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

1. Presented and Demonstrated by:
Faisal Kapadia – Senior Consultant Oracle EBS
Mustafa Akhund – Senior HRMS Consultant
Oracle E-Business Suite
HRMS Presentation

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 advertised
internal site,
external
company web
site, and
third-party
recruiting sites
Site visitor
Registered user
Manager or
recruiter
Employee
Job seekers
Agency user

7. Recruit to Hire
Review
applicants/
assessment
resultsCreate
vacancy
Analyze
Progress
applicants
Search for
candidates
Sift
applicants
NegotiateHire
Offer

8. 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

11. 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.

12. iRecruitment

13. 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

14. iRecruitment

15. • Core HR - Work Structures

17. NITI_BG

18. HR Organization
• Navigate to the Organization window and select the
New button to create a new organization

19. Organization Hierarchy

20. Locations

21. Jobs & Positions
• Jobs and positions are placeholders in your enterprise
model representing roles.

22. 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

23. Grades

24. • Applicant Hiring / Employee Creation
• Personal Information
• Qualifications
• Previous Employments
• Contacts / References
• Assignments / Job Details
• Other Information
• End Employment

25. 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 .

26. Personal Information

27. Personal Information

28. 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

29. 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

30. Previous Employment
• You enter previous employment information in the
Previous Employment Information window

31. 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.

32. 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.

33. Absence
• Absence is entered through absence window or
through Self Service

34. 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.

35. 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

37. • 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.

40. 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.

42. 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

43. Payroll Element Link
• You can determine which employees are eligible for an
element with element links

44. Batch Element Entry

45. 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

46. Historical
Payroll results
of employees
can be viewed

47. Element
Balances of
employees can
be viewed

48.  GL Costing
against each
element can
be viewed.

49. •Payroll Register
•Department Wise Payroll Register
•Payslip (Can be viewed by Employees through
•Employee Self Service)
•Costing Report
•Payment Disbursement Sheet
•GOSI Deductions Report

50. 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.

51.  Employees can apply for
leaves through Self Service.
 Employees can also add
attachments with the leave
application

52.  Employees can view their personal information
and can request for changes.

54. 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

55. • 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?

56. Measuring Competencies
• You can measure competencies using individual
proficiency levels or general proficiency rating scales.
Individual Proficiency Levels for the Competency: Customer Focus

57. Rating Scales
• Rating scales are of three types: Proficiency Scales,
Performance Scales, and Weighting Scales.

58. 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

59. 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

60. 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

61. Creating Objectives
In the Objectives
Library
In Personal
Scorecards
Creating Objectives
In Appraisals

62. Workforce Performance Management
(WPM)
Personal Scorecards
The Objectives
Library
Performance
Management Plan
(PMP)
Automatic Creation
of Appraisals

63. 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

64. 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

65. 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

66. Performance Management

67. 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

68. 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

69. 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: sales@addvantum.com
www.addvantum.com