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Oracle Human Capital Management
Oracle Human Capital Management
Oracle Human Capital Management
Oracle Human Capital Management
Oracle Human Capital Management
Oracle Human Capital Management
Oracle Human Capital Management
Oracle Human Capital Management
Oracle Human Capital Management
Oracle Human Capital Management
Oracle Human Capital Management
Oracle Human Capital Management
Oracle Human Capital Management
Oracle Human Capital Management
Oracle Human Capital Management
Oracle Human Capital Management
Oracle Human Capital Management
Oracle Human Capital Management
Oracle Human Capital Management
Oracle Human Capital Management
Oracle Human Capital Management
Oracle Human Capital Management
Oracle Human Capital Management
Oracle Human Capital Management
Oracle Human Capital Management
Oracle Human Capital Management
Oracle Human Capital Management
Oracle Human Capital Management
Oracle Human Capital Management
Oracle Human Capital Management
Oracle Human Capital Management
Oracle Human Capital Management
Oracle Human Capital Management
Oracle Human Capital Management
Oracle Human Capital Management
Oracle Human Capital Management
Oracle Human Capital Management
Oracle Human Capital Management
Oracle Human Capital Management
Oracle Human Capital Management
Oracle Human Capital Management
Oracle Human Capital Management
Oracle Human Capital Management
Oracle Human Capital Management
Oracle Human Capital Management
Oracle Human Capital Management
Oracle Human Capital Management
Oracle Human Capital Management
Oracle Human Capital Management
Oracle Human Capital Management
Oracle Human Capital Management
Oracle Human Capital Management
Oracle Human Capital Management
Oracle Human Capital Management
Oracle Human Capital Management
Oracle Human Capital Management
Oracle Human Capital Management
Oracle Human Capital Management
Oracle Human Capital Management
Oracle Human Capital Management
Oracle Human Capital Management
Oracle Human Capital Management
Oracle Human Capital Management
Oracle Human Capital Management
Oracle Human Capital Management
Oracle Human Capital Management
Oracle Human Capital Management
Oracle Human Capital Management
Oracle Human Capital Management
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Oracle Human Capital Management

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Addvantum specializes in Implementing Oracle HCM suite including: …

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

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  • 1. Oracle E-Business Suite HRMS PresentationPresented and Demonstrated by:Faisal Kapadia – Senior Consultant Oracle EBSMustafa Akhund – Senior HRMS Consultant
  • 2. Agenda• Payroll• iRecruitment• Core HR• Self Service• Talent Management (Performance Management)
  • 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. 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. iRecruitment Users .Job seekers Site visitor Manager or recruiterRegistered user Job advertised internal site, external company web site, and Agency user Employee third-party recruiting sites
  • 6. Recruit to Hire Search for Sift Review candidates applicants applicants/ assessmentCreate resultsvacancy Progress applicantsAnalyze Offer Hire Negotiate
  • 7. Approval ProcessManager/Recruiter Commitcreates Is approval changesvacancy/offer required? No to database Yes Notify approver No YesNotify Approver submits Is this the lastRecruiter Reject for decision Approve approver? correction Reject End (rejection)
  • 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. iRecruitment
  • 10. Successful Application ExampleCandidateApplies Candidate is Active First Offer Accepted Application Interview Hired Unsuccessful Application ExampleCandidateApplies Application Terminate ends Active First Application Interview
  • 11. iRecruitment
  • 12. • Core HR - Work Structures
  • 13. NITI_BG
  • 14. HR Organization• Navigate to the Organization window and select the New button to create a new organization
  • 15. Organization Hierarchy
  • 16. Locations
  • 17. Jobs & Positions• Jobs and positions are placeholders in your enterprise model representing roles.
  • 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. Grades
  • 20. • Applicant Hiring / Employee Creation• Personal Information• Qualifications• Previous Employments• Contacts / References• Assignments / Job Details• Other Information• End Employment
  • 21. Applicant HiringApplicant entry can bedone in Core HR as well .Applicant status in theapplication can bemanually changed to offerand accepted state .
  • 22. Personal Information
  • 23. Personal Information
  • 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. 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. Previous Employment• You enter previous employment information in the Previous Employment Information window
  • 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. 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. Absence• Absence is entered through absence window or through Self Service
  • 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. Extra Information TypesYou can define as many Extra Information Types to holdinformation about people.There are also some predefined EITs for Saudi localization
  • 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. 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. 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. Payroll Element Link• You can determine which employees are eligible for an element with element links
  • 36. Batch Element Entry
  • 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. HistoricalPayroll resultsof employeescan be viewed
  • 39. ElementBalances ofemployees canbe viewed
  • 40.  GL Costing against each element can be viewed.
  • 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. 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.  Employees can apply for  Employees can also add leaves through Self Service. attachments with the leave application
  • 44.  Employees can view their personal information and can request for changes.
  • 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. Talent Management Encompasses Goal Competency Performance Performance CareerManagement Management Appraisals Management Planning
  • 46. What are Competencies?• 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
  • 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. Rating Scales• Rating scales are of three types: Proficiency Scales, Performance Scales, and Weighting Scales.
  • 49. Competency Types• For ease of management and retrieval, you can create competency types and group related competencies into a type Management Skills Conflict Management Leadership Time Management Communication Skills Comprehension Communication Presentation
  • 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. The Objective Definition• The HRMS objective-definition functions support the creation of SMART objectives. The objective definition includes: Validity Dates Weighting Next Review Date Inclusion in Appraisals Defining Target Date Objectives Priority Group
  • 52. Creating Objectives Creating ObjectivesIn the Objectives In Personal In Appraisals Library Scorecards
  • 53. Workforce Performance Management (WPM)Automatic Creation The Objectives of Appraisals Library PerformancePersonal Scorecards Management Plan (PMP)
  • 54. Appraisal Types• Oracle HRMS supports three appraisal types: Appraisal Types Standard Appraisal 360-Degree Appraisal Self Appraisal Main Main Appraiser Appraiser Other Participants Reviewers Reviewers Appraisers AppraiseeAppraisers Appraisee Appraisee
  • 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. Appraisee Appraisal Main Appraiser
  • 56. The Appraisal Template• The appraisal template enables you to configure all sections of an appraisal to suit your requirements. Appraisal Sharing Options Learning Path Configure Participants Questionnaires Competencies Objectives Appraisal Template
  • 57. Performance Management
  • 58. Performance Management Plans• To define performance management activities, the HR Professional creates a PMP, a configurable control document that includes: Plan Members Objective Setting Includes Appraisal Creation PMP Performance- Management Tasks
  • 59. What is a Performance Management Plan (PMP)? A Performance Management Plan (PMP) defines the Allocate Objectives to Workers Automatically performance management process for a specified period. Align Worker Objectives with Business Goals Enables You to Track Worker Progress with Objectives PMP Create Appraisals Automatically
  • 60. Defining The Way Ahead…Contact usAl-Khobar OfficeP.O BOX 904, Khobar 31952Saudi ArabiaTele: +966 3 897 7002Fax: +966 3 899 3004Email: sales@addvantum.comwww.addvantum.com

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