14 manage workforce lifecycle

Partner Boot Camp - Fusion
HCM Global HR
Manage Workforce Lifecycle
Instructor Guide
August 13, 2013

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CONTENTS
Lesson 1: Manage Workforce Lifecycle........................................1
Objectives.............................................................................................. 1
Manage Workforce Lifecycle Overview......................................................... 2
Manage Workforce Lifecycle.................................................................... 3
Add Person ............................................................................................ 4
Person Records..................................................................................... 4
Creating Person Records: Examples ......................................................... 6
Hiring an Employee ............................................................................... 7
Add Person Feature Highlights................................................................. 8
Add Person Review Question 1 ................................................................ 9
Add Person Review Question 2 .............................................................. 10
All Add Person Review Questions and Answers ......................................... 11
Manage Employment Information............................................................. 12
Work Relationships.............................................................................. 12
Assignments ...................................................................................... 13
Employment Terms ............................................................................. 14
Editing Employment Terms ................................................................... 15
Instructor Note: Activity Timing............................................................. 16
Activity 1 Introduction: Hiring an Employee ............................................. 17
Activity 1: Hiring an Employee ............................................................ 18
Activity 2 Introduction: Creating a Work Relationship ................................ 22
Activity 2: Creating a Work Relationship ............................................... 23
Activity 3 Introduction: Managing Employment ........................................ 27
Activity 3: Managing Employment........................................................ 28
Manage Employment Information Review Question 1 ................................ 30
Manage Employment Information Review Question 2 ................................ 31
All Manage Employment Information Review Questions and Answers ........... 32
Instructor Note: Multiple Work Relationships............................................ 33
Areas of Responsibility ........................................................................... 34
Overview........................................................................................... 34
Setting Scope of Responsibility: Examples............................................... 35
Reassigning a Responsibility ................................................................. 37
Instructor Note: Areas of Responsibility and Approvals .............................. 38
Activity 1 Introduction: Assigning an Area of Responsibility ........................ 40
Activity 1: Assigning an Area of Responsibility ....................................... 41
Employment Processes........................................................................... 43
Transfers, Promotions, and Terminations ................................................ 44
Transfers and Temporary Assignments ................................................. 44
Global Transfers and Temporary Assignments........................................ 46
Instructor Note: Activity Timing........................................................... 47
Activity 4 Introduction: Transferring a Worker ....................................... 48
Activity 4: Transferring a Worker...........................................................................49
Instructor Note: Demonstration Timing................................................. 52
Demonstration: Promoting a Worker .................................................... 53
Terminations.................................................................................... 55
Activity 5 Introduction: Terminating a Work Relationship ......................... 57
Activity 5: Terminating a Work Relationship ............................................................58
Mass Updates..................................................................................... 61
Manage Mass Updates ....................................................................... 61
Instructor Note: Demonstration Timing................................................. 62

ii
Demonstration: Creating a Mass Transfer.............................................. 63
Direct Reports .................................................................................... 66
Manage Direct Reports....................................................................... 66
Activity Introduction: Managing Direct Reports....................................... 68
Activity: Managing Direct Reports..........................................................................69
Employment Processes Review Question 1............................................... 71
All Employment Processes Review Questions and Answers ......................... 76
Lesson Highlights .................................................................................. 77
Lesson Highlight Details ....................................................................... 78

Lesson 1: Manage Workforce Lifecycle
Copyright © 2013, Oracle and/or its affiliates. All rights reserved. 1
Objectives
After completing this lesson, you should be able to:
 Add a person and manage personal information
 Manage employment information
 Terminate, transfer, and promote workers
 Manage mass updates
 Manage direct reports

2 Copyright © 2013, Oracle and/or its affiliates. All rights reserved.
Manage Workforce Lifecycle Overview
The Manage Workforce Lifecycle business process covers all stages of a worker's
association with the enterprise, from creation of the person record through termination
of work relationships.

Manage Workforce Lifecycle
The business activities of the Manage Workforce Lifecycle process are performed by
human resource (HR) specialists and line managers.
 Add Person
HR specialists and line managers create new person records for employees,
contingent workers, nonworkers, and pending workers. The Add Person tasks
include creating the new person's first work relationship with the enterprise.
 Create Employment
HR specialists create and manage work relationships, employment terms, and
assignments for the workers to whom they have security access.
 Change Employment
HR specialists and Line managers can edit work location, working hours,
managers, and other employment details.
 Promote Worker
HR specialists promote workers to whom they have security access. Line
managers promote their direct and indirect reports.
 Transfer Worker
HR specialists permanently transfer or create temporary assignments for
workers to whom they have security access. Line managers permanently transfer
their direct and indirect reports. Permanent transfers and temporary assignments
can be within the worker's current legal employer or to a different legal employer.
 Terminate Worker
HR specialists terminate the work relationships of workers to whom they have
security access. Line managers terminate the work relationships of their direct
and indirect reports.
HR specialists access Add Person tasks from the New Person work area. They access
all other Manage Workforce Lifecycle tasks from the Person Management work area.
Line manager tasks are accessible from gallery search results, worker portraits, and the
Manager Resources Dashboard.

Add Person
Person Records
All workers, nonworkers, and contacts have a single person record in the enterprise,
which is identified by a person number. You cannot create the person record in isolation
because a person record requires one of the following:
 A current, past, or future work relationship with a legal employer
 A current, past, or future contact relationship with a person who has a work
relationship with a legal employer
Global Person Model
 Person exists once in an enterprise with a unique identifier
 Legislative specific name format definitions
 Legislative-related information can coexist as different levels
 Some global information can be displayed according to different legislative
requirement
 Person Relationships: Person-to-person and Person-to-organization
Person Types
 Enable identification of different groups of people in an organization
 Define the type of relationship a person has with an organization
 Establish management and processing rules
Person Records Compared with Work Relationships
Person records hold information that is personal, such as name, date of birth, and
disability information, or that may apply to more than one work relationship, such as
national ID. By contrast, work relationships hold employment information, such as job,
payroll, and working hours. A person's worker type (for example, employee) derives
from the person's work relationship; it is not part of the person record.
You create a person record either when you add the person as a contact (for example,
as an emergency contact) in another person's record or when you create the person's
first work relationship in the enterprise. For example, you create a person record by:
 Hiring an employee
 Adding a contingent worker
 Adding a nonworker
 Adding a pending worker. A pending worker is a person who will be hired or will
start a contingent worker placement and for whom you create a person record

that is effective before the hire or start date. When the new hire or placement is
finalized, you convert the new worker to the proposed worker type.

Creating Person Records: Examples
Adding a Person
Alex Morozov is starting a contingent worker placement with a legal employer in the
enterprise. Alex has never:
 Been an employee, contingent worker, or nonworker in any legal employer in the
enterprise
 Been an emergency contact, dependent, or beneficiary of another employee,
contingent worker, or nonworker anywhere in the enterprise
Therefore, Alex does not have a person record. To create both his person record and
his first work relationship, you add him as a contingent worker.
Rehiring an Employee
Sonia Jalla starts her employment with the enterprise in France next month. Sonia was
employed by the enterprise in the United States for several years, but resigned 3 years
ago. Because Sonia was employed by the enterprise before, she already has a person
record. When you attempt to hire Sonia, the application finds her existing person record.
When you confirm that the existing person record is Sonia's, you continue the rehire
process by creating an employee work relationship with Sonia's new legal employer in
France.
Hiring a Nonworker
Arturo Ruiz has a nonworker work relationship with a legal employer. Arturo recently
applied for employment with the same legal employer. He will continue as a volunteer
for this legal employer even after he has been hired. When you attempt to hire Arturo,
the application finds his person record. When you confirm that the person record is
Arturo's, you continue the hiring process by creating an employee work relationship with
the legal employer. Arturo will then have both nonworker and employee work
relationships with the same legal employer.
Hiring a Contact
Mary is married to Joe Wood, who is a contingent worker elsewhere in the enterprise.
Joe has identified Mary as an emergency contact; therefore, Mary already has a person
record. When you attempt to hire Mary Wood, if there is enough information in her
contact record to identify her, the application finds her existing person record. You
continue the hiring process by creating an employee work relationship with her new
legal employer. Otherwise, the hiring process creates both a person record and a work
relationship for Mary.

Hiring an Employee

Add Person Feature Highlights
 Dedicated Add Person work area
 Duplicate Search – Matching Person Records
 Streamlined person entry
 Seamless Integration with
- Payroll
- Compensation
- Roles provisioning
- Approval Management
- Notifications
 Subscription-based events to notify related modules for post-hire processes (e.g.
on-boarding, payroll, benefits, asset management)

Add Person Review Question 1
Where is a person's worker type derived from?

Add Person Review Question 2
You create a person record when you:
A. Add the person as a contact in another person's record.
B. Create the person's first work relationship in the enterprise.
C. Both A and B

All Add Person Review Questions and Answers
1. Where is a person's worker type derived from?
A person's worker type (for example, employee) derives from the person's work
relationship; it is not part of the person record.
2. You create a person record when you:
C, you create a person record either when you add the person as a contact (for
example, as an emergency contact) in another person's record or when you create the
person's first work relationship in the enterprise

Manage Employment Information
Work Relationships
A work relationship is a relationship between a person and a legal employer. When you
create a person record, you also create that person's first work relationship. Once a
person record exists, you can create additional work relationships with the same or
different legal employers.
Work Relationship Types
Work relationships are of three types: employee, contingent worker, and nonworker.
The worker type that you select when creating the work relationship determines the
relationship type.
Work Relationships for Nonworkers
To be classified as a nonworker, a person must have a nonworker work relationship
with a legal employer. Having a work relationship does not mean that a person is
working for a legal employer; it means only that there is an association between the
person and the legal employer that is defined by the work relationship.
Primary Work Relationship
A worker or nonworker must have one, and only one, primary work relationship. All
other work relationships are nonprimary. A person's first work relationship is the primary
relationship, by default.

Assignments
An assignment is a set of information about a person's role in a legal employer. It
includes the person's job, position, pay, compensation, managers, working hours, and
location.
Primary Assignment
When you need information about a person from a single assignment, the person's
overall primary assignment supplies it.
You must identify one assignment as the primary assignment in each work relationship.
When a person has multiple work relationships, the overall primary assignment is the
primary assignment in the primary work relationship. In this example, assignment C is
the overall primary assignment because it is the primary assignment in the primary work
relationship.
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). A person's second and subsequent assignments of the same type have a
suffix number (E45678, E45678-2, for example).

Employment Terms
A set of employment terms is essentially a controlling assignment. All assignments that
belong to a set of employment terms automatically inherit any values that you specify on
the employment terms. Employment terms are available in employee and nonworker
work relationships only; they are not available in contingent worker relationships.
Specifying Assignment Values in Employment Terms
Consider the attribute values of assignments A, B, and C. The job values are the same
in all assignments because they are inherited from the employment terms. The location
and working as a manager values can be different in each assignment because they are
not inherited from the employment terms in this example.
You always enter values for the work measures, managers, and extra information
attributes individually in each assignment, even if they have been enabled in
employment terms at your enterprise or legal employer. Values for these attributes are
never inherited by the associated assignments.

Editing Employment Terms
If you edit a value in employment terms when override at the assignment level is
allowed, each associated assignment inherits the changed value from the employment
terms only if the two values were the same before the change. If the two values were
different before the change, the assignment does not inherit the changed value from the
employment terms, as shown in the following example.
If override at the assignment level is not allowed, you edit the employment terms
instead and all associated assignments automatically inherit the changed values.

Instructor Note: Activity Timing
As the instructor, you must also perform the activities Hiring an Employee and Creating
a Work Relationship because you will use the person created in this activity, in the later
demos.
The course was designed for you to facilitate learners doing the specified activities, at
this point.
Approximate Activity Timing: 10 minutes
.

Activity 1 Introduction: Hiring an Employee
Background
As a manager, you hire new people in the organization.
Requirements
 Use the bold text for the object names, replacing the XX with your initials, as
indicated by your instructor.
 You must have access to Oracle Fusion Application InFusion database or
comparable training or test instance at your site, on which to complete this
practice.
Activity Scope
Hire a new employee XX Andrew Robinson.

Activity 1: Hiring an Employee
In this activity, you hire an employee and then sign on as Mitch Blum's manager to
approve the hire.
Sign in as mitch.blum
Start Here
Home work area, Welcome tab (default view after sign in).
1. In the global area Navigator menu, select New Person.
Location: New Person work area
2. In the Tasks pane, click Hire an Employee.
Location: Hire an Employee: Identification page
Information
Use the Identification page to enter details for the new employee, such as
the legal employer, date of hire, name details, as well as national identifiers, such
as the employee's social security number.
3. Click in the Hire Date field. Select the date 1st October 2012.
4. In the Hire Action list,select Hire.
5. In the Legal Employer field, select InFusion Health USA.
6. In the Last Name field, enter Robinson.
7. In the First Name field, enter XX Andrew.
8. Click Next.
Location: Hire an Employee: Person Information page
Information
Use the Person Information page to enter personal details such as address
and e-mail.
9. In the Address Line1 field, enter XX 1721 Park Avenue.
10.In the Zip Code field, enter 76621.

11.Press Tab.
Note: On the basis of the ZIP code that you enter, values for the city, state,
and county automatically appear.
12.On the E-Mail Details section toolbar, click the Add Row icon button.
13.In the Type list, select Work E-Mail
14.In the E-Mail field, enter xxandrew@infusion.com.
15.In the Legislative Information section, in the Ethnicity field, select White.
16.Click Next.
Location: Hire an Employee: Employment Information page
Information
Use the Employment Information page to record details such as employment
terms, assignments, and managers.
17.In the Employment Terms tab Business Unit field, search for and select USA
Health Business Unit.
Important:The Employment Terms tab appears because the selected legal
employer uses a three tier employment model.
18.In the Department field, search for and select Human Resources HC.
19.Click the Assignment tab.
Note: The department is automatically populated from the employment
terms.
20.In the Job field, search for and select Human Resources Administrator.
21.In the Grade field, search for and select Prof3.
22.In the Manager Details section Name field, select Swift, Linda.
23.In the Salary Information section Salary Basis field, select HC Annual Salary.
24.In the Salary Amount field, enter 65000.
25.Click Next.

Location: Hire Employee: Roles page
Information
Use the Roles page to assign roles to the new employee. In this example,
you retain the predefined Employee role that is already assigned to the
employee.
26.Click Next.
Location: Hire an Employee: Review page
27.Review all the information that you entered so far.
28.Click Submit.
Location: Warning dialog box
29.Click Yes.
Location: Confirmation dialog box
30.Click OK.
Location: New Person work area
31.To approve the hire, first sign out as Mitch.Blum, and sign back in as
Jessica.Mullen.
32.In the Home work area, scroll down to the My Notifications region.
33.Locate the notification Add Employee (XX Andrew Robinson, XXXXX, 2012-
10-01) and click the link.
34.In the upper-right corner of the Add Employee (XX Andrew Robinson, XXXXX,
2012-10-01) window, click Approve.
At this point, you should have hired an employee XX Andrew Robinson, and approved
the hire.

.

Activity 2 Introduction: Creating a Work Relationship
Background
The person you previously hired as an employee, XX Andrew Robinson, also works as
a contingent worker in a different legal employer.
Requirements
practice.
Activity Scope
Sign in as Mitch Blum's manager, Jessica Mullen, and approve the hire for XX Andrew
Robinson. Then, create an additional contingent worker work relationship for the person
in the InFusion Corp USA2 legal employer.

Activity 2: Creating a Work Relationship
In this activity, you approve create a contingent worker work relationship and then
approve the work relationship.
Sign in as Jessica.Mullen.
Start Here
1. In the global area Navigator menu, select Person Management.
Location: Search Person page
2. In the Search section Name field, enter XX Andrew Robinson.
3. Click Search.
4. In the Search Results section, click XX Andrew Robinson.
5. From the Actions menu, select Create Work Relationship.
Location: Create Work Relationship: Identification page
Information
Use the Identification page to enter details such as the legal employer,
personal details, and national identifiers, such as the employee's social security
number.
6. In the Action field, select Add Contingent Work Relationship.
7. In the Legal Employer field, select InFusion Corp USA2.
8. Click Next.
Location: Create Work Relationship: Person Information page
Information
Use the Person Information page to provide address details, and other
modes of communication. In this example, there are no changes to the personal
information.
9. Click Next.

Location: Create Work Relationship: Employment Information page
Information
Use the Employment Information page to record details such as service
dates and payroll relationship details.
10.In the Assignment section, Business Unit field, search for and select USA2
Business Unit.
11.In the Job section, Job field, search for and select Human Resources
Generalist.
13.Click Next.
Location: Create Work Relationship: Roles page
Information
Use the Roles page to assign roles to the new employee. In this example,
you retain the predefined role that is already assigned to the worker.
14.Click Next.
Location: Create Work Relationship: Review page
15.Click Submit.
16.Click Yes.
17.Click OK.
Location: Person Management work area
18.To approve the work relationship, sign out as Jessica.Mullen and sign back in
as Robert.Jones (Jessica's line manager).
19.Click My Notifications.
Location: BPM Worklist work area

20.Select the notification regarding the location change.
21.In the Actions menu, select Approve.
At this point, you should have created an additional contingent work relationship for the
existing employee XX Andrew Robinson and approved the work relationship.

.

Activity 3 Introduction: Managing Employment
Background
Employee XX Andrew Robinson has a new work location.
Requirements
practice.
Activity Scope
Update the location in XX Andrew Robinson's employee assignment.

Activity 3: Managing Employment
In this activity, you change an employee's work location.
Sign in as linda.swift.
Start Here
1. In the global Navigator menu, select Person Management.
2. In the Search section, Name field, enter XX Andrew Robinson.
3. Click Search.
Note: XX Andrew Robinson appears twice in the search results because
this person has two assignments, employee and contingent worker.
4. In the Search Results section, select the employee assignment XX Andrew
Robinson.
5. From the Actions menu, select Manage Employment.
Location: Manage Employment page
Information
Use the Manage Employment page to update aspects of a worker's
employment, such as assignments, transfers, promotions, job changes, and work
location changes.
6. In the Edit button menu, select Update.
Location: Update Employment window
Information
Use the Update Employment window to enter an effective date, action, and
action reason for the update.
7. Click in the Effective Date field. Select the date 1st November 2012.
8. In the Action field, select Location Change.

9. Click OK.
Location: Edit Employment: Location Change page
10.Select the Assignment: Human Resources Administrator tab.
11.In the Job Details region, in the Location field, select Los Angeles.
12.Click Review.
Location: Edit Employment: Review page
13.Review the changes you made so far.
14.Click Submit.
15.Click Yes.
16.Click OK.
17.Click Done.
Approving the Location Change Request
18.Sign in as Robert.Jones (Linda Swift's line manager).
20.Select the notification regarding the location change.
At this point, you should have changed the employee XX Andrew Robinson's work
location.

Manage Employment Information Review Question 1
What is a work relationship?

Manage Employment Information Review Question 2
Employment terms are available in all types of work relationships.
1. True
2. False

All Manage Employment Information Review
Questions and Answers
1. What is a work relationship?
A work relationship is a relationship between a person and a legal employer.
2. Employment terms are available in all types of work relationships. (True / False)
False. Employment terms are available in employee and nonworker work relationships
only; they are not available in contingent worker relationships.

Instructor Note: Multiple Work Relationships
Students may want to know why they should create a second work relationship. A
second work relationship is necessary when:
 A second employment record (assignment) is needed in a different legal
employer
 A different worker type is needed such as a Contingent Worker or a Nonworker

Areas of Responsibility
Overview
 If you have a requirement to identify who is responsible for a group of people,
then you would define a person’s area of eesponsibility. For example, you can
assign people in a specific organization hierarchy to a Human Resource (HR)
representative.
 You can view the responsible person in the Work Contact list of those people.
You can also assign responsibilities for use in checklists when you create a
checklist template.
 Notifications for sensitive transactions can also have areas of responsibility
assigned, which would identify additional recipients of notifications. For example,
future-dated terminations could be identified as a sensitive transaction and would
remain hidden from everyone until an appropriate time. Any actions would be
handled by routing the notification to someone with an HR Representative
responsibility.

Setting Scope of Responsibility: Examples
There are several ways that you can set the scope of a responsibility. The following
examples illustrate these options.
Example 1: Setting Scope of Responsibility Based on Assignment Information
InFusion Corporation has offices in the US and UK. Elaine Barnes is the Human
Resources (HR) representative for workers based in the UK. You have assigned Elaine
the HR Representative responsibility for full time regular workers. You must now define
the scope of the responsibility to identify the people for whom Elaine has the HR
Representative responsibility. To define the scope, complete the fields as shown in this
table.
Example 2: Setting Scope of Responsibility Based on Name
Linda Smith is the benefits representative for a group of workers in InFusion US. She
holds the responsibility for workers within an alphabetical range (A to L). You have
assigned Terry the Benefits Representative responsibility. To define the scope of the
responsibility, complete the fields as shown in this table.
Example 3: Setting Scope of Responsibility Based on Payroll Information
Lindsay Allen is the payroll representative for the external training staff in InFusion
Corporation, US. You have assigned Lindsay the Payroll Representative responsibility;
you must now define the scope of the responsibility. Complete the fields as shown in
this table.

Reassigning a Responsibility
If you reassign a responsibility:
 The responsibility is immediately visible in the relevant assignment record of the
person to whom it is reassigned.
 The From Date of the responsibility is the current date, and there is no To Date.
In the assignment record of the person from whom the responsibility is being
removed, the current date is added to the To Date field only if there is currently
no To Date. Otherwise, the existing To Date remains unaltered.
 The scope of the responsibility remains the same.
 The change is visible in the Work Contacts list of affected people when the
records are next viewed.

Instructor Note: Areas of Responsibility and
Approvals
The Areas of Responsibility functionality is typically used in conjunction with security
and approvals. It is recommended that you set up areas of responsibility completely (for
the entire population) since a partial setup could conflict with the security and approvals
settings.

.

Activity 1 Introduction: Assigning an Area of
Responsibility
Background
You must add an area of responsibility to a person.
Requirements
practice.
Activity Scope
Add Union Representative as an area of responsibility to XX Andrew Robinson.

Activity 1: Assigning an Area of Responsibility
In this activity, you add an area of responsibility to a person.
Sign in as linda.swift
Start Here
Home work area, Welcome tab.
1. In the Navigator menu, select Person Management.
3. Click Search.
Note: XX Andrew Robinson appears twice in the search results because this
person has two assignments, employee and contingent worker.
4. Select the employee assignment record.
5. Click Robinson, XX Andrew.
Information
The Person Management work area enables you to manage all stages of a
worker's association with the enterprise, from creating employment through
termination of work relationships.
6. Close the Manage Person tab since keeping this tab open prevents you from
initiating a global transfer action.
7. In the Tasks pane, click Manage Areas of Responsibility under Personal and
Employment.
Location: Manage Areas of Responsibility page
8. Click Create.
Location: Create Area of Responsibility page

9. In the Responsibility Type list, select Union representative.
10.In the From Date field, enter 5/27/13.
11.In the Scope of Responsibility section, in the Legal Employer field, select
InFusion Corp USA1.
12.Click Submit.
Location: Warning window
13.Click Yes.
Location: Confirmation window
14.Click OK.
At this point, you should have added an area of responsibility to a person.

Employment Processes

Transfers, Promotions, and Terminations
Transfers and Temporary Assignments
Transfer
A transfer is the movement of a person within the same legal employer (a change of
location from Pleasanton to San Francisco in the US, for example).
When you transfer a person within the same legal employer the work relationship
remains unchanged. You make any necessary changes in the current assignment. If the
worker being transferred has other active assignments in the current work relationship,
they are terminated and their status is changed to Inactive- Payroll Eligible by default. If
you use employment terms, you can either transfer within the same employment terms
or create new employment terms. The existing set of employment terms and
assignments in the current work relationship are terminated if you create new ones, and
their status is set to Inactive- Payroll Eligible by default. You can override the default by
deselecting the assignments that you do not want to terminate.
Temporary Assignment
A temporary assignment is a transfer for a limited term (temporary secondment to
another department in the absence of a department head, for example). You end a
temporary assignment by initiating the End Temporary Assignment action and
specifying a return date. The temporary assignment is terminated and the original
assignments are reinstated automatically on the return date.
When you create a temporary assignment for a person in the same legal employer the
work relationship remains unchanged. If you use employment terms, you can either
create a temporary assignment with the same employment terms or create new
employment terms. The existing set of employment terms are suspended if you create
new ones. The existing assignments in the current work relationship are suspended and
their status is changed to Suspended-Payroll Eligible by default. You can override the
default by deselecting the assignments that you do not want to suspend; these
assignments retain their original statuses. The suspended objects become active again
when you end the temporary assignment.

Global Transfers and Temporary Assignments
Global Transfer
A global transfer is the transfer of a person to another legal employer (transfer of an
employee from a UK subsidiary to a US subsidiary, for example).
When you transfer a person to another legal employer, the source work relationship is
terminated automatically using the default values. You create a new work relationship in
the destination legal employer. The existing set of employment terms and assignments
in the source work relationship are terminated and their status is set to Inactive- Payroll
Eligible by default. You can override the default by deselecting the assignments that you
do not want to terminate; these assignments retain their original statuses and the work
relationship is not terminated. You can deselect all assignments except the primary
assignment and the current assignment.
Global Temporary Assignment
A global temporary assignment is the temporary transfer of a person to another legal
employer (US employee sent on a temporary secondment to the UK, for example). You
end a global temporary assignment by initiating the End Global Temporary Assignment
action and specifying a return date. The global temporary assignment is terminated and
the assignments in the source legal employer are reinstated automatically on the return
date.
When you create a global temporary assignment, the existing set of employment terms
and assignments in the source work relationship are suspended, and you create new
objects in the destination legal employer. The status of the assignments in the source
work relationship is set to Suspended-Payroll Eligible by default. You can override the
default by deselecting the assignments that you do not want to suspend; these
assignments retain their original statuses. The suspended objects become active again
when you end the temporary assignment.

.

Activity 4 Introduction: Transferring a Worker
Background
As a Human Resources (HR) specialist, you are responsible for transferring employees.
Requirements
practice.
Activity Scope
 Search for the person XX Andrew Robinson.
 Create a global transfer for the employee XX Andrew Robinson to facilitate
movement of the employee to a different legal employer.
 Create a new work relationship in the destination legal employer.

Activity 4: Transferring a Worker
In this activity, you transfer an employee.
Start Here
1. In the Navigator menu, select Person Management.
3. Click Search.
Note: XX Andrew Robinson appears twice in the search results
because this person has two assignments, employee and contingent worker.
4. Select the employee assignment record.
5. Click Robinson, XX Andrew.
Information
The Person Management work area enables you to manage all stages
of a worker's association with the enterprise, from creating employment through
initiating a global transfer action.
7. In the Tasks pane, under Personal and Employment, click Manage
Employment.
8. In the Edit menu, select Update.
Location: Update Employment dialog box
Information

Use the Update Employment window to enter an effective date, action,
and any action related details.
9. In the Effective Date field, select 1st December 2012.
10.In the Action field, select Global Transfer.
11.In the Destination Legal Employer field, search for and select InFusion Corp
USA1.
12.Click OK.
Location: Select Assignment Status window
Information
Use this window to define the status of the existing assignments.
13.Click OK to retain the default assignment status.
Location: Global Transfer: Identification page
Information
You must create a new work relationship for the person in the destination
legal employer since this is a global transfer.
14.Since there is no change in the identification information, click Next.
Location: Global Transfer: Person Information page
15.Since there is no change in the person information, click Next.
Location: Global Transfer: Employment Information page
16.In the Business Unit field, search for and select USA1 Business Unit.
Note: The InFusion Corp USA1 legal employer does not use
employment terms, so you do not see the Employment Terms tab.
17.In the Job field, search for and select Human Resources Administrator.
19.In the Salary Information section Salary Basis field, select USA1 Annual
Salary.

20.In the Salary Amount field, enter 55000.
21.Click Next.
Location: Global Transfer: Roles page
Note: Retain the predefined employee already assigned to the person.
22.Click Next.
Location: Global Transfer: Review page
23.Review the information that you entered so far.
24.Click Submit.
25.Click Yes.
26.Click OK.
Approving the Global Transfer Request
1. Sign in as Robert.Jones (Linda Swift's line manager).
2. Click My Notifications.
3. Select the notification regarding the global transfer.
4. In the Actions menu, select Approve.
At this point, you should have created a global transfer and a new work relationship for
the employee, XX Andrew Robinson.

Instructor Note: Demonstration Timing
The course was designed for you to perform the specified demonstration at this point.
Approximate Demonstration Timing: 10 minutes

Demonstration: Promoting a Worker
Demonstration Background
As a line manager, you manage your workers' promotions.
Demonstration Scope
Promote the worker Edward Malone.
Demonstration Steps
Sign in as mitch.blum.
Start Here
Home work area, Manager Resources tab
1. In the organization chart, in the Mitch Blum card, click the Show (plus) icon in
the bottom of the card.
2. In the organization chart, in the Edward Malone card, click Actions.
3. Select Personal and Employment > Promote .
Location: Promote Edward Malone: Employment Details page
4. Leave the Promotion action selected.
5. In the Promotion Reason field, select Internal Recruitment.
6. In the Job field, search for and select Human Resources Administrator.
7. In the Grade field, search for and select Prof3.
8. Click Next.
Location: Promote Edward Malone: Compensation Details page
9. In the New Salary field, enter 60000.
10.Click Next.
Location: Promote Edward Malone: Roles page
11.There is no change in roles so, click Next.

Location: Promote Edward Malone: Review page
12.Review the information you entered so far.
13.Click Submit.
14.Click Yes.
15.Click OK.
Approving the Promotion Request
16.Sign in as Jessica.Mullen (Mitch Blum's line manager).
18.Select the notification regarding the promotion.
At this point, you should have promoted the employee Edward Malone.

Terminations
When workers or nonworkers leave the enterprise, you terminate their work
relationships.
When you terminate a work relationship, any employment terms and assignments
associated with the work relationship are ended automatically. The status of the work
relationship and the associated employment terms and assignments are changed to
inactive on the day following the termination date. The period of service, both legal
employer and enterprise, ends on the termination date. The person becomes an ex-
employee or ex-contingent worker for that legal employer. The person's user access
and roles are revoked by default after the termination date. You can choose to revoke
user access earlier, as soon as the termination is approved. (This could mean revoking
user access before the termination date.)
Reversing Terminations
When you reverse a termination, any work relationships, assignments, and employment
terms previously ended are restored with the statuses prior to the termination. If the
termination caused reassignment of a primary work relationship or assignment, then the
reversal of the termination restores their primary statuses as they were before the
termination.
You can reverse a termination at any time provided the same legal employer has not
rehired the employee (or started a new placement for a contingent worker). This is
because a person cannot have multiple employee or contingent worker relationships
with the same legal employer at the same time. For example, consider that an
employee was terminated on April 15, and the same legal employer rehired the
employee on May 1. You want to reverse the termination on May 15, but you cannot do
so because this causes the employee to have two concurrent work relationships with
the same legal employer.

The course was designed for you to facilitate learners doing the specified activities, at
this point.
.

Activity 5 Introduction: Terminating a Work Relationship
Background
You must terminate the contingent worker work relationship of the worker XX Andrew
Robinson, which you had created earlier.
Requirements
practice.
Activity Scope
Use the following information to help you complete the activity:
 Termination Action: Resignation
 Termination Date: current date
 Hide Termination: No
 Recommended for Rehire: Yes
 Processing Option: Immediate
Note: Use default values unless otherwise indicated.

Activity 5: Terminating a Work Relationship
In this activity, you terminate a person's work relationship.
Start Here
1. In the global area Navigator menu, select Person Management.
Searching for the Person
3. Click Search.
Note: XX Andrew Robinson appears twice in the search results because this
person has two assignments, employee and contingent worker.
4. In the Search Results section, click Robinson, XX Andrew name, where the
User Person Type field has the value Contingent Worker.
Information
The Person Management work area enables you to manage all stages of a
worker's association with the enterprise, from creating employment through
Terminating the Work Relationship
initiating the Terminate action.
6. Click the Manage Work Relationship link.
Location: Manage Work Relationship: XX Andrew Robinson page
Information
Use the Manage Work Relationship page to edit or terminate a work

relationship.
7. On the toolbar, in the Actions menu, select Terminate
.
8. In the Termination Action field, select Resignation.
9. Retain the current date in the Termination Date field.
10.Retain No as the selection for Hide Termination.
11.You want to revoke Andrew's user access only after the termination becomes
effective. Retain After termination as the selection for Revoke User Access, in
the User Access region.
12.Retain Yes as the selection for Recommended for Rehire.
13.Click Review.
Location: Review Terminate Work Relationship page
14.Review the information entered so far.
15.Click Submit.
16.You want to process the termination immediately so retain Immediate as the
selection for Processing Options.
17.Click Yes.
18.Click OK.
Location: Manage Work Relationship: XX Andrew Robinson page
19.Click Done.
Approving the Termination Request
1. Sign in as Robert.Jones (Linda Swift's line manager).
2. Click My Notifications.

3. Select the notification regarding the termination.
4. In the Actions menu, select Approve.
At this point, you should have terminated XX Andrew Robinson's contingent worker
work relationship.

Mass Updates
Manage Mass Updates
You may need to update multiple records at one time, for example, transfer all workers
in a department together as part of a company reorganization. Mass update enables
you to update multiple records using a single update request.
Mass Transfer
Create a mass transfer to transfer multiple worker assignments at once, within the same
legal employer. Use the person search to find assignments that you want to include in
the mass transfer. You can exclude assignments from the result set defined by the
search criteria, at any time before submitting the mass transfer.
Mass Assignment Change Using Spreadsheet
You can download your data from the Verification page into a spreadsheet if there are
too many rows and if it is easier to make the changes in a spreadsheet format. Before
you can do this, you must have installed the desktop client Oracle ADF 11g Desktop
Integration and enabled the Trust Center setting Trust access to the VBA project
object in Microsoft Excel. You could make the changes offline, check in the data, and
verify the changes from within the spreadsheet. You can check in and verify the data in
the spreadsheet multiple times to accommodate revisions. After the final check in, you
must navigate to the Review page of the mass assignment change (in the application)
to submit the changes.
Assignments With Future Changes
You can either include or exclude assignments with future changes in the mass update.
If you include assignments with future changes, you must manually adjust those records
whose effective date of change is later than the mass update date, to resolve any
conflicts. For those assignments with changes existing on the same date of the mass
assignment change, the mass update is applied as the last change and previous
assignment changes are retained.

Instructor Note: Demonstration Timing
The course was designed for you to perform the specified demonstration at this point.
Approximate Demonstration Timing: 10 minutes
.

Demonstration: Creating a Mass Transfer
Demonstration Background
As part of the company reorganization, all workers in the US Support business unit must
be transferred to the USA1 business unit. The transfer involves a change in department
and work location.
Demonstration Scope
Create a mass update XX Mass Transfer. The following points summarizes key
decisions for this mass transfer:
 The new department name is Global Support Centers and location name is
Redwood City.
 Do not include assignments with future changes. Transfer these assignments
separately and not using the mass update.
 Include assignments associated with employment terms.
Demonstration Steps
Sign is as either hcm_impl or hcm_impl1.
Start Here
1. In the global area Navigator menu, select Mass Updates.
Location: Mass Updates work area, Manage Mass Updates page
2. In the Search Results region, click Create Mass Transfer.
Location: Create Mass Transfer: Basic Details page
3. In the Name field, enter XX Mass Transfer.
4. Retain the current date in the Effective Date field.
5. You do not want to include assignments with future changes. In the
Assignments with Future Changes field, select Show errors and exclude
assignments.

6. Click Next.
Location:Create Mass Transfer: Population page
7. Click Select and Add.
Location: Select and Add: Person window
8. Click Advanced.
Location: Advanced Search window
9. In the Department field, search for and select US Support.
10.Click Search.
11.Select all the rows in the search results (using CTRL+ A) and click OK.
Location: Create Mass Transfer: Population page
12.Click Next.
Location:Create Mass Transfer: Changes page
13.In the Business Unit field, search for and select USA1 Business Unit.
14.In the Department field, search for and select Global Support Centers.
15.In the Location field, search for and select Redwood City.
16.Click Next.
Location: Create Mass Transfer: Verification page
17.Click Verify Changes. There are no errors or warnings.
Note: The Verify Changes button takes some time to get enabled.
18.Click Next.
Location: Create Mass Transfer: Review page
19.The current and proposed values appear fine. Click Submit.

20.Click Yes.
21.Click OK.At this point, you should have created a mass transfer.

Direct Reports
Manage Direct Reports
You can reassign existing line reports to new managers, as of the same effective date.
When you reassign direct reports, changes occur at the assignment level for each
direct.
Reassigning Direct Reports
You can reassign all or selected direct reports to new managers. However, if the current
manager is being terminated, you must reassign all the reports. You can select the
same new manager for all the reports or a different new manager for each report. For
example, John Smith has been transferred to another department and his line reports
need to be reassigned. John has four line reports and you want to reassign them to new
line managers. You can reassign three of his reports to the same new line manager and
the fourth report to a different line manager. Some of John's existing reports may still be
reporting to him in his new department.
If a majority of directs are being reassigned to the same new manager, you can select
this manager as the proposed manager by default for all the reports, and later reassign
selected directs to different managers.
When reassigning reports, you cannot change the manager type. For example, if the
direct is a line report for the current manager, you can reassign the direct only as a line
report to a new manager, but not as a direct of other type, such as a project report or a
mentee.
The Manage Direct Reports task does not assign new roles to managers during the
reassign process. You must manage the assignment of roles through the role mapping
functionality. For persons who did not have reports before the reassign process, you
must assign manager roles.
Areas of Responsibility
Areas of responsibility associated with the manager's role are not affected by the
Manage Direct Reports task. For example, if a line manager also has an area of
responsibility as an HR representative, the HR reports cannot be managed from this
task.

.

Activity Introduction: Managing Direct Reports
Background
Linda Swift has been transferred to another department and her direct reports should be
reassigned.
Requirements
 Use the bold text for the object names, replacing the XX with your student
number, as indicated by your instructor.
practice.
Activity Scope
 Search for the person Linda Swift.
 Reassign the direct reports of Linda Swift.

Activity: Managing Direct Reports
In this activity, you reassign a person's direct reports.
Sign in as hcm_impl or hcm_impl1.
Start Here
Home work area, Welcome tab
1. In the global area Navigator menu, select Person Gallery.
Location: Person Gallery page
Searching for the Person
Location: Search tab
2. In the Keywords field, enter Linda Swift.
3. Click Search.
4. In the Search Results section, select the row, Swift, Linda.
5. On the toolbar, from the Actions menu, select Personal and Employment and
then select Manage Direct Reports.
Location: Manage Direct Reports: Linda Swift page
Information
You use the Manage Direct Reports page to reassign the direct reports of a
manager to another manager.
Reassigning Direct Reports
6. In the Manage Direct Reports Effective Date field, retain the current date.
7. In the Manage Direct Reports Action field, retain the Manager Change action.
8. In the Manage Direct Reports Reason field, select Reorganization.
9. In the Proposed Manager field, search for and select, Feitty, Curtis.
Note: By default, all the direct reports of the manager are selected to be
reassigned to the proposed manager. You can reassign individual reports to a
different manager by searching for and selecting the manager in the Name field

for each report.
10.Click Review.
Location: Manage Direct Reports : Linda Swift : Review page
11.Review the changes you made.
12.Click Submit.
13.Click Yes.
14.Click OK.
Location: Person Gallery page
At this point, you should have reassigned the direct reports of the manager, Linda Swift.

Employment Processes Review Question 1
What is the difference between a transfer and a global transfer?

A temporary secondment to another department in the absence of a department head,
is an example of a
A. Transfer
B. Temporary Assignment
C. Global Transfer
D. Global Temporary Assignment

You can always reverse a termination.
1. True
2. False

You can either include or exclude assignments with future changes in the mass update.
1. True
2. False

When reassigning reports, you can change the manager type.
1. True
2. False

All Employment Processes Review Questions and
Answers
1. What is the difference between a transfer and a global transfer?
A transfer is the movement of a person within the same legal employer. A global
transfer is a transfer to a different legal employer.
2. A temporary movement to another department in the absence of a department
head, is an example of
temporary assignment
3. You can always reverse a termination. (True / False)
False. You can reverse a termination at any time provided the same legal employer has
not rehired the employee (or started a new placement for a contingent worker). This is
because a person cannot have multiple employee or contingent worker relationships
with the same legal employer at the same time.
4. You can either include or exclude assignments with future changes in the mass
update. (True / False)
True.
5. When reassigning reports, you can change the manager type. (True / False)
False. When reassigning reports, you cannot change the manager type. For example, if
the direct is a line report for the current manager, you can reassign the direct only as a
line report to a new manager, but not as a direct of other type, such as a project report
or a mentee.

Lesson Highlights
By the end of this lesson, you should have learned how to:
 Add person
 Manage Employment
 Change Employment
 Promote, transfer, and terminate, transfer workers
 Manage mass updates
 Manage direct reports

Lesson Highlight Details
Add Person
HR specialists and line managers create new person records for employees, contingent
workers, nonworkers, and pending workers. The Add Person tasks include creating the
new person's first work relationship with the enterprise.
Manage Employment
HR specialists create and manage work relationships, employment terms, and
assignments for the workers to whom they have security access.
Change Employment
HR specialists and Line managers can edit work location, working hours, managers,
and other employment details.
Transfer, Promote, and Terminate Workers
HR specialists promote workers to whom they have security access. Line managers
promote their direct and indirect reports. HR specialists permanently transfer or create
temporary assignments for workers to whom they have security access. Line managers
permanently transfer their direct and indirect reports. Permanent transfers and
temporary assignments can be within the worker's current legal employer or to a
different legal employer. HR specialists terminate the work relationships of workers to
whom they have security access. Line managers terminate the work relationships of
their direct and indirect reports.
Manage Mass Updates
HR specialists and line managers can update multiple records using a single update
request. They can create a mass transfer to transfer multiple workers at once, within the
same legal employer, and make a mass assignment change using a spreadsheet.
Manage Direct Reports
HR specialists and line managers can reassign the existing direct reports of a manager
to new managers, when the manager is transferred or teminated. When direct reports
are reassigned, the effective date is the same for all the direct reports, and changes
occur at the assignment level for each direct.

14 manage workforce lifecycle

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