierarchy.
 Navigation: Setup and Maintenance -> Manage Benefit Options
 Table: BEN_OPT_F
 Benefits: Rates & Coverages

 Rates determine costs for purchasing benefit coverage, such as life or health insurance. Rates
usually determine an amount of monetary contributions paid by:
The employee
The employer
A combination of both
 Coverage defines monetary amounts available to enrolled participants in the event of a claim,
such as for medical expenses.
 Navigation: Setup and Maintenance -> Manage Rates and Coverages
 Tables: BEN_CVG_AMT_CALC_MTHD_F, BEN_ENRT_RT
Benefits: Example
Absence Management: Overview
Manage Absence Processing
Report & Analyze data

 Review lists of workers for various parameters such as absence category or

type
 Review workers' absence history to investigate issues
 Analyze absence cases to make informed decisions while reviewing
existing policies
Maintain absence setup

 Perform periodic maintenance of the absence plans, types, and reasons

 Create and update rate definitions, derived factors, eligibility profiles,
repeating time periods to associate with absences
Absence Status
Absence Management Components
Absence components: Contd..
 Absence Type

 When you create an absence type, such as sick leave, you include rules to determine when users record or
manage an absence of that type.
 For example, you can restrict workers so that they can record absences only of a particular duration. An alert
appears if the entered duration exceeds the maximum value.
 Navigation: Setup and Maintenance -> Manage Absence Types or My workforce -> Absence Administration -> Task
-> Manage Absence Types
 Tables:
ANC_ABSENCE_TYPES_F
ANC_ABSENCE_TYPES_F_TL
ANC_ABSENCE_TYPE_CATE_F
ANC_ABSENCE_TYPE_PLANS_F
ANC_ABSENCE_TYPE_REASONS_F
ANC_ABS_TYPE_CERTS_F
 Absence Category

 Create absence categories to group absence types for reporting and analysis.
 For example, you can create an absence category called family leave and associate with it
absence types, such as maternity, paternity, and child care.
 Navigation: Setup and Maintenance -> Manage Absence Categories or My workforce ->
Absence Administration -> Task -> Manage Absence Categories
 Tables:
ANC_ABSENCE_CATEGORIES_F
ANC_ABSENCE_CATEGORIES_F_TL
 Absence Pattern

 An absence pattern contains a predefined set of rules that you can use as a starting point to create an absence type.
 When you create an absence type, you must associate it with any of the following predefined patterns:
Illness or injury
Childbirth or placement
Generic absence
 The pattern that you select determines:
Whether special fields appear on the absence type pages
The options available to display and process various aspects of absence recording
 Navigation: Setup and Maintenance -> Manage Absence Patterns or My workforce -> Absence Administration -> Task -> Manage
Absence Patterns
 Tables:
ANC_ABSENCE_PATTERNS_F
ANC_ABSENCE_PATTERN_RGNS_F
 Absence Reason

 Create absence reasons to select from when scheduling an absence.

 Absence reasons are independent of absence types. You can use the same reason for multiple
absence types.
 When you create an absence type, you associate the reasons with the type.
 Navigation: Navigation: Setup and Maintenance -> Manage Absence Reasons or My workforce
-> Absence Administration -> Task -> Manage Absence Reasons
 Tables:
ANC_ABSENCE_REASONS_F
ANC_ABSENCE_REASONS_F_TL
 Absence Certifications

 Create certification requirements for absences that require documentation to authorize an

absence.
 For example, in case of an absence due to illness, set up a requirement that workers must
submit a doctor's certificate within a stipulated period of time. This ensures they receive full
payment for the absence duration.
 Navigation: Navigation: Setup and Maintenance -> Manage Certifications
 Tables:
ANC_ABS_CERTIFICATIONS_F
ANC_ABS_CERTIFICATIONS_F_TL
 Absence Plan

 Create absence plans to define rules for accruing leave time and receiving payments during
an absence period.
 You must associate at least one absence plan with an absence type.
 Navigation: Setup and Maintenance -> Manage Absence Plans or My workforce -> Absence
Administration -> Task -> Manage Absence Plans
 Table:
ANC_ABSENCE_PLANS_F
ANC_ABSENCE_PLANS_F_TL
Types of Absence Plan

 Accrual Plan
Accrual term and frequency
Plan eligibility
Enrollment and termination
Waiting period and vesting period
Plan limits
Payments
Adjustments
 Qualification Plan
Plan term
Plan eligibility
Enrollment and termination
Payments
Plan Term Types

 Accrual Plan
Calendar Year
Anniversary Year
 Qualification Plan
Calendar Year
Rolling Backward
Rolling Forward
Absence Duration
Accrual Plan

 To calculate accruals:
 Absence Administration -> Schedule and monitor absence processes ->
Calculate Accruals and Balances
 Tables:
ANC_PER_ACCRUAL_ENTRIES
ANC_PER_ACRL_ENTRY_DTLS
 Eligibility Profiles

 Use an eligibility profile to determine whether a person qualifies for enrollment in an absence
plan. Eligibility profiles that you associate with absence plans determine:
Who can enroll in absence plans
Who can schedule absences
 Navigation: Manage Eligibility Profiles
 Tables:
ANC_PLAN_ELIG_PROFILES_F
 Rate Definitions

 You can create rate definitions to calculate compensation rates and other rates, such as
accrual rates, using payroll balances, element entry values, or values defined by criteria.
 If the rate is based on more than one balance or element entry, or if it references other rate
definitions, you can specify multiple rate contributors.
 Navigation: Manage Rate Definitions task: Setup and Administration, Payroll Calculation, or
Absence Administration.
 Tables:
PAY_RATE_DEFINITIONS_F
PAY_RATE_DEFINITIONS_F_TL
PAY_RATE_CONTRIBUTORS_F
 Absence Record

 Absence Entry for an employee

 Navigation: Setup and Maintenance -> Manage Absence Records or My workforce -> Person
Management -> Task -> Manage Absence Records
 Tables:
ANC_PER_ABS_ENTRIES
ANC_PER_ABS_ENTRY_DTLS
ANC_PER_ABS_PLAN_ENTRIES
ANC_PER_PLAN_ENTRY_DTLS
ANC_PER_ABS_TYPE_ENTRIES..
Time & Labor: Overview
Scheduling Components
Navigations

 Shifts: Setup and Maintenance -> Manage Work Shifts

 Work Patterns: Setup and Maintenance -> Manage Work Weekday
Patterns
 Work Schedule: Setup and Maintenance -> Manage Work Schedules
 Hierarchy: Setup and Maintenance -> Manage Schedule Assignment
Administration
Managing Shifts

 Managing Time Shifts

 Managing Time Shifts with Punch Details
 Managing Time Shifts with Flexible Details
 Managing Duration Shifts
 Managing Elapsed Shifts
Managing Workday Patterns

 Managing Time Workday Patterns

 Managing Duration Workday Patterns
 Managing Elapsed Workday Patterns
Reporting Time
 Tasks

 Report Time:
Workers use this dialog box to create time entries for the time card periods allowed by their
time entry profiles.
 Time Entry Details:
Workers use this dialog box to view and delete a specific time entry. They open this dialog box
by clicking the time entry.
 Manage Time Cards:
Workers use this task to search for, edit, create, and delete time cards for any time card
period, as allowed by their time entry profiles. They also use this task to save and submit their
time cards.
Processing Time
Validation
 Time Card Approvals

 Route payroll-related time entries or project-related time entries to the appropriate approvers
using delivered approval workflow tasks.
 Route payroll-related time data to the line manager and project-related time data to a project
manager.
 Important aspects of the approval workflows for time cards include:
Approval periods
Approval groups
Approval tasks and rules
Approval flow
 Approval Periods & Groups

 Approval Periods
Use the Manage Repeating Time Periods task to define approval periods, for each time
consumer.
The approval period is the same as the time card period.
When the approval period is met, the time card is ready to be routed for approval.
 Approval Groups
Approval groups are defined lists of approvers used to define the approval routing within the
approval rules of the approval task.
Approval Task & Rules
Approval Workflow
Time Rule Components

 Fast Formulas
 Rule Templates
 Rules
 Rule Sets
Time Allocations

 Navigation: Setup and Maintenance -> Manage Time Allocations

 Specify whether to allocate worker hours by percentages, hours, or
equally. For hours-type allocations, further specify whether to summarize
hours by day or period.
 Specify the time category that time allocation rules use to identify the
worker hours to include and exclude.
 Configure the output columns by adding all relevant time attributes.
 Complete one or more output rows.
Allocation Assignment

 Navigation: Setup and Maintenance -> Manage Allocation Assignments

Task
Tables

 PER_WORKING_HOUR_PATTERNS_F

 PER_SCHEDULE_ASSIGNMENTS

 PER_SCHEDULE_ELIGIBILITY

 PER_SCHEDULE_EXCEPTIONS

 HWM_TM_REC

 HWM_TM_REP_ATRBS

 HWM_TM_REP_WORK_HOURS_SUM_V

 HWM_RULES

 HWM_RULE_INPUTS

 HWM_RULE_OUTPUTS

 HWM_RULE_SETS_F

 HWM_RULE_SET_MBRS

 HWM_RULE_TMPLTS

 HWM_RULE_TMPLTS_TL
 Compensation: Overview

 By using Oracle Fusion Compensation, your enterprise can attract, motivate, and retain talent by
strategically planning, allocating, and communicating compensation
• Salary Management: Manage an individual worker's salary basis, adjust base pay, and view
salary history.
• Individual Rewards: Award variable compensation to individual workers outside of the regular
compensation cycle, such as a spot bonus, education reimbursement, or car allowance.
• Personal Contributions: Workers can manage their own enrollment and voluntary contributions in
company-sponsored savings and charitable contribution plans.
• Workforce Compensation: Create compensation plans and cycles used for compensating a
group of workers.
• Total Compensation Statement: Maintain and analyze a statement that communicates
compensation, rewards, and benefits to workers.
• Compensation Analysis and Reporting: Analyze compensation awarded to workers using
delivered administrative and custom ad hoc reports.
Manage Base Pay

 View a worker's salary basis and change it, subject to security and other
constraints.
 Adjust base pay by adjusting:
 Amount
 Percentage
 Comp-ratio
 Other salary factors
 View salary history, as well as graphical analysis of current and new salary.
Work Areas: Base pay
Annual Vs Annualized Salary

The common assumptions and calculations for the following three scenarios:
 Worker's hours equal the standard working hours
 Worker's hours are less than the standard working hours
 Worker's hours are greater than the standard working hours
Assumptions:
 Legal employer standard working hours per week is 40.
 Currency is US dollars (USD).
 FTE is calculated by dividing the worker's working hours per week by the
standard working hours per week.
 Annualization factor for hourly workers represents the Legal Employer Standard
Working Hours per Week x Weeks per Year.
 Manage Grade Step Progression

 You can use grade step progression to move workers automatically from one grade or grade
and step to the next level within a grade ladder.
 The basic process for managing grade step progression is:
Create the progression grade ladder and enter general properties.
Add grades.
Add rules at the ladder, grade, and step level.
Run the progression grade ladder process.
Review the results and accept the updates.
 Manage Individual Compensation

 Award variable compensation to individual workers outside of the regular compensation cycle,
such as a spot bonus, education reimbursement, or car allowance
 Award ad hoc bonuses, allowances, and other compensation.
 Initiate and update recurring payments.
 View a worker's compensation history to help determine if an award is deserved and to view
past award amounts.
Salary Growth Rate: Scenario
 Annual & Cumulative Growth Rate

 Average

 Cumulative
 Personal Compensation Information

 On the Home page, click About Me, Personal Information to open the My Details page.
 On the panel tab, click Compensation to open the Salary page.
 This page shows you salary information, such as your annual salary, salary range, and last salary
change date and percentage.
 Click Total Compensation Statement to open the printable Total Compensation Statement.
 The Summary section shows details of your compensation, such as cash compensation and benefits.
 Click Cash Compensation.
 The graphs and details can display information such as annual salary, bonuses, or commissions.
 Click Benefits.
 You can see all the benefits in which you are enrolled and the distribution between your contributions
and the company contributions.
 Click View Printable Statement to print the compensation statement.
 Allocate Budgets

 When you set up a compensation budget pool, you select a method to store the budget using
the Create or Edit Budget Pool dialog box.
 The budget method affects the published budgets when you reassign workers or their eligibility
changes.
 You can store your budget by one of two methods:
Percentages
Amounts
Percentage
Amounts
Workforce Compensation Plan Details
 Action & Reasons in workforce comp

 When you set up a workforce compensation plan, you must select an action and optional
action reason on the Configure Plan Details page.
 They're associated with all salary and assignment records when you transfer data to HR after
the cycle is complete.
 Example: You set up a plan where managers allocate only merit increases during the
compensation cycle, as follows:
The action is Allocate Workforce Compensation.
The action reason is Merit.
 Action & Reasons in Individual Comp

 Individual salary transactions also have an action and optional action reason associated with them.
 The action and action reason identify the reason for the salary adjustment.
 Examples:
You adjust the salary while promoting a worker or if a worker relocates.
 The action is Transfer or Relocation.
 The action reason is the same.

A compensation or HR specialist adjusts a worker's salary:

 The action reason is Change Salary.
 The reason is Adjustment.
 Salary Components

 You can itemize a worker's salary record using salary components. These salary components
associate an adjustment amount with a specific reason.
 Plan Status & Eligibility

 Plan status identifies the state of the plan and any plan cycles already started or completed. Use
the Configure Plan Details page to select the plan status. The two plan statuses are:
Active
Inactive
 Create Eligible Criteria and attach it to eligibility Profile. Attach Eligibility Profile to Compensation
plans and other places
Worksheet Actions
Generating Workbook

 In the Compensation work area:

 In the tasks panel tab, click Download Salaries.
 Select the download parameters, including salary start date, and currency.
 Select the latest salary start date and local currency options, if you plan to
upload your workbook edits.
 The currency shown comes from the input value of the payroll element
attached to the salary basis.
 Click Preview Download to view the data that matches your download
parameters.
 Click Prepare in Workbook to generate the workbook and populate it with the
data that matches your download parameters.
Database Tables

 CMP_PLANS
 CMP_PLANS_TL
 CMP_SALARY
 CMP_ELIGIBILITY
 CMP_COMPONENTS_B
 CMP_COMPONENTS_TL and so on…
Fast Formula

 Oracle Fast Formula is a simple way to write formulas using English words
and basic mathematical functions.
 You can use information from your database in formulas without learning
the database structure or a programming language.
 FF Features

 Based on delivered database items

 Most commonly used database fields available as database items, but there could be missing items. An Oracle Service Request is needed to create missing database items

 The language is similar to PL/SQL programs

 Does not allow to write custom PL/SQL program and call it from Formula

 Can return values, messages or both

 Modifications survive upgrades and mini-packs

 Formula Components

 Assignment statements
 Return statements
 Variables
• Input variables
• Output variables
• Local variables
 Enter statements
 Expressions
 Conditions
 Comments
Statements

• ALIAS
• DEFAULT
• INPUT
• LOGIC
• RETURN
Statements
Statements

ALIAS DEFAULT
 Define another name for a database item or  Provides a default value for a Fast
a global value Formula variable in case its value is null
 The new name will remain in effect only for when the formula is invoked
the duration of the current Fast Formula  Only database items, global values,
 ALIAS statement can be used only for balances, and inputs can be defaulted
database items and global values  Must use the Default statement for
 Must appear before all other statements in a database items, inputs, or global values
formula that can be null
 ALIAS PAY_PERIOD_END_DATE AS END_DATE  DEFAULT FOR PER_AGE IS 21

INPUT RETURN
 Declares local variables that receive  Returns the value of any variables that are included
their value from the calling process with the command to the calling process
 Must appear before any other  Variables being returned must be separated by
statements except the Alias and commas
Default statements  Variables are returned by name not by position
 Must be included in the Defaults section  There can be any number of Return statements in a
if they can be null Fast Formula
 INPUTS ARE HOURS, MULTIPLE  Variables in the Return statement can be NULL
 Default Statement

Simple datatype
DEFAULT FOR PER_ASG_NORMAL_HOURS IS 0

Array datatype
DEFAULT_DATA_VALUE FOR PER_JOB_LEG_ALL_INFORMATION_CATEGORY IS 'ABC‘
DEFAULT FOR PER_JOB_LEG_ALL_INFORMATION_CATEGORY IS EMPTY_TEXT_NUMBER
 Array Data Types

There are 3 types of array data types:

 NN: Number Number
 TN: Text Number
 DN: Date Number

First letter indicates type of data in an array and second letter indicates type of index in an array
Example: TN – T implies text array, N implies array index is number
Statements contd.

Fast Formulas only have one condition statement called “IF”. There is an
“ELSE” clause but no END IF.

IF <Condition> THEN
[Statement1]
IF [ELSE]
[Statement 2]
END IF
There is a special clause that is used in an IF statement to test whether an
input, a database item, a balance, or a global value is null when the Fast
WAS DEFAULTED Formula was invoked.
IF ASG_SALARY_BASIS was defaulted THEN
error_mesg = ‘Employee has no salary basis’

While loop is a control flow statement that allows code to be executed

repeatedly based on a given Boolean condition.
WHILE I = A.FIRST
WHILE (A.EXISTS(I)) LOOP
(
A[I] = I
I = A.NEXT(I,-1)
)
Fast formula structure

Fast Formula structure consists of Inputs, processing logic, and return statement

Input of the fast formula

Input • Starts with “INPUTS ARE”
• Input are IV_ACCRUAL

Processing logic
• DEFAULT FOR PER_JOB_FAMILY_NAME IS 'XXX'
Logic
• L_DEFAULT_VALUE = PER_JOB_FAMILY_NAME
• L_DATA_TYPE = 'CHAR'

Return value of the formula

Return
• Return L_DATA_TYPE, L_DEFAULT_VALUE
Input Types

Input Statement Database Items

Store system-wide constants Delivered HCM data attributes accessible in Fast Formulas
• Can be referenced, but can not be modified • Points to a column in a database table
• Date Tracked • Hide the complexity of writing SQL
• Not all Database Items can be “accessed” by every Formula Type
• Specific to the context being used

Global Values Balances

Store system-wide constants Delivered HCM data attributes accessible in Fast Formulas.
• Can be referenced, but can not be modified
Fast Formulas can see any defined dimension (like year-to-date) for any
• Date Tracked earning or deduction (like union dues, or 401k deduction).
• Can be maintained by Functional users, no need to
change formula
Database Items

Dynamic

Static
Created by configuration

Delivered by Oracle – Age, Job, • DFF, KFF

Birthdate
• Element

‒ Prefixed with the element name

• Input values

‒ Prefixed with the input value names

• Balances

‒ The balance name followed by balance dimension

name

• Formula global values

‒ The global value name

 Understand formula context

Context
• A formula executes within an application-specific execution context. Formula context variables specify the formula execution context.
• Context values act as SQL bind values when database item values are fetched from the database. They can also be passed into formula function
calls. If function parameter is a context, it need not be passed
• Context values may be changed using a context changing block, but after leaving the context changing block any changed context values are
restored.
• Commonly used context keywords are
- Change context – CHANGE_CONTEXTS(assignment [,...])
- Check if context is set - CONTEXT_IS_SET(context)
- How to get context value - GET_CONTEXT(AREA1,' ')

Why set a Context

If a variable appears in a context handling statement the formula searches the list of contexts. The variable must appear in the contexts list, otherwise
the formula raises an error. The data type is held with the context list entry.
 Syntax rules

Syntax Rules
• Key Words
- ALIAS, AND, ARE, AS, DEFAULT, DEFAULTED, ELSE, EXECUTE, FOR, IF, INPUTS, IS,
NOT, OR, RETURN, THEN, USING, WAS, ISNULL
- In addition to these reserved words, there are many (hundreds) of database item names (static and
dynamic) that cannot be re-used
• Punctuation
• Characters are not case-sensitive
• Nested statements
annual_bonus = trunc(((((salary_amount/100) * bonus_pct)/183) *
(days_between(period_end_date, period_start_date) + 1)), 2)

• Simple example below:

input hours_worked, hourly_rate
wage = hours_worked * hourly_rate
return wage
Data types

Data types

 Numeric – Treated the same as in PL/SQL, but not

sized
 Text – Treated the same as in PL/SQL, but not sized
 Date – Treated the same as in PL/SQL

Array
 The index type is NUMBER so array database items
 Type DATE_NUMBER,NUMBER_NUMBER, or
TEXT_NUMBER
Note : Database items usually have a suffix
of _DN, _TN, and _NN respectively
Comments

Use plenty of Comments can

comments be anywhere in
a Formula

/* Comments */

Don’t put a
comment within a
comment
Formula Functions

Types of
Formula
Functions

CHR(n)
Text Formula Functions GREATEST(expr, expr [,expr]....)

FLOOR(n)
Numeric Formula Functions ROUND(m [,n])

ADD_DAYS(date, n)
Date Formula Functions ADD_MONTHS(date, n)

Data Conversion Formula Functions TO_CHAR(date [,format])

DATE_TO_TEXT(date [,format])

GET_MESG(appname, msgname [,
token1, value1] [, token2,value2] [,
Miscellaneous Formula Functions
token3, value3] [, token4, value4] [,
token5, value5] )
Function parameter types

In Out

In/Out

FF Function Name Parameter Name Data Type In/Out

ARREARAGE P_PARTIAL_FLAG Text In
P_NET_ASG_RUN Number In
P_ARREARS_ITD Number In
P_GUARANTEED_NET Number In
P_DEDN_AMT Number In
P_TO_ARREARS Number In/Out
Note: For In Out/Out parameters use bind variable to hold the data.
P_NOT_TAKEN Number Out

Note: For In Out/Out parameters use bind variables to hold the data.
 Calling a formula within a formula

A formula can be called from another formula. The called formula name, and any formula
input or output names are specified as TEXT values. A formula can be called in two ways:
 1. Using Separate Calls and
 2. Using a Single Self-Contained Call
When the formula runs, checks are performed to ensure the called formula can be executed
Calling a formula within a formula

SET_INPUT GET_OUTPUT
 This call  Execute the called
determines formula
 If a value is  If there is no
whether an Syntax :
provided, set the  formula output
executable EXECUTE(formula)
value for the called output or it
formula with a
called input is not set then a
specified name
before calling a default value is
exists. The formula
formula to value. returned
must be compiled
The data type of Syntax:
and visible 
the value is the GET_OUTPUT(outpu
expected data t, default-value)
IS_EXECUTABLE type for input EXECUTE
 Calling a formula within a formula

Examples :

1.Using Separate Calls

SET_INPUT('UNIT', 'Hourly')

EXECUTE('RATE_FORMULA')

HOURLY_RATE = GET_OUTPUT('RATE',0.0)

WAGE = HOURS_WORKED * HOURLY_RATE

RETURN WAGE

2.Self-Contained Call
CALL_FORMULA

('RATE_FORMULA','Hourly' > 'UNIT'

/* SET_INPUT('UNIT', 'Hourly') */

,HOURLY_RATE < 'RATE' DEFAULT 0.0

/* HOURLY_RATE = GET_OUTPUT('RATE',0.0) */

)
Compiling fast formula

Fast Formula Compilation

• To compile an individual formula navigate to Payroll Calculations > Manage Fast Formulas task. Search for
the fast formula. Open it by clicking on the formula name. Click on the Compile button.
• To bulk compile
- Navigate to Payroll > Checklists
- Click on Submit a Process or Report and select Compile Formula flow pattern
Formula trouble shooting

Do
• Test with the seeded codes first --
Remove the formula and test the
seeded functionality Don’t
• Use hard coded values and test a
• DO NOT delete a seeded formula
simple fast formula
• Recreating the formula with same
• Functions used? Yes/No --
name after deleting, does not
Replace any functions with hard
reinstate the older behavior. You
coded values and test
would face errors at runtime.
• Trace the formula/function to Instead, edit the formula or create
gather details of values passed a new formula and replace the
older formula.
Fast Formula DB Tables

• FF_COMPILED_INFO
• FF_FUNCTIONS_B
• FF_COMPILE_MESSAGES
• FF_FUNCTIONS_TL
• FF_CONTEXTS_B • FF_FUNCTION_PARAMETERS
• FF_FUNC_CONTEXT_USAGES
• FF_CONTEXTS_TL
• FF_GLOBALS_B_F
• FF_DATABASE_ITEMS_B • FF_GLOBALS_TL
• FF_DATABASE_ITEMS_TL • FF_ROUTES_B
• FF_ROUTES_TL
• FF_DBI_USAGES
• FF_ROUTE_CONTEXT_USAGES
• FF_FORMULAS_B_F • FF_ROUTE_PARAMETERS

• FF_FORMULAS_TL

• FF_FORMULA_TYPES_B

• FF_FORMULA_TYPES_TL

• FF_FTYPE_CONTEXT_USAGES
Value Set

 A group of valid values that you assign to a flex-field segment ( to control the values that are
stored for business object attributes)
 Also used in Fast formulas
 Navigation: Setup and Maintenance -> Manage Value Sets
 Database tables:
FND_VS_VALUE_SETS
FND_VS_VALUES_B
FND_VS_VALUES_TL
Validation Type

 None (not validated at all)

 Independent
 Dependent
 Table
 Translatable Independent
 Translatable Dependent
Lookup

 List of Values that can be assigned to any attribute

 Lookup will have Value and Meaning for each lookup type
 Navigation: Setup and Maintenance -> Manage Common Lookups
 Database Tables:
FND_LOOKUP_VALUES
HR_LOOKUPS
User Defined Tables (UDT)

 A table defined by the user in application to hold the data

 Navigation: Setup and Maintenance -> Manage User-Defined Tables
 Database tables:
FF_USER_TABLES
FF_USER_ROWS_F
FF_USER_COLUMNS
FF_USER_COLUMN_INSTANCES_F
UDT: Contd..

 A User-defined table includes the definition of User rows, columns and column instances
 User rows: Rows of a table. These are date tracked
 User columns: Columns of a table
 Column Instances: The values in the table for a unique combination of a row and a column. The
values are date tracked
Messages

 Messages provide information about business rule errors, such as missing or incorrect data, and
how to resolve them, warn about the consequences of intended actions, inform about the status
of an application, pages, or business objects, and indicate that processes and actions are
performing or are completed.
 Types of Messages
Error
Warning
 Navigation: Setup and Maintenance -> Manage Messages
 Database Tables:
FND_NEW_MESSAGES
Global Payroll: Overview
Manage Element Entries

 Review the earnings and deduction entries to be processed in the payroll run.
 You can update some entries, such as voluntary deductions.
 You manage other entries, such as salary, through other pages or in a source application. They
are view-only on this page.
 Element Entry Methods
Manual entry on the Manage Element Entries page
Batch entry using the batch loader in the Payroll Administration, Data Exchange, or Checklist
work area
Automatic entry for all eligible workers
Automatic entry by other processes
Element Duration Dates
Element Setup Vs Element Entries
Element Entries

 Navigation: Setup and Maintenance -> Manage Element Entries

 Database Tables:
PAY_ELEMENT_ENTRIES_F

PAY_ELEMENT_ENTRY_VALUES

PAY_ELEMENT_TYPES_F

PAY_ELEMENT_CRITERIA

PAY_ELEMENT_LINKS_F

PAY_ELE_CLASSIFICATIONS

PAY_ELE_CLASSIFICATIONS_TL

PAY_ELE_TYPE_EXTRA_INFO

PAY_INPUT_VALUES_F

PAY_INPUT_VALUES_TL
Manage Calculation Cards

 Personal payroll calculation cards capture information specific to a particular payroll relationship
 Payroll runs use this information to calculate earnings and deductions
 Navigation: Setup and Maintenance -> Manage Calculation Cards
 Card Types:
Statutory deductions
Involuntary deductions
Time card entries
Absences
Benefits and pensions
Calculation Components & Values

 The Calculation Card Overview pane shows a hierarchy of calculation components within
component groups. For example, child support, education loan, and alimony are calculation
components in the US involuntary deduction component group
 Each component relates to an element, such as an income tax deduction
 Use the Component Details section to enter additional values used to calculate the component
 When you select a calculation component, you may see the Enterable Calculation Values on the
Calculation Card tab. Here you can enter specific rates or other values for the person, which may
override default values held on a calculation value definition
Creation of Calculation Card: Example

 In the Payroll Administration or Payroll Calculation work area, select Manage Calculation Cards.
 Enter the person's name and legislative data group in the Search section.
 Click Create to open the Create Calculation Card window.
 In the Name field, select Statutory Deductions as the calculation card type.
 In the Calculation Card Overview pane, click the Taxes node.
 In the Calculation Component section, click Add Row to open the Create Calculation
Component window.
 In the Calculation Component Details section, click Create
 In the Calculation Card Overview pane, click the Associations node, click Create
Manage Third Parties

 To process payments to external organizations and people who aren't on the payroll
 Third Party types are Person or Organization
 Navigation: Setup and Maintenance -> Manage Third Parties
Third Party payment methods

 Use the Manage Third-Party Personal Payment Methods task to create payment methods for
payments to people who aren't on the payroll
 Use the Manage Third-Party Organization Payment Methods task to create payment methods for
payments to external organizations
Organization Payment Method

 Navigation: Setup and Maintenance -> Manage Organization Payment Method

 Important aspects of organization payment methods are:
Payment types
Payment sources
Payment rules
Personal Payment Method

 You can allocate payroll payments to different personal payment methods using percentages,
fixed amounts, or a combination
 Navigation: Setup and Maintenance -> Manage Personal Payment Method
 Bank Information to be entered for Personal Payment methods from following navigations:
Manage Banks page and Manage Bank Branches
Manage Personal Payment Methods
Payroll Relationships

 A payroll relationship represents the association between a person and a payroll statutory unit
(PSU), which is the legal entity responsible for employee payment
 Payroll processing always occurs at the payroll relationship level
 Payroll relationships aggregate balances at the payroll relationship level
 Payroll Relationship Types:
Costing for a person
Balance Adjustment

 Use balance adjustment in exceptional circumstances when you can't correct the source data
by submitting the appropriate recalculation process
 Before performing a balance adjustment, review the following factors:
Regulated limits and related balances
Balance adjustment for a single person
Balance adjustment for multiple persons
Element and input values to adjust
Time Entry process in Payroll

 Run Load Time Card Batches from Payroll Checklist or Payroll Administration
 Same process is used for importing time entries from Oracle Time and Labor and also from Third
Party vendors

Import from Interface Type

Oracle Time & Labor Oracle Fusion Time and Labor
Third Party Vendors Import Time XML
Calculate absences in payroll

 Calculation rate can be provided at:

Absence Plan: Rate rule at Entries and Balances Tab
Absence Element: Manage Elements
Compensation Salary Element: If above 2 options don’t exist, it takes the rate from salary element
Validate and Balance Payroll
Retroactive Setup
Calculate Retroactive changes
Manual entry of retroactive event

 Select task Manage Event Notifications and click Create, complete fields as following and save

 On the Manage Event Notifications page, click the name of the person associated with the event you created.
 On the Manage Retroactive Events page, click Create in the Entry Details section.
 Select the element you want to reprocess, the date from which to recalculate payroll runs, and a retroactive component.
 The retroactive component is the element from which the change in pay will be paid to the person.
 Repeat the previous step if you want to recalculate multiple elements for this payroll relationship and click Submit.
Object Groups

 Use object groups to define subsets of objects for processing or reporting

 You can manage object groups from the Payroll Calculation work area
 There are 3 types:
Payroll Relationship: limit the persons processed for payroll, data entry, and reporting.
Work Relationship: limit the persons processed for human resources and reporting (extracts)
Element: limit the elements processed for payroll, reporting, or cost distribution purposes.
Calculate Payroll
 Task: Calculate Payroll
 Affecting Parameters

 Results Calculation
Payroll Example
Element & Processing sequence

 Navigation: Setup and Maintenance -> Manage Elements

 The processing sequence in payroll is based on Processing priority mentioned in element creation
screen
 The element populates default priority based on classification of element which can be modified
for changing the processing sequence in payroll
Net-to-Gross Earnings

 Create a net-to-gross (gross-up) element for any recurring or nonrecurring earnings element using
these primary classifications:
Standard Earnings
Supplemental Earnings
Taxable Benefits (Imputed Earnings)
 Settings: You must create the element as a gross-up element by answering Yes to the question
"Use this element to calculate a gross amount from a specified net amount?“
 The gross amount from net amount is calculated using fast formulas
Restricting Payroll Processing

 Restrict Elements to process based on rules

 Restrict based on flow parameters

Corrective actions
Calculate QuickPay
Settings that affect processing
QuickPay Process
View Payroll Results
View Statement of Earnings

 The View Person Process Results page shows the statement of earnings
Payroll Calculation Reports
Payroll Calculation Reports: Continued…
Payroll Reports in Excel Format

 Extract Definition
Payroll Reports in Excel Format: Continued…
Calculate Payment Distribution
Distribute Payroll Payments