Oracle Human Capital Management


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Addvantum specializes in Implementing Oracle HCM suite including:
Core HR
Self Service
Talent Management
Time and Labour

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Oracle Human Capital Management

  1. 1. Presented and Demonstrated by: Faisal Kapadia – Senior Consultant Oracle EBS Mustafa Akhund – Senior HRMS Consultant Oracle E-Business Suite HRMS Presentation
  2. 2. Agenda • Payroll • iRecruitment • Core HR • Self Service • Talent Management (Performance Management)
  3. 3. iRecruitment Overview  The recruitment cycle includes the process of identifying a workforce need and hiring a person to fill that need.  Oracle iRecruitment, working with Oracle HRMS, provides you with the ability to manage the recruitment process.
  4. 4. Why to use iRecruitment • Use iRecruitment to : – Eliminate high volume of paperwork – Shorten the recruitment cycle – Screen unsuitable applicants earlier – Match prospect pool to the work opportunities – Evaluate recruitment process to improve it – Personalize user interface to reflect the processes of your enterprise
  5. 5. .iRecruitment Users Job advertised internal site, external company web site, and third-party recruiting sites Site visitor Registered user Manager or recruiter Employee Job seekers Agency user
  6. 6. Recruit to Hire Review applicants/ assessment resultsCreate vacancy Analyze Progress applicants Search for candidates Sift applicants NegotiateHire Offer
  7. 7. Approval Process Is approval required? End (rejection) Approver submits decision No Yes Reject YesNo ApproveReject for correction Manager/Recruiter creates vacancy/offer Notify Recruiter Notify approver Is this the last approver? Commit changes to database
  8. 8. iRecruitment • During a manager search, the skills required for the vacancy are matched with the candidates’ skills and then a list of candidates is displayed whose skills match the vacancy requirements.
  9. 9. iRecruitment
  10. 10. Candidate is Hired Application ends Active Application First Interview Terminate Successful Application Example Unsuccessful Application Example Candidate Applies AcceptedActive Application First Interview Offer Candidate Applies
  11. 11. iRecruitment
  12. 12. • Core HR - Work Structures
  13. 13. NITI_BG
  14. 14. HR Organization • Navigate to the Organization window and select the New button to create a new organization
  15. 15. Organization Hierarchy
  16. 16. Locations
  17. 17. Jobs & Positions • Jobs and positions are placeholders in your enterprise model representing roles.
  18. 18. Positions • The rule-based enterprise is often a highly structured environment in which all aspects of work and remuneration are well organized and regulated. • In this type of enterprise , positions exist, and are managed independently of people in post
  19. 19. Grades
  20. 20. • Applicant Hiring / Employee Creation • Personal Information • Qualifications • Previous Employments • Contacts / References • Assignments / Job Details • Other Information • End Employment
  21. 21. Applicant Hiring Applicant entry can be done in Core HR as well . Applicant status in the application can be manually changed to offer and accepted state .
  22. 22. Personal Information
  23. 23. Personal Information
  24. 24. End Employment • To end all assignments, you terminate the employment. • End employment window enables you to terminate employees. • The person record still exists in the application, and the person type changes to Ex-employee
  25. 25. Documents of Record • You can create documents of record, such as work permits, visas, travel documents, and medical certificates, and store them in Oracle HRMS. • You can view, update, and delete stored documents as required
  26. 26. Previous Employment • You enter previous employment information in the Previous Employment Information window
  27. 27. Contact Information • People to contact in an emergency. • Dependents of the employed person Entering contact information includes entering contact details for the people in your enterprise, such as their home address.
  28. 28. Qualifications • Use the Qualification Types window to define the qualifications that your enterprise recognizes • Use the Schools and Colleges window to define the establishments that deliver the qualifications that your enterprise recognizes.
  29. 29. Absence • Absence is entered through absence window or through Self Service
  30. 30. Assignment Jobs, grades , position , department, location are stored on the Assignment form • The assignment is the central concept that relates employees to the structures in which they work, and the compensation and benefits for which they are eligible • An employee must have a current assignment at all times and may have multiple assignments.
  31. 31. Extra Information Types You can define as many Extra Information Types to hold information about people. There are also some predefined EITs for Saudi localization
  32. 32. • Quick processing of Payroll. • Employee Grouping. • History of Earnings, Deductions and Balances of Payroll Elements. • Balance Adjustments. • Automatic Calculations through Fast Formula where applicable. Like GOSI , PF , Gratuity, Other Benefits etc. • Automatic Department wise Costing. • Integration with Oracle General Ledger.
  33. 33. Payroll Elements Elements are the building blocks of pay and benefits, both for HR analysis and payroll processing. Classifications : Earnings , Deductions , Information etc. Elements Example Salary , House Rent , Allowances , Deductions , Net Salary etc.
  34. 34. Payroll Elements Types Types : Recurring and Non Recurring • Some entries are valid for one pay period only. These are non-recurring elements • Other entries, should persist until you change them, You define these elements with the processing type as recurring
  35. 35. Payroll Element Link • You can determine which employees are eligible for an element with element links
  36. 36. Batch Element Entry
  37. 37. Batch Element Entry (BEE) • BEE is an open interface specifically designed for elements. • BEE enables you to make mass updates for assignments or assignment sets for specific elements. • you can enter earnings, deductions, timecard data, and other compensation and benefit information in batches. • After entering a batch (for as many employees and elements as you require), you can validate it, make corrections, and validate again before transferring the information to the database
  38. 38. Historical Payroll results of employees can be viewed
  39. 39. Element Balances of employees can be viewed
  40. 40.  GL Costing against each element can be viewed.
  41. 41. •Payroll Register •Department Wise Payroll Register •Payslip (Can be viewed by Employees through •Employee Self Service) •Costing Report •Payment Disbursement Sheet •GOSI Deductions Report
  42. 42. Employee Self-Service: • deals with menus and functions assigned to an employee in an organization. An employee can access his / her personal details, view pay slip, apply for leave, and even request for transfer through Employee self service. Manager Self-Service: • deals with menus and functions assigned to a manager in an organization. The manager can access his / her employees’ personal details, view their requests for approval and approve their requests.
  43. 43.  Employees can apply for leaves through Self Service.  Employees can also add attachments with the leave application
  44. 44.  Employees can view their personal information and can request for changes.
  45. 45. What is Talent Management ? • Talent Management is essentially the identification, development, evaluation, and retention of workers who have the competencies the enterprise needs to meet business objectives. Goal Management Competency Management Career Planning Performance Management Performance Appraisals Talent Management Encompasses
  46. 46. • Competencies are measurable behaviors required by an organization that a person may demonstrate in the work context. • Competency definitions are fundamental to many talent management activities. Competencies What are Competencies?
  47. 47. Measuring Competencies • You can measure competencies using individual proficiency levels or general proficiency rating scales. Individual Proficiency Levels for the Competency: Customer Focus
  48. 48. Rating Scales • Rating scales are of three types: Proficiency Scales, Performance Scales, and Weighting Scales.
  49. 49. Competency Types • For ease of management and retrieval, you can create competency types and group related competencies into a type Management Skills Leadership Time ManagementConflict Management Communication Skills Comprehension PresentationCommunication
  50. 50. Competency Profiles – A competency profile lists a person’s competencies showing the proficiency level in each competency. – You can copy the competencies associated with the worker’s primary assignment to the competency profile Competency Profile
  51. 51. The Objective Definition • The HRMS objective-definition functions support the creation of SMART objectives. The objective definition includes: Validity Dates Next Review Date Target Date GroupPriority Inclusion in Appraisals Weighting Defining Objectives
  52. 52. Creating Objectives In the Objectives Library In Personal Scorecards Creating Objectives In Appraisals
  53. 53. Workforce Performance Management (WPM) Personal Scorecards The Objectives Library Performance Management Plan (PMP) Automatic Creation of Appraisals
  54. 54. Appraisal Types • Oracle HRMS supports three appraisal types: Appraisers Reviewers Other Participants Appraisers Reviewers Appraisee 360-Degree AppraisalStandard Appraisal Self Appraisal Appraisal Types Main Appraiser Appraisee Main Appraiser Appraisee
  55. 55. Ownership of the Appraisal – Either the main appraiser or the appraisee owns the appraisal at any one time. – The main appraiser and the appraisee transfer ownership to each other by sharing the appraisal. Main Appraiser Appraisee Appraisal
  56. 56. The Appraisal Template • The appraisal template enables you to configure all sections of an appraisal to suit your requirements. Competencies Objectives Learning Path Appraisal Sharing Options Participants Questionnaires Appraisal Template Configure
  57. 57. Performance Management
  58. 58. Performance Management Plans • To define performance management activities, the HR Professional creates a PMP, a configurable control document that includes: Performance- Management Tasks Plan Members Objective Setting Appraisal Creation PMP Includes
  59. 59. What is a Performance Management Plan (PMP)?  A Performance Management Plan (PMP) defines the performance management process for a specified period. PMP Enables You to Allocate Objectives to Workers Automatically Align Worker Objectives with Business Goals Track Worker Progress with Objectives Create Appraisals Automatically
  60. 60. Defining The Way Ahead… Contact us Al-Khobar Office P.O BOX 904, Khobar 31952 Saudi Arabia Tele: +966 3 897 7002 Fax: +966 3 899 3004 Email: