This document outlines the full setup required in Oracle Time and Labor (OTL) to process payroll for hourly wage earners. It includes defining recurring and non-recurring elements, salary basis, employee records, absence types, time entry rules, approval styles, preferences, and formulas. Timecards are created, approved, and transferred to the batch interface table. Processing the batch then creates corresponding entries in both payroll and HRMS to complete the payroll run for hourly employees paid through OTL.
This document summarizes key payroll concepts and tables in an Oracle HRMS system. It defines common payroll terms like elements, input values, and element links. It describes important payroll tables like PER_ALL_PEOPLE_F, PER_ALL_ASSIGNMENTS_F, PAY_ELEMENT_TYPES_F, and PAY_ELEMENT_ENTRY_VALUES_F. It also provides examples of queries to retrieve employee salary information and run results.
1. Compensation Elements Setup covers defining elements, making manual element entries, defining element input values, writing formulas, defining formula processing rules, linking elements, defining absence types, deleting element entries, and defining element balances.
2. To define an element, you enter dates, names, a classification, processing type and rules, currency, and other attributes. Elements represent compensation and benefit types or earnings and deductions.
3. Key element attributes include the primary classification, processing type (recurring or nonrecurring), termination rule, ability to allow multiple or additional entries, and indicators for payroll processing, indirect results, adjustments only, and third party payments.
The document describes how to set up a leave accrual plan in Oracle HRMS. It involves creating elements to track opening balances, adjustments, and encashment. An accrual plan is then defined to calculate leave balances based on accrual bands. A function returns accrued leave as of a given date based on contract type and tables storing accrual data. The accrual formula uses this function to calculate accrued days between hire/contract dates and the calculation date.
Oracle Time and Labor (OTL) Setup for Projectiavinashpatel
This document provides an overview of the configuration steps required to set up Oracle Time and Labor (OTL) for time tracking and approval. It includes details on setting up responsibilities, profile options, elements, element links, element sets, flexfields, time categories, time entry rules, approval styles, retrieval rules and more. The document also outlines the preferences required for self-service timecard functionality.
This is very helpful technical guide to learn the complete process of Payroll in Oracle HRMS pertaining to following steps,
1. Running the Payroll and Reviewing the Results
2. Running the Prepayments,
3. Running the Costing,
4. Transferring the Payroll to General Ledger (GL)
5. Importing the Journals and Posting them
Thanks,
Faisal Anwar
firstfaisal@yahoo.com
+971 555749650
+92 335 0979700
Oracle Fast Formula allows users to write formulas using English words and basic math functions to calculate elements like payroll and PTO accrual without needing to learn database structures or programming languages. It can be used for tasks like validating inputs, defining assignment sets, and configuring reports. Users define formulas by navigating through the Oracle system and writing logic that references database items.
Creating a
User Menu
Responsibility
User
Flexfields
Value sets
Values
Profile settings
Location
Business Group
Job
Position
Grade
Employee Creation
&
SIT's & EIT's
This document provides instructions for setting up an Overtime Tracking Log (OTL) in 16 steps:
1. Define elements like regular time, overtime, etc.
2. Set up recurring periods like daily and monthly.
3. Define the applications the OTL will reflect like human resources and payroll.
4. Set approval periods to match recurring periods and applications.
It then describes setting up additional components needed for an OTL like approval styles, shifts, work plans, holidays, and earning groups. The last step is to transfer time from the OTL to the payroll system by running three requests.
This document summarizes key payroll concepts and tables in an Oracle HRMS system. It defines common payroll terms like elements, input values, and element links. It describes important payroll tables like PER_ALL_PEOPLE_F, PER_ALL_ASSIGNMENTS_F, PAY_ELEMENT_TYPES_F, and PAY_ELEMENT_ENTRY_VALUES_F. It also provides examples of queries to retrieve employee salary information and run results.
1. Compensation Elements Setup covers defining elements, making manual element entries, defining element input values, writing formulas, defining formula processing rules, linking elements, defining absence types, deleting element entries, and defining element balances.
2. To define an element, you enter dates, names, a classification, processing type and rules, currency, and other attributes. Elements represent compensation and benefit types or earnings and deductions.
3. Key element attributes include the primary classification, processing type (recurring or nonrecurring), termination rule, ability to allow multiple or additional entries, and indicators for payroll processing, indirect results, adjustments only, and third party payments.
The document describes how to set up a leave accrual plan in Oracle HRMS. It involves creating elements to track opening balances, adjustments, and encashment. An accrual plan is then defined to calculate leave balances based on accrual bands. A function returns accrued leave as of a given date based on contract type and tables storing accrual data. The accrual formula uses this function to calculate accrued days between hire/contract dates and the calculation date.
Oracle Time and Labor (OTL) Setup for Projectiavinashpatel
This document provides an overview of the configuration steps required to set up Oracle Time and Labor (OTL) for time tracking and approval. It includes details on setting up responsibilities, profile options, elements, element links, element sets, flexfields, time categories, time entry rules, approval styles, retrieval rules and more. The document also outlines the preferences required for self-service timecard functionality.
This is very helpful technical guide to learn the complete process of Payroll in Oracle HRMS pertaining to following steps,
1. Running the Payroll and Reviewing the Results
2. Running the Prepayments,
3. Running the Costing,
4. Transferring the Payroll to General Ledger (GL)
5. Importing the Journals and Posting them
Thanks,
Faisal Anwar
firstfaisal@yahoo.com
+971 555749650
+92 335 0979700
Oracle Fast Formula allows users to write formulas using English words and basic math functions to calculate elements like payroll and PTO accrual without needing to learn database structures or programming languages. It can be used for tasks like validating inputs, defining assignment sets, and configuring reports. Users define formulas by navigating through the Oracle system and writing logic that references database items.
Creating a
User Menu
Responsibility
User
Flexfields
Value sets
Values
Profile settings
Location
Business Group
Job
Position
Grade
Employee Creation
&
SIT's & EIT's
This document provides instructions for setting up an Overtime Tracking Log (OTL) in 16 steps:
1. Define elements like regular time, overtime, etc.
2. Set up recurring periods like daily and monthly.
3. Define the applications the OTL will reflect like human resources and payroll.
4. Set approval periods to match recurring periods and applications.
It then describes setting up additional components needed for an OTL like approval styles, shifts, work plans, holidays, and earning groups. The last step is to transfer time from the OTL to the payroll system by running three requests.
The document provides an overview of Oracle Payroll setup and processes. It discusses defining compensation elements and linking them to employees. It also covers creating payrolls, writing formulas, and processing payroll runs. The document outlines managing corrections and post-payroll activities like costing and transferring data to the general ledger.
How to create payslip through self serviceFeras Ahmad
This document provides steps to create an employee self-service payslip function in Oracle Applications. It involves:
1. Creating an RDF, XML, and RTF file to define the payslip data and template
2. Uploading these files and defining a data model and template in XML Publisher
3. Creating a function and assigning it to the employee self-service menu for users to access their payslips
4. Executing the function to generate and view payslips based on entered parameters
Infolets and OTBI Deep link Actionable Reports - Configuration Work Book Feras Ahmad
This document provides information and instructions for configuring deep links from Oracle Transactional Business Intelligence (OTBI) reports and analyses to pages and objects in the Risk Management Cloud application. It includes sample deep link URLs for various application pages and objects, such as risks, controls, processes, and more. It also explains how to set the "interaction" property in OTBI analyses to create clickable links using these deep link URLs.
Fast formula queries for functions, contexts, db is and packagesFeras Ahmad
This document provides SQL queries to extract fast formula related data from underlying tables, including:
1) A query that retrieves fast formula functions and their underlying packages.
2) A query that lists fast formulas with their FF code, description, edit status, formula text and other metadata.
3) A query that extracts database items (DBIs) from a process order, including the module, group, user name, data type, definition and contexts used.
4) A query that retrieves fast formula contexts by formula type.
This document provides instructions for using various functions in Oracle HRMS related to compensation elements setup, salary administration, compensation entry and reporting, payroll processes, and generating reports. It includes steps for defining elements, making element entries, setting up input values, writing formulas, administering salaries, entering payment methods, running payroll, and submitting processes and reports. The document is intended as a guide for ADMM Human Resources and Payroll staff to facilitate using the essential functionality in Oracle HRMS.
The document provides instructions for setting up Oracle HRMS, including creating responsibilities, users, flex fields, business groups, locations, divisions, departments, jobs, positions, and hierarchies. Key steps include defining flex field structures for jobs, positions, competencies, grades, cost allocation, and people groups; creating a business group and attaching flex fields and profiles; adding locations, divisions, and departments; building organization hierarchies; and establishing jobs and positions.
The document provides instructions for setting up key HRMS configurations in Oracle R12 including:
1. Creating responsibilities for HRMS managers and users
2. Defining flexfield structures for job, position, grade, people group, cost allocation, and competence
3. Creating a business group, locations, organizations, and hierarchies
4. Setting up jobs, positions, grades, and entering employee details
5. Guidance on creating vacancies, recruitment activities, and tracking applicant progress
This document provides a training guide for using the Oracle EBS R12 Human Resources system. It covers topics such as starting Oracle applications, choosing a responsibility, navigating forms, getting help, and the core HR functionality including entering employee data, recruitment, defining work structures, and administration settings. The guide is intended to help FUJCCI HR staff learn the essential functionality of Oracle HRMS. It provides step-by-step instructions on common HR tasks in Oracle such as hiring, promotions, payroll, and system configuration.
Oracle fusion hrms_for_uae_payroll_setup_white_paper_rel11Feras Ahmad
The document discusses payroll setup tasks for Oracle Fusion Human Resources Management System for the United Arab Emirates. It covers UAE-specific payroll data that needs to be captured including person and employment data, statutory deductions calculations, elements, balances, payroll setup, and reports. Calculation cards are used to capture organization and person level data needed for payroll processing. The document provides details on the predefined calculation cards for UAE including Employer Social Insurance Details, Employer Gratuity Details, Employee Social Insurance Details, and End of Service Details cards.
This document outlines the steps to set up and run retroactive pay by element in payroll, including creating a salary element, retro element, event group, and assignment set for retropay. It describes running payroll for two months, making a salary change, then running a retropay calculation from January to March 2000 to see the adjusted payroll results for March.
This document outlines the steps to create a leave accrual plan in the HRMS system, including creating elements to track opening balance, adjustments, encashment, defining the accrual plan, bands, and rules. It also describes enrolling employees, attaching elements, checking balances, entering absences, and running the carryover process to bring unused days to the next year.
The document provides an overview of Oracle HRMS and payroll systems. It discusses the main components of Oracle HRMS, including the HRMS information model, work structure, flexfields, and recruitment. It also summarizes the key modules in Oracle HRMS like human resources, payroll, time and labor, and recruitment. Finally, it provides a brief introduction to the payroll overview in Oracle.
1. Steps are outlined to create a travel request special information type (SIT) in Oracle SSHR including defining the SIT, configuring a workflow process, defining a function, mapping the function to a menu, and personalizing the request form.
2. AME rules are then set up to route the customized travel request SIT through the new workflow process for approval.
This document provides instructions for setting up leave management and accrual plans in Oracle HCM. It outlines the steps to define absence categories and reasons, create absence types linked to elements, and establish accrual plans with formulas for calculating and carrying over accrued time off. Setting up accrual plans automatically generates five associated elements to track employee balances and accrual details. The accrual plans can then be assigned to employee jobs.
The document discusses the features and functions of a talent management software, including recruitment, core HR, payroll, self-service, performance management, succession planning, talent profiling, suitability matching, and employee succession information. It provides details on using suitability analyzer to view competency ratings for workers, 9-box matrices for potential and retention, and viewing complete talent information for workers.
Oracle Fusion Cloud Payroll Costing QueryFeras Ahmad
This SQL query retrieves data from multiple payroll-related tables to provide costing and accounting information for different elements. It joins tables related to element types, links, classifications, cost allocations and accounts to return fields like company, department, account and intercompany values for both the cost and offset accounting distributions. The query filters for elements that have costing enabled and an eligibility link defined.
Fusion cloud global payroll presentationFeras Ahmad
Oracle Cloud Payroll provides a complete payroll solution including mobile access. The presentation demonstrates the solution, including classification, allowances, deductions, special rules, proration, and retrospection. It shows the payroll dashboard and discusses value in global payroll rules, real-time analytics, and being proactive. The roadmap outlines current and future releases focusing on global HR, talent management, rewards, and workforce management.
This document outlines an agenda for an Oracle HRMS Technical Workshop taking place on December 3-4, 2001. It includes introductions, assumptions about technical knowledge, and an overview of the major components and entities within Oracle HRMS, including human resources, payroll, training administration, and other modules. Key concepts like datetrack and lookups are also explained in detail with examples.
The document discusses configuring security profiles in Oracle E-Business Suite SSHR module. It describes creating two security profiles based on the predefined Vision Supervisor Profile: Supervisor Profile No Granted Access and HUS Supervisor Profile Granted Access. It also assigns these profiles to the Manager Self-Service responsibilities to restrict managers' access to only employees in their supervisor hierarchy. Finally, it tests the new profiles by logging in as a manager and verifying they can only see employees under them.
This document provides instructions for setting up payroll in Oracle HRMS R12. It describes defining a consolidation set, payment methods, payroll details including period type, mapping costs to accounting, elements, element links, salary basis, tax organizations, and assigning payrolls and elements to employees. The final section covers running the actual payroll.
HR Erpnext mohammed almahdi for cubetech almahdi mood
The document discusses features of the HR module in ERPNext, including three submodules: payroll, recruitment, and HR setup. Key features of the payroll submodule include payroll entry processing, salary structures, components, and tax calculations. The recruitment submodule helps with creating recruitment plans, job openings, and managing the hiring process. The HR setup module allows configuration of employee types, branches, departments, designations, and other organizational settings. It also includes daily work summary settings.
The document provides an overview of Oracle Payroll setup and processes. It discusses defining compensation elements and linking them to employees. It also covers creating payrolls, writing formulas, and processing payroll runs. The document outlines managing corrections and post-payroll activities like costing and transferring data to the general ledger.
How to create payslip through self serviceFeras Ahmad
This document provides steps to create an employee self-service payslip function in Oracle Applications. It involves:
1. Creating an RDF, XML, and RTF file to define the payslip data and template
2. Uploading these files and defining a data model and template in XML Publisher
3. Creating a function and assigning it to the employee self-service menu for users to access their payslips
4. Executing the function to generate and view payslips based on entered parameters
Infolets and OTBI Deep link Actionable Reports - Configuration Work Book Feras Ahmad
This document provides information and instructions for configuring deep links from Oracle Transactional Business Intelligence (OTBI) reports and analyses to pages and objects in the Risk Management Cloud application. It includes sample deep link URLs for various application pages and objects, such as risks, controls, processes, and more. It also explains how to set the "interaction" property in OTBI analyses to create clickable links using these deep link URLs.
Fast formula queries for functions, contexts, db is and packagesFeras Ahmad
This document provides SQL queries to extract fast formula related data from underlying tables, including:
1) A query that retrieves fast formula functions and their underlying packages.
2) A query that lists fast formulas with their FF code, description, edit status, formula text and other metadata.
3) A query that extracts database items (DBIs) from a process order, including the module, group, user name, data type, definition and contexts used.
4) A query that retrieves fast formula contexts by formula type.
This document provides instructions for using various functions in Oracle HRMS related to compensation elements setup, salary administration, compensation entry and reporting, payroll processes, and generating reports. It includes steps for defining elements, making element entries, setting up input values, writing formulas, administering salaries, entering payment methods, running payroll, and submitting processes and reports. The document is intended as a guide for ADMM Human Resources and Payroll staff to facilitate using the essential functionality in Oracle HRMS.
The document provides instructions for setting up Oracle HRMS, including creating responsibilities, users, flex fields, business groups, locations, divisions, departments, jobs, positions, and hierarchies. Key steps include defining flex field structures for jobs, positions, competencies, grades, cost allocation, and people groups; creating a business group and attaching flex fields and profiles; adding locations, divisions, and departments; building organization hierarchies; and establishing jobs and positions.
The document provides instructions for setting up key HRMS configurations in Oracle R12 including:
1. Creating responsibilities for HRMS managers and users
2. Defining flexfield structures for job, position, grade, people group, cost allocation, and competence
3. Creating a business group, locations, organizations, and hierarchies
4. Setting up jobs, positions, grades, and entering employee details
5. Guidance on creating vacancies, recruitment activities, and tracking applicant progress
This document provides a training guide for using the Oracle EBS R12 Human Resources system. It covers topics such as starting Oracle applications, choosing a responsibility, navigating forms, getting help, and the core HR functionality including entering employee data, recruitment, defining work structures, and administration settings. The guide is intended to help FUJCCI HR staff learn the essential functionality of Oracle HRMS. It provides step-by-step instructions on common HR tasks in Oracle such as hiring, promotions, payroll, and system configuration.
Oracle fusion hrms_for_uae_payroll_setup_white_paper_rel11Feras Ahmad
The document discusses payroll setup tasks for Oracle Fusion Human Resources Management System for the United Arab Emirates. It covers UAE-specific payroll data that needs to be captured including person and employment data, statutory deductions calculations, elements, balances, payroll setup, and reports. Calculation cards are used to capture organization and person level data needed for payroll processing. The document provides details on the predefined calculation cards for UAE including Employer Social Insurance Details, Employer Gratuity Details, Employee Social Insurance Details, and End of Service Details cards.
This document outlines the steps to set up and run retroactive pay by element in payroll, including creating a salary element, retro element, event group, and assignment set for retropay. It describes running payroll for two months, making a salary change, then running a retropay calculation from January to March 2000 to see the adjusted payroll results for March.
This document outlines the steps to create a leave accrual plan in the HRMS system, including creating elements to track opening balance, adjustments, encashment, defining the accrual plan, bands, and rules. It also describes enrolling employees, attaching elements, checking balances, entering absences, and running the carryover process to bring unused days to the next year.
The document provides an overview of Oracle HRMS and payroll systems. It discusses the main components of Oracle HRMS, including the HRMS information model, work structure, flexfields, and recruitment. It also summarizes the key modules in Oracle HRMS like human resources, payroll, time and labor, and recruitment. Finally, it provides a brief introduction to the payroll overview in Oracle.
1. Steps are outlined to create a travel request special information type (SIT) in Oracle SSHR including defining the SIT, configuring a workflow process, defining a function, mapping the function to a menu, and personalizing the request form.
2. AME rules are then set up to route the customized travel request SIT through the new workflow process for approval.
This document provides instructions for setting up leave management and accrual plans in Oracle HCM. It outlines the steps to define absence categories and reasons, create absence types linked to elements, and establish accrual plans with formulas for calculating and carrying over accrued time off. Setting up accrual plans automatically generates five associated elements to track employee balances and accrual details. The accrual plans can then be assigned to employee jobs.
The document discusses the features and functions of a talent management software, including recruitment, core HR, payroll, self-service, performance management, succession planning, talent profiling, suitability matching, and employee succession information. It provides details on using suitability analyzer to view competency ratings for workers, 9-box matrices for potential and retention, and viewing complete talent information for workers.
Oracle Fusion Cloud Payroll Costing QueryFeras Ahmad
This SQL query retrieves data from multiple payroll-related tables to provide costing and accounting information for different elements. It joins tables related to element types, links, classifications, cost allocations and accounts to return fields like company, department, account and intercompany values for both the cost and offset accounting distributions. The query filters for elements that have costing enabled and an eligibility link defined.
Fusion cloud global payroll presentationFeras Ahmad
Oracle Cloud Payroll provides a complete payroll solution including mobile access. The presentation demonstrates the solution, including classification, allowances, deductions, special rules, proration, and retrospection. It shows the payroll dashboard and discusses value in global payroll rules, real-time analytics, and being proactive. The roadmap outlines current and future releases focusing on global HR, talent management, rewards, and workforce management.
This document outlines an agenda for an Oracle HRMS Technical Workshop taking place on December 3-4, 2001. It includes introductions, assumptions about technical knowledge, and an overview of the major components and entities within Oracle HRMS, including human resources, payroll, training administration, and other modules. Key concepts like datetrack and lookups are also explained in detail with examples.
The document discusses configuring security profiles in Oracle E-Business Suite SSHR module. It describes creating two security profiles based on the predefined Vision Supervisor Profile: Supervisor Profile No Granted Access and HUS Supervisor Profile Granted Access. It also assigns these profiles to the Manager Self-Service responsibilities to restrict managers' access to only employees in their supervisor hierarchy. Finally, it tests the new profiles by logging in as a manager and verifying they can only see employees under them.
This document provides instructions for setting up payroll in Oracle HRMS R12. It describes defining a consolidation set, payment methods, payroll details including period type, mapping costs to accounting, elements, element links, salary basis, tax organizations, and assigning payrolls and elements to employees. The final section covers running the actual payroll.
HR Erpnext mohammed almahdi for cubetech almahdi mood
The document discusses features of the HR module in ERPNext, including three submodules: payroll, recruitment, and HR setup. Key features of the payroll submodule include payroll entry processing, salary structures, components, and tax calculations. The recruitment submodule helps with creating recruitment plans, job openings, and managing the hiring process. The HR setup module allows configuration of employee types, branches, departments, designations, and other organizational settings. It also includes daily work summary settings.
CSIS 375
Final Project Instructions
Instructions:
General Background Information:
CMS Systems, Inc. is a company that provides information systems consulting services to companies in the telecom industry in the United States and the United Kingdom. Due to its success, CMS is hoping to expand its operations into other parts of Europe. Despite its large size, CMS currently uses a manual/spreadsheet-based process for maintaining employee hours worked, employee benefits, employee payroll, project management, and customer billing. It also uses a file based system to manage its legal documents and other client information.
Management has now decided to implement a company-wide application that will keep track of all of its employee, project, and client information. Employee information will include such items as employee name, address, hire date, and salary. It will also keep track of employee hours spent working on various projects, employee benefits, employee payroll, and produce invoices for clients based on hours worked by employees. Client information will include such items as client name, legal location (i.e., country), billing address, office locations, client contact information , and contracts associated with each client. Project information will also have to be maintained, which will keep track of employee assignments to projects.
Employee Management
CMS currently employs 1,500 individuals (900 in the US and 600 in the UK) who serve as systems analysts, developers, managers, testers, maintenance engineers, accountants, lawyers, sales representatives, and office staff.
The new system will enable the Human Resources department to maintain all employee information such as name, address, hire date, termination date, emergency contact information, marital status, tax withholding information, 401 K participation, insurance participation, other tax-related deductions, and salary/wage rates.
Only members of the Human Resources department will be allowed to edit employee information.
Recording Hours Worked
All CMS employees must keep a record of the time they spend working for each client on a weekly basis. Because employees can work for more than one client and perform different functions for each client, CMS utilizes “project management” to keep track of employee assignments to client contracts. Employees can be assigned to work on more than one project at a given time. In fact, it is not unusual for an employee to spend time on two or more different projects within the same day.
The number of hours worked for each employee on each project must be recorded on a weekly basis. Employees currently log their time using an Excel worksheet. An example of this worksheet is presented below. Notice that the employee’s supervisor is listed on the worksheet. A supervisor is currently required to approve his employees’ timesheets by placing his initials beside his name.
All employees in the company should be allowed to enter information on their timesh.
ERPNext is an end-to-end business solution that helps you to manage all your business information in one application and use it to not only manage operations but also enables you to take informed decisions well in time to remain ahead of your competition. It forms a backbone of your business to add strength, transparency and control to your enterprise.
There are two main compensation systems: time rate and piece rate. Time rate pays workers based on the hours worked at an hourly rate, while piece rate pays workers based on their output or number of pieces completed at a predetermined rate per piece. Some key differences between the two systems are: time rate considers attendance time as the significant factor and can provide overtime pay at a higher rate, while piece rate considers production as the key factor. Time rate uses a formula of hours worked multiplied by the hourly rate to calculate earnings, while piece rate uses units produced multiplied by the piece rate. Time rate is more suitable when work cannot be easily measured by output, while piece rate works best for repetitive tasks where output can be accurately counted. Time rate
1. The document provides guidance on payroll processes in SAP, including running payroll, new hire processes, maintaining payroll master data, and payroll reporting.
2. Key steps for running payroll include setting the payroll area, releasing the payroll, starting payroll, checking for errors, and releasing for corrections.
3. Maintaining payroll master data involves using transaction PA30 to enter and maintain employee organizational assignment, pay scale, bank details, tax information, and other payroll-related master data.
This document provides specifications for a new payroll system for Tyler R Us. The current system is outdated and inadequate for the company's future needs. The new system needs to be modular, flexible to accommodate growth, easy to use, and comply with all legislative requirements. It must store historical payroll data for 7 years and have robust security. Each requirement is assigned a priority level of 1) essential, 2) optional but beneficial, or 3) additional/future need. The document then provides detailed specifications for key payroll modules including employee master files, payments/deductions, pensions, data input, statutory payments, taxes, loans, orders and reports.
Almost everything-you-wanted-to-know-about-ptoMayadevi Gopi
This document provides information about configuring paid time off (PTO) accrual plans in Oracle HRMS. It discusses using a payroll balance to store accrual amounts for performance benefits when calculating accruals in batch processes. The summary maintains the payroll balance by calling the accrual formula during each payroll run to calculate new accruals since the last run and update the balance. It also provides steps for setting up absence and earnings elements needed for a PTO accrual plan.
The document discusses an employee module that contains forms and reports to track employee data. It allows users to list, edit, add, search and filter employees. Employees can use the module to view their timecard history, current schedule, run designated reports, and send messages to their supervisor. The module also allows employees to clock in and out and view the in/out board. The document then discusses features of the employee module like demographic information, search capabilities, employee groupings and statuses. It also covers tracking employee positions, payroll data, applications and more. Finally, it briefly mentions a leave application module and salary/payroll modules.
ERPNext is a fully featured ERP system for small and medium businesses that covers accounting, CRM, inventory, selling, purchasing, manufacturing, projects, HR and payroll, website, e-commerce, and more. The HR module manages employee records including contact details, salary, attendance, performance reviews, and handles payroll processing with tax calculations. Employees can apply for leaves which require approval, and performance is evaluated through appraisal templates that define key metrics. Salary structures define employee earnings and deductions to calculate pay through payroll entries that generate salary slips.
eresource HRMS is a integrated solution designed to facilitate HR operation by reducing time intensive administration task and lowering cost by deploying self service application
The document provides information to help businesses assess their needs for a payroll and HR solution and guides them through the process of beginning their search for a provider. It outlines the three most important things to look for in a provider: usability, reporting and compliance, and a trusted partner. Specifically, it emphasizes the importance of ease of use, intuitive reporting capabilities, strong tax filing and compliance services, and a provider that will listen to feedback and grow with the business over time.
This document discusses strategic compensation planning and pay-for-performance systems. It explains that strategic compensation planning links pay to an organization's objectives and culture. A pay-for-performance standard ties compensation to employee effort and performance through mechanisms like bonuses and merit-based pay. The document also discusses theories of motivation like pay equity and expectancy theory that explain how compensation influences employee motivation.
This document provides instructions for adjusting payroll checks and invoices in the Super Nova and Stellar systems. It describes how to change check dates, void checks, reprint payroll runs, convert e-pay transactions to live checks, create credit/debit memos, undo invoice corrections, void invoices, and recast invoice data. Setup options and permission tiers for check date adjustments are outlined. Examples are provided of validation errors that could occur when attempting to make adjustments that would result in negative wages. Locations of adjustment options within the systems are indicated.
This document provides an overview of wage and salary administration. It defines key terms like wage, salary, and compensation. It discusses factors that influence compensation levels such as cost of living and prevailing wage rates. It also outlines different wage payment methods including time wage systems, piece wage systems, and balance or debt methods. Executive compensation is discussed, including how it is determined by compensation committees and boards of directors. Highest paid CEO salaries from 1990-2000 are listed for various companies in India and globally. The document aims to establish a scientific and balanced wage structure for organizations.
Workforce Plus: Tips and Tricks to Give Workforce an Extra Kick! Alithya
This document provides tips and tricks for configuring the Oracle Workforce module. It discusses dimensionality considerations when building a workforce application and outlines the different planning granularity options. It also covers scenario handling, compensation calculations including base salary, additional earnings, benefits and taxes. Configuration of components, options, and tiers is explained. Custom dimensions, calculations, and expense logic are discussed. Effective use of out-of-the-box functionality versus custom configurations is recommended.
The term INCENTIVES mean, something which encourages a person to do something. Or the “extra financial reward/ motivation”.
Incentives is the performance-link reward to improve motivation & productivity of the employees.
Incentives includes all that provide extra pay for the extra performance in addition to regular wages for the job.
The document discusses setting up organization parameters in Oracle Inventory. It recommends defining one organization as the item master organization where all items are defined. It then describes the different inventory parameters that can be defined for an organization, including item master organization, workday calendar, inventory parameters, costing information, account parameters, lot/serial parameters, ATP/picking parameters, inter-organization information, and warehouse parameters. These parameters control how inventory is managed and reported for the organization.
Here at BambooHR we don't claim to be ACA consultants; however, we are employee data experts, so we want to help with ACA where we can. We’re not only beefing up some of our existing features and reporting to help make your life easier when you’re preparing ACA forms, but we’re also adding some nice tools to save you time as you enter the world of ACA compliance. In this webinar we will review some of the key points of the ACA Employer Mandate and even walk you through how we are going to comply with ACA here at BambooHR!
Oracle Fusion HCM Payroll Process Flow.pdfFeras Ahmad
This document outlines the key steps in the Oracle Fusion HCM payroll process flow, including:
1) Setting up legal entities, reporting units, consolidation groups, banks, and payment methods.
2) Configuring payroll definitions, elements, salary bases, element eligibility, and formulas.
3) Preparing employees for payroll by assigning payroll, salary basis, elements, and inputting values.
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1. SETUP FOR ORACLE TIME AND
LABOR: Processing Payroll through
OTL Entries
2. Introduction
This document explains the full set up of Oracle Time and Labor that is required
to create a Time card and process it all the way through GL. It also explains the Time
store Deposit API’s. Time store deposit API is a technical way of creating the timecard.
SETUP for OTL: Processing payroll through OTL entries
Payroll processing of the workers that are getting daily wages, is done through Time card
entries from Time and Labor Responsibility.
To enter a Time card we need minimum of one recurring element and n(1..n) number of
non recurring elements.
Time Elements (Non Recurring)
Hours, Rate, Multiple
1. Define Recurring Element
Responsibility: Super HRMS
Navigation: total Compensation-> Basic-> Earnings
Since these employees get paid on the basis of number of hours they worked, we define
the salary basis for these employees as ‘Hourly Basis’
3. 2. Defining Salary Basis
Responsibility: US Super HRMS
Navigation: Total Compensation-> Basic -> Salary Basis
Pay Annualization factor: It indicates the factor, by which when per hour income is
multiplied it gives the annual salary.
Now we attach the recurring element created above to this salary basis.
3. Create Link
Create Link for the element created above so that this element becomes available
for the payroll processing.
Responsibility: US Super HRMS
Navigation: Total compensation -> Basic -> link
4. 4. Create Employee
Create the employee with the salary basis as ‘Hourly Basis’
Define supervisor for this employee
- Define Payroll
- Define GRE under Statuory Tab
5. - Define salary for this employee:
Remember to define the salary on hourly basis, annual salary will be calculated
automatically.
In this case: 50 *2080 (Pay annualization factor defined while defining element)
is the annual salary
6. 5. Defining four non recurring elements
Time of the wage earners will be charged against these non recurring elements.
Earning elements are classified into three categories:
Earning categories and the lookup defined for them are as follows:
- Earnings : US_EARNINGS
- Supplemental earnings : US_SUPPLEMENTAL_EARNINGS
- Imputed Earnings : US_IMPUTED_EARNINGS
Element1: Regular Hours
Responsibility: US super HRMS
Navigation: Total Compensation-> Basic -> Earnings
8. Element3: Premium Hours (Something that employee gets above overtime work)
Responsibility: US super HRMS
Navigation: Total Compensation-> Basic -> Earnings
9. Element4: Hours not Worked
Responsibility: US super HRMS
Navigation: Total Compensation-> Basic -> Earnings
10. 6. Defining Absence Type:
Depending on the type of element, entries are passed to payroll or HRMS or Payroll and
HRMS both.
First three non recurring elements defined above are passed just to payroll.
‘Hours not worked’ is passed to both payroll and HRMS.
To see this in HRMS, we need to define absence type and attach this element to this
absence type.
7. Create Link for non recurring element
In order to use the above created elements for payroll processing we create link
for all the elements:
Define the links for all the elements above and define the input values:
Responsibility: US super HRMS
Navigation: Total Compensation-> Basic -> Links
Define input values as follows:
Overtime: Multiple-1.5
11. Premium: Multiple- 2
8. Assigning OTL Responsibility
Assigning OTL Responsibility to the User to do further setup for OTL:
Define a security profile
Responsibility: US super HRMS
Navigation: Security -> Assign Security profiles.
9. Defining Alternate Names
Responsibility-> US OTL Application developer
Navigation: Alternate names -> Alternate Name Definition
12.
13. 10. Recurring Periods
Number of days or columns appearing in the timecard screen are controlled by
something called as Recurring Period
Responsibility: US OTL Application Developer
Navigation: Recurring Period.
Period Type: Defines the number of columns or number of days
Eg; period type ‘Week’ will define the number of columns as 7
Start Date: It defines which day of week the timecard will start from like Monday
, Tuesday and so on.
As in the example below, 3-feb-2003 falls on Monday, so all the timecards will start from
Monday to Sunday.
14. 11. Define approval periods:
It is required to define what all applications will be using these periods
Responsibility: US OTL Application Developer
Navigation: Approval -> Define Approval Periods
Contingent workers cannot be paid through payroll.
They are paid through purchasing
Human Resource- Absence
Payroll- Hours
Project-Expenditure
15. 12. Defining Time Entry Rules
By Mapping we control the mandatory fields. If time card is for payroll purpose we
enter mapping as ‘BEE Retrieval Process’. This is the standard process. We can also
apply some custom rules.
Responsibility: US OTL Application Developer
Navigation: Time Entry Rules -> Define Time Entry Rules
16. Creating Custom Controlling Rules using Fast Formulas
Maximum Hours: Cannot work more than that (example cannot work more than 50 hours
in this case)
Reference Period: In a week type of recurring period there can be maximum two weeks
in which the duration can span.
18. 13. Defining Time Entry Rule Groups
Time entry rule groups are defined to associate all the rules together and define
the outcomes of each rule if it is violated.
Responsibility: US OTL Application developer
Navigation: Time Entry Rules-> define Time Entry Rule Groups
14. Approval Style:
This defines in each application what would be the approval hierarchy. Who is going
to approve the time card of the employee.
In the Example below, in both the responsibilities HR and payroll, immediate supervisor
will approve the timecard.
Responsibility: US OTL Application Developer
Navigation: Approval -> Define Approval Style
19. 15. Creating Preference
After all the above things are defined, its now time to decide how the timecard
will look like, what all validations will be applied on the time card.
To do this we create Preferences and attach this preference to certain business group or
organization or may be the employee depending on the requirements.
Create Preference
Responsibility: US OTL Application Developer
Navigation: Preferences
We don’t need to disturb the existing preference. We will create our own new custom
preference.
Right Click on the preference tree and select new.
Enter the name of the preference u want to create.
20. For any timecard to work and function properly there are 9 mandatory preference
attributes that should be defined.
Creating Alternate Names
Right click on the new preference created and select new.
Enter the name as Alternate names.
Select the seeded preference as ‘Self Service Timecard Alternate Name set Defined for a
user’
21. Now enter the preference values as alternate name defined above.
22. Approval Periods
Preference: Time Store Approval Periods
Value: Approval period that was defined above.
Recurring Period
Preference: Self service timecard Period for Worker
Value: Recurring period that was defined above.
28. Allow status edit
Preference: Self Service timecard status that allows user edits
Value: Status allowing Edit: RETRO
Past number of days: 60
Future number of days: 60
29. No of empty rows
Preference: Self service Number of empty rows on the timecard
Value: Number of empty rows:0
30. 16. Defining where all this preference will be used
This preference can be attached to a business group, Organization or to a person.
Precedence defines which rule will be used for the preference
31. 17. Look of the time card
Responsibility: Employee, self service -> Time Entry
32. 18. Write formula
To calculate regular hours, premium hours, overtime, work not worked amount
on the basis of annual salary
Responsibility: US super HRMS
Navigation: Total Compensation-> Basic -> Write Formula
33. DEFALULT FOR ASG_HOURLY_SALARY IS 0
DEFAULT FOR Hours is 0
default FOR Multiple IS 0
INPUTS ARE Hours, Multiple
IF Multiple = 0 then
(
PAY=ASG_HOURLY_SALARY* Hours
)
ELSE
(
PAY=ASG_HOURLY_SALARY* Hours*Multiple
)
RETURN PAY
19. Formula result rule
Attaching this formula to all the non recurring elements
Responsibility: US super HRMS
Navigation: Total Compensation-> Basic -> Formula Result
34. 19. Creating Time Card
Responsibility: Employee, self service-> Time Entry
35.
36. 20. Approval notification
Since approval rule is set as HR Supervisor , Notification will go to the immediate
supervisor for the timecard approval.
Responsibility; Manage, self service-> FYI
38. 21. Sending Approved timecard to Payroll
This is done by running the process: Process: Transfer time from OTL to BEE
Responsibility: US OTL Application Developer
39. 22. Batch Created
As a result of the above process a batch gets created with the name supplied for
transaction code in the above process.
Responsibility: US Super Human Resource
Navigation: Mass exchange info-> batch element entry
40. 23. Transfer the Timecard
Still the timecard entry has not reached to payroll, but they are sitting in the
interface(batch) table.
To push these entries to HRMS, in the batch Element Entry screen, click process
to process the records.
Process-> Transfer
41. 24. After transferring the batch entries get created in payroll and HRMS both:
Entries in HRMS:
Absence Details: Employee-> Others->Absence
42. 25. Generating SOE(Statement of Earning) for the period time card is created
Run quick pay to generate SOE(Statement of Earning) for the period u created your time
card.
Navigation: Employee -> Assignment-> Others-> Quickpay
44. 27. Payroll Processing: Multiple Employees
Above we processed just one employee by running the quick pay run. In practical
scenario we have to process payroll for n number of employees. For this instead of
processing each employee separately we run the payroll process that processes multiple
employees in one go.
Process Name: Payroll process
Payroll process spawns further sub processes
45. 28. View the Log of payroll process
29. Prepayment
46. Once the payroll entries are created, payment has to be done. There are various
modes of payment like check, cash etc. So, before doing the payment we group the
employees on the basis of the payment method attached to them. This is done by running
the process Prepayments.
View the detail for each employee from payroll run result
47.
48. 30. Check Writer Process
There are various modes of payment. We have different processes defined for
doing different types of payments.
To do the payment by check we need to run the process called Check Writer.
The output of this process will generate the check for each employee whose payment
method was selected as check.
31. 3rd party Check Payment.
If the payment is done by some third party, then run the check writer process with
the payment method as 3rd
party payment method instead of check.
49. Checks will be generated in the output file of this process.
32. NACHA: Payment method
50. An output file is generated as a result of this process. This output file is used to
directly credit the amounts in the account numbers specified in the report.
33. NACHA: Flat File Output
52. Above process generates Summary or detailed report based on the ‘Totals Only’
Parameter specified above. If parameter is set to ‘yes’ it generates summary report and if
it is set to ‘No’ then it generates Detail Report.
Summary Report Output
54. 35. Run Deposit Process to generate SOE
Unlike check writer process NACHA report does not generate SOE. In order to
generate that we run another process called as Deposit Advice.
56. 36. Associating custom set of book to GL Responsibility
By this point all the processing has been done at the payroll side. Now it is
required to transfer the payroll entries to General Ledger.
For this we create a Set of book. Create a custom responsibility which is derived from the
General Ledger. To attach SOB to GL responsibility, we assign custom SOB created to
the profile option ‘GL set of books’ at responsibility level.
37. Open the GL period.
In order to transfer the payroll entries to GL, We need to open the GL periods in
which payroll transactions are present.
57. 38. Costing
Costing Information for the payroll entries are defined while creating the link of
element. We define credit and debit account.
68. 42. Archival Process
Run Archival Process to view the pay slip in the self service screen.
Process name; External Process archival
69. 43. Viewing Pay slip in Self service screen:
Employee self service screen -> payslip
70.
71.
72. Time Store Deposit API
DECLARE
----------------------------------------------------------
-- Constant declarations
----------------------------------------------------------
-- This is the appl_id for OTL, do not change
c_otl_appl_id CONSTANT NUMBER (3) := 809;
c_proj_attr1 CONSTANT VARCHAR2 (7) := 'Task_Id';
c_proj_attr2 CONSTANT VARCHAR2 (10) := 'Project_Id';
c_proj_attr3 CONSTANT VARCHAR2 (16) := 'Expenditure_Type';
c_proj_attr4 CONSTANT VARCHAR2 (19) := 'Expenditure_Comment';
c_proj_attr5 CONSTANT VARCHAR2 (23) := 'SYSTEM_LINKAGE_FUNCTION';
----------------------------------------------------------
-- Variable declarations
----------------------------------------------------------
-- declare the PL/SQL Table that will hold the complete timecard (all the BBs)
l_tbl_timecard_info hxc_self_service_time_deposit.timecard_info;
-- declare the PL/SQL Table that will hold all the attributes
l_tbl_attributes_info hxc_self_service_time_deposit.app_attributes_info;
-- declare the PL/SQL Table that will hold the messages returned by the API
l_tbl_messages hxc_self_service_time_deposit.message_table;
-- person ID that this TC belongs to, Replace with your own
l_person_id per_all_people_f.person_id%TYPE := 9389;
-- Replace with your own IDs
l_task_id VARCHAR2 (3) := '221';
-- (l_project_id is NOT the same as task id, they just happen to have the
-- same ID on our database)
l_project_id VARCHAR2 (3) := '221';
-- Replace with your own values
l_expenditure_type VARCHAR2 (15) := 'Professional';
l_ot_expenditure_type VARCHAR2 (15) := 'Overtime';
l_system_linkage_id VARCHAR2 (15) := 'ST';
l_ot_system_linkage_id VARCHAR2 (15) := 'OT';
-- Will hold TC_ID, returned by the deposit process
l_new_timecard_id NUMBER;
-- Will hold TC ovn, returned by the deposit process
l_new_timecard_ovn NUMBER;
l_message fnd_new_messages.message_text%TYPE;
l_start_time DATE
:= fnd_date.canonical_to_date ('2002/11/11 00:00:00');
73. l_stop_time DATE
:= fnd_date.canonical_to_date ('2002/11/17 23:59:59');
l_tc_bb_id hxc_time_building_blocks.time_building_block_id%TYPE;
l_day_bb_id hxc_time_building_blocks.time_building_block_id%TYPE;
l_detail_bb_id hxc_time_building_blocks.time_building_block_id%TYPE;
l_time_attribute_id hxc_time_attributes.time_attribute_id%TYPE;
BEGIN
-- First initialize your session, this needs to be done for internal reasons
so
-- the TimeStore knows who is trying to deposit the information. When you log
-- into SS, the same is done for you by the framework, here however we have to
do
-- it manually.
FND_GLOBAL.APPS_INITIALIZE( user_id => 12345 -– Replace with your own ID
,resp_id => 56789 -– Replace with your own ID
,resp_appl_id => 809 );-- This is the appl_id for OTL, do not change
----------------------------------------------------------
-- PART 1: POPULATE TABLES --
----------------------------------------------------------
-- First populate the timecard PL/SQL table:
----------------------------------------------------------
-- Start with the TIMECARD BB
----------------------------------------------------------
hxc_timestore_deposit.create_timecard_bb (
p_start_time=> l_start_time,
p_stop_time=> l_stop_time,
p_resource_id=> l_person_id,
p_comment_text=> 'Created using API: Weekly Project TC',
p_app_blocks=> l_tbl_timecard_info,
p_time_building_block_id=> l_tc_bb_id
);
-- Now we create the DAY BB, 7 in total, and since they are all the same we
-- will loop 7 times
FOR i_day IN 0 .. 6
LOOP
hxc_timestore_deposit.create_day_bb (
p_day => TRUNC (l_start_time)
+ i_day,
p_parent_building_block_id=> l_tc_bb_id, -- returned by create_timecard_bb
p_comment_text=> 'Created using API',
p_app_blocks=> l_tbl_timecard_info,
p_time_building_block_id=> l_day_bb_id
);
-- The next call would also work but we choose to use the first one
-- since we know the TIMECARD's Id. If you do not know the ID you should
-- use this next call commented out here.
74. /* hxc_timestore_deposit.create_day_bb (
p_day => TRUNC (l_start_time)
+ i_day,
p_resource_id=> l_person_id,
p_comment_text=> 'Created using API',
p_app_blocks=> l_tbl_timecard_info,
p_time_building_block_id=> l_day_bb_id
); */
-- We can attach the DETAIL BB for every DAY BB that represents 'normal'
-- work hours as well here as they are all the same
-- We only need to do this for weekdays though
IF i_day < 5
THEN
hxc_timestore_deposit.create_detail_bb (
p_type=> 'MEASURE',
p_measure=> 8,
p_parent_building_block_id=> l_day_bb_id,
p_comment_text=> 'Created using API: NT',
p_app_blocks=> l_tbl_timecard_info,
p_app_attributes=> l_tbl_attributes_info,
p_time_building_block_id=> l_detail_bb_id
);
-- The next call would also work but we choose to use the first one
-- since we know the DAY's Id. If you do not know the ID you should
-- use this next call commented out here. In fact we use it ourselves
-- later to add the overtime.
/* hxc_timestore_deposit.create_time_entry (
p_measure=> 8,
p_day => TRUNC (l_start_time)
+ i_day,
p_resource_id=> l_person_id,
p_comment_text=> 'Created using API: NT',
p_app_blocks=> l_tbl_timecard_info,
p_app_attributes=> l_tbl_attributes_info,
p_time_building_block_id=> l_detail_bb_id
); */
-- We can also attach the attributes to every BB that represent
-- 'normal' work hours
-- Attribute1
hxc_timestore_deposit.create_attribute (
p_building_block_id=> l_detail_bb_id,
p_attribute_name=> c_proj_attr1,
p_attribute_value=> l_task_id,
p_app_attributes=> l_tbl_attributes_info
);
-- Attribute2
hxc_timestore_deposit.create_attribute (
p_building_block_id=> l_detail_bb_id,
p_attribute_name=> c_proj_attr2,
p_attribute_value=> l_project_id,
p_app_attributes=> l_tbl_attributes_info
);
75. -- Attribute3
hxc_timestore_deposit.create_attribute (
p_building_block_id=> l_detail_bb_id,
p_attribute_name=> c_proj_attr3,
p_attribute_value=> l_expenditure_type,
p_app_attributes=> l_tbl_attributes_info
);
-- Attribute4
hxc_timestore_deposit.create_attribute (
p_building_block_id=> l_detail_bb_id,
p_attribute_name=> c_proj_attr4,
p_attribute_value=> 'Expenditure Comment created by API',
p_app_attributes=> l_tbl_attributes_info
);
-- Attribute5
hxc_timestore_deposit.create_attribute (
p_building_block_id=> l_detail_bb_id,
p_attribute_name=> c_proj_attr5,
p_attribute_value=> l_system_linkage_id,
p_app_attributes=> l_tbl_attributes_info
);
END IF; -- Only for weekdays
END LOOP; -- End creating normal working days + time
-- And now we add the Overtime to Tuesday and Wednesday
-- We have to use create_time_entry here because we do not have the ID
-- for the Wednesday TBB anymore, using create_time_entry we do not need it
-- Tuesday
hxc_timestore_deposit.create_time_entry (
p_measure=> 1,
p_day => TRUNC (l_start_time)
+ 1,
p_resource_id=> l_person_id,
p_comment_text=> 'Created using API: OT',
p_app_blocks=> l_tbl_timecard_info,
p_app_attributes=> l_tbl_attributes_info,
p_time_building_block_id=> l_detail_bb_id
);
-- Attribute1
hxc_timestore_deposit.create_attribute (
p_building_block_id=> l_detail_bb_id,
p_attribute_name=> c_proj_attr1,
p_attribute_value=> l_task_id,
p_app_attributes=> l_tbl_attributes_info
);
-- Attribute2
hxc_timestore_deposit.create_attribute (
p_building_block_id=> l_detail_bb_id,
p_attribute_name=> c_proj_attr2,
p_attribute_value=> l_project_id,
p_app_attributes=> l_tbl_attributes_info
);
-- Attribute3