Core hr(ppt)

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  • very good document kindly share the document to my email faras.muhammad@gmail.com,
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  • very good document kindly share the document to my email faras.muhammad@gmail.com,
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Core hr(ppt)

  1. 1. Agenda  Introduction to Core HR  Functional structuring  Utilities
  2. 2. Introduction to core HR
  3. 3. What is HR  A panel that deals with several processes involved in smooth running of an organization.  A company’s deployable assets in terms of manpower.  The system used for administering transactions such as hiring, maintaining records of employees etc.,
  4. 4. What is HR  The HR function is still to a large degree administrative and common to all organizations.  The HR function consists of tracking innumerable data points on each employee, from personal histories to financial records
  5. 5. Several Functions  Employee Recruitment  Organizational Learning and Development  Employee Recognition  Performance Management  Employee Events  Workforce Planning  Employee Relations and Communications  Payroll  Classification and Compensation
  6. 6. Employment  Recruitment  Selection  Testing  Orientation
  7. 7. Training and development  Devising programs:  Hourly Workers  Managerial Staff  Primary/advanced skills training  Promoting diversity
  8. 8. Talent Management cycle
  9. 9. Compensation  Incentive pay plans  Job analysis  Job evaluations  Wage surveys  Performance reviews
  10. 10. Payroll  Ensuring that deserved salary is being paid to the right employee  Maintaining records of the employees and their payments effectively
  11. 11. On the whole…..
  12. 12. Why ERP  To reduce the manual workload of these administrative activities  To Electronically automate many of these processes
  13. 13. How is ERP implemented on the basic idea of HR
  14. 14. Implementation Equivalence  Organizational features and classifications by Core HR  Recruiting People by Irecruitment  Training by OLM (Oracle Learning Management)  Assessments and Compensation by PMS (Performance Management System)  Salaries and investments on employees by Payroll
  15. 15. Broad classification of HRMS
  16. 16. Developed around four principal areas of HR functionalities:  Payroll  Time and labour management  Benefits administration and  HR management.
  17. 17. Payroll  Automates the pay process by gathering data of the employees  The payroll module sends accounting information to the general ledger for posting subsequent to a pay cycle.
  18. 18. Time and Labour management  Applies new technology and methods to cost effectively gather and evaluate employee information  Key ingredient to establish organizational cost accounting capabilities
  19. 19. Benefit administration  Permits HR professionals to easily administer and track employee participation in benefits programs  Helps the HR people to find out employee performance in various activities needed to assess him
  20. 20. HR management  Component covering all other HR aspects from application to retirement  Organisations have developed human resourse management information system which supports recruitment,selection,hiring,job placement, performance appraisals,employee benefit analysis, training development, health, safety and security.
  21. 21. Technical Implementation Procedure
  22. 22. Oracle E Business Suite
  23. 23. Responsibility  The system administrator should be someone from within the user group who knows how the system has been defined and can act as the first level of support for the application users.  The system administrator role is clearly defined with a specific set of practical tasks to be carried out.
  24. 24. Tasks  Imposing limits on what users can access through their assigned powers and securities.  Defining user profiles etc.,
  25. 25. SYSTEM ADMINISTRATOR Define the responsibility: Navigation: System administrator  security  Resp  Define
  26. 26. USER  Person who takes hold of the important activities like organisational decision making.  Responsible for crucial planning of the important aspects
  27. 27. Tasks  Deciding organization location  Hierarchies  Payroll determination  Business logic implementation
  28. 28. SYSTEM ADMINISTRATOR Define the USER: Navigation: System administrator  security  USER  Define
  29. 29. Summary
  30. 30. Flex Fields
  31. 31. Agenda..  What is flexfield  Why flexfields  Types of flexfields  What is KFF  Creation of KFF
  32. 32. A Flexfield is…  Made up of subfields(Segments)  Flexible data field  Intelligent fields
  33. 33. Flexfields are used to…  Have intelligent fields  Validate the values  Capture additional information  Customize data fields  Query intelligent fields
  34. 34. Types of Flexfields…  Key Flexfields  Descriptive Flexfields
  35. 35. Key Flexfield is…  Intelligent primary key  Stores information as codes  Consists of  Structure  Segments  Values  Valueset
  36. 36. KFF Structures in Oracle HRMS  Job  Position  Grade  Personal Analysis  Competency  People group  Bank details  Cost Allocation
  37. 37. Key Flex Fields Creating Flexfield Navigation: Sys Admin.ApplicationFlexfieldKey
  38. 38. Segments summary: Sys Admin.ApplicationFlexfieldKeySegments Key Flex Fields
  39. 39. Admin.ApplicationFlexfieldKeySegmentsValueset Key Flex Fields Defining valueset:
  40. 40. Compiling KFF: Key Flex Fields Sys Admin.ApplicationFlexfieldKeyCompile
  41. 41. Assigning Values: Key Flex Fields Sys Admin.ApplicationFlexfieldKeyValues
  42. 42. Summary
  43. 43. Work Structures
  44. 44. Agenda  Creating Location.  Creating Organization.  Setting Profiles.  Creating Organization Hierarchy.
  45. 45. Creating Location HRMSWork StructuresLocation
  46. 46. Creating Location HRMSWork StructuresLocation
  47. 47. Creating Organization HRMSWork StrusturtesOrganization
  48. 48. Creating Organization HRMSWork StrusturtesOrganization
  49. 49. Linking of Flex Fields HRMSWork StrusturtesOrganization
  50. 50. Setting Profiles  Hr%security%  Hr%user%  Hr%Business%
  51. 51. Setting Profiles Sys AdminProfilesSystem
  52. 52. Organization Hierarchy HRMSWork StructuresOrganizationHierarchy
  53. 53. Organization Diagrammer HRMSWork StructuresOrganizationDiagrammer
  54. 54. Organization Chart HRMSWork StructuresOrganizationDiagrammer
  55. 55. Summary
  56. 56. People Enter & Maintain
  57. 57. Agenda Enter the people(complete) information as employees, applicants.  Maintain all the details of the people like address,passport information,etc.,  Update the existing information of the people.  Also maintain the details of Ex-Employees.
  58. 58. People Enter & Maintain HRMSPEOPLE ENTER & MAINTAIN
  59. 59. People Enter & Maintain HRMSPEOPLE ENTER & MAINTAINASSIGNMENT
  60. 60. People Enter & Maintain HRMSPEOPLE ENTER & MAINTAINASSIGNMENTSALARY
  61. 61. People Enter & Maintain HRMSPEOPLE ENTER & MAINTAINASSIGNMENTOTHERS
  62. 62. People Enter & Maintain HRMSPEOPLE ENTER & MAINTAINASSIGNMENTSPECIAL INFO
  63. 63. People Enter & Maintain HRMSPEOPLE ENTER & MAINTAINOTHERS
  64. 64. Summary
  65. 65. Descriptive Flex Fields
  66. 66. Agenda  What are DFFs  Why DFFs  How to create them
  67. 67. Introduction  A descriptive flexfield gives us room to expand our forms, since Oracle Applications cannot predict all the possible information we may want to track.  An organization can use descriptive flexfields to capture additional information that is important and unique to your business.
  68. 68. Terms and Concepts  Structure  Segment  Value  Validation (Validate)  Value set
  69. 69. Structure  A structure is a particular arrangement of flexfield segments.  A Descriptive flexfield can have more than one structure.
  70. 70. Segment  A segment is a sub-field within a flexfield.  Appearance and meaning of individual segment is defined when customizing a flexfield.  A segment is represented by a single column in a table.
  71. 71. Value,Validation and ValueSet  The Flexfield validates each segment against a set of valid values (a value set) that are usually predefined.  ‘To validate a segment’ means that the flexfield compares the value a user enters in the segment against the value in the value set for that segment.
  72. 72. Example
  73. 73. Some DFFs  Additional Personal Details  Add’l Org. Unit Details  Additional Position Details  Additional Evaluation Details  Additional Vacancy Details  Additional Application Details  Additional Objective Details  Additional Absence Details  Additional Appraisal Details
  74. 74. Steps to implement DFFs:  Define Descriptive Flexfield Segments  Define Flexfield Segment Values  Freeze and Compile Descriptive Flexfield Structure
  75. 75. DFF Application Developer>Flexfield>Descriptive > Segments
  76. 76. DFF Give the required DFF title in the title field
  77. 77. Creation Of Additional Personal Details  Search for “Additional Personal Details“ in the Flexfield Title .(Do F11 and then write “Additional Personal Details“ in in the Flexfield Title and then press ( Ctrl + F11) ).You will get list of all the structure defined.  Uncheck the Freeze Flexfield Definition checkbox.  Create a new structure for your flexfield by inserting a row. (Goto File > New )
  78. 78.  Create a new record for your context and enter Code Name for it. You can also enter the description for this context .  If the enabled check box is not checked then your context will not be visible in APPS .  Go to Segments to define segments .Similarly you can define Value Sets and Values for it too .
  79. 79. DFF Add segments, value sets and values
  80. 80. Once the design is complete ,save and check the Freeze Flexfield Definition Checkbox and compile . DFF
  81. 81. DFF We can check the dff we have created in people enter and maintain window
  82. 82. DFF This is how DFFs would appear in the people screen
  83. 83. Summary
  84. 84. EXTRA INFORMATION TYPE
  85. 85.  What are EITsWhat are EITs  Why EITsWhy EITs  How to create itHow to create it AgendaAgenda
  86. 86. Introduction to EIT  EIT’S are used to capture the extra information that is not present in the seeded menu
  87. 87. Creation Of EIT  Search for Extra Person Information in the Title You will get list of all the structure defined.
  88. 88. The various EIT Tables defined in Oracle HRMS  HR_Location_Info_Types  Per_Job_Info_Types  Per_Position_Info_Types  Per_People_Info_Types  Per_Assignment_Info_Types  Per_Prev_Job_Info_Types  Per_Contact_Info_Types
  89. 89. System Admin->Flexfield->Descriptive -> Segments EXTRA INFORMATION TYPE
  90. 90. EXTRA INFORMATION TYPE System Admin->Flexfield->Descriptive -> Segments
  91. 91. DEFINING SEGMENTSDEFINING SEGMENTS EXTRA INFORMATION TYPE
  92. 92. EXTRA INFORMATION TYPE HRMSVIEWSUBMIT AND REQUEST
  93. 93. DECLARING PARAMETERSDECLARING PARAMETERS EXTRA INFORMATION TYPE
  94. 94. EXTRA INFORMATION TYPE HRMSSECURITYINFORMATION TYPES SECURITY
  95. 95. EXTRA INFORMATION TYPE  EIT's can be attached to People, Assignment,job, Position, Location and Organization  The EIT forms do not have start and end dates. If you want to create dated information,then you would have to use two of the EIT flexfield attributes to store this information.
  96. 96. EXTRA INFORMATION TYPE HRMSPEOPLEENTER AND MAINTAIN
  97. 97. EXTRA INFORMATION TYPE HRMSPEOPLE OTHERS  EXTRA INFORMATION
  98. 98. EXTRA INFORMATION TYPE  That is how EITs are supposed to be maintained for the sake of any sort of information that needed to be stored regarding that employee.
  99. 99. Summary
  100. 100. Recruitment through Core HR
  101. 101. Recruitment in Core HR  Recruitment is the process of selecting a suitable candidate for a job type within the organization or hiring from an external source.  This deals with the creation of vacancy, short listing suitable candidates ,capturing their personal and professional information, selecting the appropriate candidate.
  102. 102. Recruitment Activities by HR  Identify the gap w.r.t skill set training required or hire employees  Identify the recruitment activity  Number of employees required  Duration of the recruitment activity  Release offer  Allocate the Assignments
  103. 103. Recruitment in Core HR
  104. 104. Recruitment in Core HR  Create Vacancy Navigation: Hrms Responsibility - > Recruitment - > Requisition and Vacancy
  105. 105. Recruitment in Core HR  Create Recruitment Activity Navigation:Hrms Responsibility - > Recruitment - >Recruitment Activity
  106. 106. Recruitment in Core HR  Create Applicant Navigation: Hrms Responsibility - >Recruitment ->Applicant Quick Entry
  107. 107. Recruitment in Core HR  Plan interview cycle for Applicant i) Plan and manage selection stages ii) Update interview status Navigation: Oracle HRMS - > People - > Enter and maintain - >Others-> Application - > Interview
  108. 108. Recruitment in Core HR  Mass Applicants update Navigation: Oracle HRMS - > Recruitment - > Mass Applicant update
  109. 109. Recruitment in Core HR  Hire the Applicant Navigation: Oracle HRMS - > People - > Enter and maintain - >  An applicant can be changed to employee only after the hire date.
  110. 110. Recruitment in Core HR  Navigation: Oracle HRMS - > People - > Enter and maintain
  111. 111. Recruitment in Core HR  Terminate Application Navigation: Oracle HRMS - > People -> Enter and Maintain- > Others->End Application
  112. 112. Recruitment in Core HR  Navigation: Oracle HRMS - > View -> Vacancies
  113. 113. Recruitment in Core HR  To See Requisition Summary Report Navigation: Oracle HRMS - > Processes And Reports -> Submit a New Request-> View Output
  114. 114. Summary  Set up of user and responsibility  Creation of location and organization  Enter and maintain of people  Creation of KFF,DFF,EIT,SIT  Recruitment through Core HR
  115. 115. Queries?
  116. 116. Thank you

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